WIN-WIN WITH SOCIETY
Longfor Group adheres strictly to the Labor Law of the People's Republic of China, the Labor Contract Law of the People's Republic of China, and all other applicable laws and regulations. In addition, we have formulated and improved internal rules and regulations, to refine further and standardize the personnel recruitment process. We have established the Longfor Group Human Rights Policy, which prohibits the employment of child labor and forced labor and firmly opposes any discrimination in terms of gender, ethnicity, region, religion, sexual orientation, etc. In 2023, Longfor Group committed no child labor, forced labor, or discrimination violations.
Longfor Group was committed to fairness and equal treatment, and took into account the gender, culture, experience and other professional background of employees. We provided equal employment opportunities for employees of different nationalities and regions. We implemented equal pay for equal work between men and women to create a diverse talent pool and continuously enhance the inclusiveness of the workplace and the sustainability of the Company's development. In addition, we encourage employees to report disparities to the human resources division. After receiving a report, the internal audit department will investigate the report's contents independently. The management is responsible for follow-up and handling to ensure that employees' legitimate rights and interests are fully protected.
Equal
Respect
Anti-discrimination
Longfor Group has established a systematic and diversified employee training mechanism and developed customized training plans for employees of various levels and scenarios. We regard talent training and ladder building side by side and offer each employee career training resources for the whole life cycle. In 2023, Longfor Group’s employees logged a total of 1.75 million training hours across all segments, marking a 7% increase from the previous year.
Longfor Group has been constructing a campus recruitment brand for several years, enhancing the training system for fresh graduates and cultivating many exceptional talents via brands such as “Management Trainee Program” “Blossom”“Dianjiang”. We also conduct induction and professional training for new employees, aiming to promote the rapid growth of our employees.
Longfor actively promotes internal training and sharing among employees through instructor tags and Teachers’ Day activities. In 2023, over 3,600 employees served as onboarding guides to help new employees acclimate to their new work environments and business roles. Furthermore, more than 1,190 instructors shared their knowledge and work experience, delivering a total of 1,089 online courses and 1,565 offline training sessions. This initiative has played a positive role in upskilling the entire workforce.
37,533peoples
Individuals trained
1,750,000hours
Training hours
According to the Administrative Measures for Employee Seniority and Job Levels and the Rules of Longfor Group Flowing Water Program, Longfor Group continues to refine promotion standards and paths. We combine the employee evaluation system and employee assessment decisions to promote the standardization and transparency of employee promotion channels and create a healthy competitive environment for all employees.
We focus on the diversified development of our employees. We have devised the “Talent Flowing Water Mechanism” to actively encourage employees to engage in the “Three Crosses” scheme of cross-regional, cross- business arm, and cross—functionality.
Longfor Group continued to optimize the talent incentive policy and related initiatives, to strengthen the consistency of personnel and organizational management between the Group and regional companies and to incentivize the regional companies to continuously improve their talent flow and output, organizational effectiveness, team stability, recruitment effectiveness, and talent training and empowerment, we have developed a single award incentive system with a bonus amount attached.
As the flagship program of Longfor Group's campus recruitment, the “Longfor Management Trainee Program” has evolved over the years into a standardized training system that actively empowers the training of middle and senior managers in the future.
"Blossom" is a recruitment project for fresh graduates created by Longfor Group to cultivate versatile sales and operation talents with cross-industry and cross-business competitiveness. We forge the "Blossom" brand, clear the training path, and smooth the training system to cultivate a large number of cross-channel versatile sales talents for Longfor Group.
The "Dianjiang" plan, which covers Longfor Intelligent Living, Gannet Rental, and Longfor Intelligent Refined Engineering, started in 2003. It is a campus recruitment plan aimed at selecting and cultivating high-quality operational, engineering, and marketing talents for the future. The goal is to recruit versatile management elites with business acumen, customer orientation, evolutionary potential, and self-driven progress.
Longfor Group complies with laws and regulations such as the Law of the People's Republic of China on the Prevention and Control of Occupational Diseases and the Occupational Health Safety Management System Certification. We have developed management systems and supervision mechanisms for employee health and safety. We conduct daily inspections and supervision to raise employee safety and health awareness. Longfor has obtained ISO 45001 and OHSAS 18001 Occupational Health and Safety Management System Certifications .
Longfor Group continued to optimize and upgrade our commercial insurance program to maintain the variety of options for employees and increase the number of self-service claims for commercial insurance.
The "Da Tong Yuan" Care Plan is an exclusive protection plan established by Longfor Group to assist employees afflicted by illnesses or accidents. In 2022, the "Da Tong Yuan Employee Care Plan" upgraded with the introduction of an immense reunion boon that extends coverage to employees' parents. It also added an online consultation function, allowing employees and their families to share medical resources in first-tier cities. In addition, if an employee leaves the Company, he or she can also switch to the "New Journey" plan, which will continue to protect the employee and his or her family.
We introduced the Longfor exclusive online general practitioner to develop the Longfor exclusive health consultation service platform to facilitate our employees' work and personal lives. In addition, we have opened the Xiaohu Doctor online consultation service to provide our employees with online consultation and online ordering and delivery of medicine to their homes to meet their needs for contactless consultation and medicine purchase.
In addition, we pay high attention to the mental health of our employees, conduct EAP (Work Life Coaching Program) Employee Assistance Program, we provide employees and their families with telephone or face-to-face counseling services through counselors from third-party professional organizations, covering a broad range of topics, including work stress, career, marriage and parenthood, and emotional management, to protect employees' physical and mental health in a multidimensional manner.In 2023, the EAP (Employee Assistance Program) services provided a total of 293 telephone/video/face-to-face counseling sessions.
With the concept of "combining work and rest", Longfor Group carries out a variety of leisure activities to balance the life and work of employees. We have organized "Goddess Day", dumpling wrapping contest and spring festival writing activities on many holidays to celebrate with our employees.
We launch a series of "Longfor She Report" goddess-specific activities in all regions on "Goddess Day" on March 8 every year, including but not limited to pushing "Goddess Day" character stories on the Group's official WeChat account, snapshot flash of female exemplars at Longfor's headquarters, and holding goddess roundtable meetings to focus on women's workplace feelings, promote gender equity in the workplace, and praise women's value.
Longfor Group continues to boost business segment synergy and organizational efficiency and lead and support Longfor’s development with culture-inspired momentum. In 2023, we further deepened cultural development and utilized lightweight online tools to assess the corporate cultural ambiance. Over the year, we conducted three "Cultural Thermometer" activities among all employees, with a total turnout of 46,421 employees.
We respect the views of every employee and are dedicated to creating a convenient and efficient communication platform for all staff. We utilize the "Longfor BBS" internal forum as a platform for open communication, encouraging employees to express their workrelated suggestions in a rational and constructive manner. In 2023, we upgraded the application scenario of the Yuntusuo community to facilitate professional discussions and knowledge sharing among employees, allowing the accumulation of expertise. Furthermore, we intensified the implementation of 1v1, 360 comprehensive assessment, frank talks forum, and other mechanisms to provide employees with richer and more convenient communication channels with their superiors.
The Group conducts yearly satisfaction surveys and engagement surveys for all employees, addressing their practical concerns and improving their satisfaction. In 2023, Longfor Group achieved 100% employee participation in both satisfaction and engagement surveys, with satisfaction and engagement rate of 84% and 86%, respectively. This marks a significant improvement from the previous year and expands our leading position in the real estate industry.
2023
86%
Engagement score（Coverage 100%）
84%
Satisfaction score（Coverage 100%）
