Sustainable Human Resources

Mindray always regards employees as the core competitiveness for our sustainability. We respect our employees and protect their legitimate rights and interests; we are committed to creating an equal, diversified and inclusive workplace, providing diversified promotion paths and training opportunities; we care for our employees, provide a healthy and safe working environment along with sound welfare and care initiatives, and share with our employees the benefits from sustainability.

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Employee structure

In 2022, Mindray focused on attraction of R&D experts and recruitment of outstanding fresh graduates from top universities. As at the end of the Reporting Period, we had a total of 16,099 employees, an increase of 9.64% over the previous year.

We endeavoured great efforts in diversified talent attraction and retention and formed a global talent network of R&D, sales and management.

Grievance and Reporting Mechanism

• Establish a formal employee grievance and reporting mechanism: Mindray values communication with all employees, and has established multiple communication and feedback channels to support employees to voice out and promote the company's development. To this end, the company has set up employee forums, 88333 HR service hotline, HR public mailbox, compliance mailbox, and president mailbox. Employees may file a formal grievance or report through any of the channels. For each channel, the company has corresponding administrators who are responsible for accepting and assigning appeals, following up the progress and providing feedback, to ensure that each appeal is handled in accordance with the corresponding appeal process.
• Whistleblower protection: All complaints and investigations will be handled confidentially, and the information of the whistleblower will be kept strictly confidential to prevent any possible harm. At the same time, the Human Resources Department, together with relevant departments, will investigate and handle complaints in accordance with company policies, rules and regulations, as well as laws and regulations of the country/region where the subsidiary is located. The Company provides protection to employees who make grievance or reports, and does not allow anyone to take any retaliation against those who make such grievance, reports or participate in investigations.

Comprehensive welfare system

Formal Talent Development Strategy

The Company conducts talent planning based on business needs, and constantly improves the talent structure and builds organizational capabilities through talent recruitment and training. According to the company's talent recruitment strategy, we continue to develop new pools of talent through different channels. On one hand, we attract high-end experts and overseas local talents through social recruitment. On the other hand, we recruit high-quality college graduates from campus for talent reserve. Meanwhile, the company's internal talent market is open to internal employees, providing employees with internal development opportunities and platforms.

Develop employee training programs in partnership with external educational institutions

Mindray regularly invites clinical experts from external hospitals and scientific research institutions to carry out clinical academic and industry trend training for employees. Meanwhile, the Company cooperates with external hospitals, scientific research institutions and other educational institutions to conduct employee training programs, such as clinical academic training for clinical skills to improve professional skills.

MIS Academic Season Project: We invited authoritative external experts from educational institutions and senior internal lecturers to provide in-depth targeted training around different academic fields, and help the internal clinical staff to further enrich clinical knowledge and improve professional clinical skills. Since 2019, the project has been carried out at least twice a year, 9 times so far, and will continue in the future

Mindray has always treasured employees as our most valuable asset, and to that end, attaches great importance to their health and safety. We strictly abide by the Production Safety Law of the People's Republic of China, the Law of the People's Republic of China on the Prevention and Treatment of Occupational Diseases and other applicable laws and regulations related to occupational health and safety in the regions in which we operate. We put forward the “3 Mai safety concept” , establish a sound health and safety management system, and enable employees to apply safety knowledge and skills through training and drills. In addition, we regularly arrange pre-job, on-job, o-job and emergency occupational health examinations for employees exposing to occupational hazards, and annual health examinations for all employees. With these management measures and arrangements, we hope that our employees grow in a healthy and safe working environment at Mindray.

Diversity- DE&I Policy and Management

In 2022, Mindray Medical updated the "Diversity, Equality and Inclusion Policy" applicable to the Group and its subsidiaries, newly formulated and released the "Anti-Discrimination, Anti-harassment and Anti-bullying Policy", and clearly stated that the General Manager of Human Resources Center is responsible for overseeing diversity performance.

DE&I training: Every year, all employees participate in a series of trainings on DE&I policies such as "Diversity, Equality and Inclusion Policy" and "Anti-discrimination, Anti-harassment and Anti-bullying Policy" to promote the establishment of a diversified, equal and inclusive corporate culture. For key positions such as human resource recruitment staff and management positions, they are required to complete a series of courses such as "Diversity, Equality and Inclusion Training" and "Cross-Cultural Management".