Mindray has always regarded human resources as an important strategic support to enhance its core competitiveness. We are committed to build a diversified international workforce and constantly improving the mechanism for selecting, cultivating, employing and retaining talents, so as to fully explore the value of talents and stimulate their innovative vitality. We have formulated a formal talent development strategy, continued to promote the construction of talent pools, and recruited talents through various channels. At the same time, we have carefully built a high-quality talent training system and tailored career development channels for employees, to meet their needs for re-learning and self-improvement. We respect the rights and interests of employees, and resolutely prohibit prejudice and discrimination in any form and for any reason, striving to create an equal and inclusive working environment. Our remuneration system for employees is data-based and fair, featuring a range of carefully designed welfare schemes. In addition, we have improved occupational health and safety of employees to enhance their sense of belonging and ownership. The ultimate goal is to realize the common growth of talents and Mindray.

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Employee structure

In 2023, Mindray continued to intensify its recruitment effort at home and abroad, with emphasis on attracting high-end experts and outstanding graduates from universities to build a diverse global talent team. By the end of the Reporting Period, we had a total of 18,044 employees worldwide, maintaining an upward trend for three consecutive years.

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

Proportion of employees by age group

Proportion of employees by education level

Proportion of employees by gender

Grievance and Reporting Mechanism

• Establish a formal employee grievance and reporting mechanism: Mindray has implemented a smooth and confidential employee grievance reporting and escalation procedures. We have created an online portal for complaints and suggestions on the intranet, and set up channels such as employee forum, 88333 HR service hotline, HR public mailbox, compliance mailbox, president's mailbox, among others, to encourage all employees to promptly file complaints or reports on human resources-related incidents such as child labor, forced labor, human trafficking, harassment, and discrimination. Our administrators of complaints and suggestions channels are fully involved in the process from receiving complaints, arranging for processing, and following up on the progress to outcome of the complaints, to ensure that employee grievance and reports are handled in systematic and institutionalized manner.
• Whistleblower protection: We are committed to protecting the information of the complainant or whistleblower, maintaining confidentiality of the investigation and processing procedures. Any retaliation against complainants, whistleblowers or persons involved in the investigation is prohibited. At the same time, our investigation and processing work is conducted in accordance with the Company's policies, rules and regulations, as well as the laws and regulations of the countries and regions where the Group's subsidiaries operate, to ensure that the procedures are legal, ruled-based, fair, and just.

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

We keep improving policies and management measures for diversity, equity and inclusion. The general manager of the Human Resources Center is appointed to oversee our diversity performance. This year, we continued to implement the Diversity, Equity and Inclusion Policy on a Group-wide basis, while adhering to the principle of equal opportunities. We also implemented disciplinary and grievance procedures that meet the Group's compliance requirements and local laws where we operate.

In addition, we employ people with disabilities who meet our business requirements to help them secure jobs. We set up barrier-free passages and accessible toilets in our working place to provide convenience for employees with disabilities and support them to perform their duties. This year, we employed 32 employees with disabilities, 8 in China and 24 overseas.

Training on diversity, equity and inclusion (DEI): We carry out annual DEI related learning and training sessions for all employees, which cover management policies including the Diversity, Equity and Inclusion Policy. In February 2023, we launched an online training on DEI which encompassed DEI definition, and our concept, commitment and current achievements in DEI, as well as the grievance reporting mechanism. It aimed to present a full picture of the Group's DEI related policies and management measures, as well as the Group's diversity management and status quo for employees to obtain a deeper understanding. As of December 31, 2023, we have provided DEI training for all employees.