Social Responsibilities

Introduction

The Hong Kong University of Science and Technology (HKUST) is committed to fostering a positive work environment that respects the rights of all employees.

Modern Slavery, Child Labour, Forced Labour

We prohibit all forms of modern slavery, child labour, and forced labour by ensuring compliance with the relevant international and local laws, standards and conventions, including the Article 4 of the Hong Kong Bill of Rights (No slavery or servitude), ILO Convention No. 138 (Minimum Age) and ILO Convention No. 29 (Forced Labour). We promote ethical practices throughout the University.

No form of child labour is allowed. In accordance with ILO Convention No. 138, employment of individuals under 15 years of age who have not completed compulsory schooling is prohibited. Additionally, no work that jeopardizes the physical, mental, or psychological well-being of those under 18 will be permitted. We will verify the age of all job applicants by requiring valid identification issued by an official authority prior to employment. A copy of such identification and all other legally required documentation will be maintained in the employee's file during their employment.

We strictly prohibit any form of forced labour in all employment types and comply with ILO Convention No. 29. We take a strong stance against involuntary work or services rendered under threat of penalty and ensure that all employment is voluntary.

Articles 4 of the Hong Kong Bill of Rights prohibit slavery and the slave trade in all their forms, as well as forced or compulsory labour. The University's operations policies, Sustainable Purchasing Guidelines and Equal Opportunity & Anti-Discrimination Policy are in support of our commitment against modern slavery.

Respect and Protect Labour Rights

Article 27 of the Basic Law guarantees that Hong Kong residents have freedom of association; and the right and freedom to form and join trade unions.

The Employment Ordinance (EO) provides that every employee shall as between himself and his employer have the following rights:

• the right to associate with other persons for the purpose of forming or applying for the registration of a trade union in accordance with the provisions of the Trade Unions Ordinance (TUO);
• the right to be a member / an officer of a trade union registered under the TUO; and
• where he is a member or an officer of any such trade union, the right, at any appropriate time, to take part in the activities of the trade union. Appropriate time means, in relation to an employee taking part in any activities of a trade union, time which either is outside his working hours; or is a time within his working hours at which, in accordance with arrangements agreed with or consent given by or on behalf of his employer, it is permissible for him to take part in those activities.

HKUST shall not:

1. prevent or deter an employee from exercising any of the above rights;
2. dismiss, penalize or discriminate against an employee for exercising the above rights;
3. make it a condition in an offer of employment that an employee must not exercise the above rights.

Pay Equity

At HKUST, we are committed to promoting gender pay equity as a fundamental principle of our institution. We actively monitor and address pay disparities to ensure that all employees, regardless of gender, receive fair and equal compensation for their contributions. We are dedicated to fostering an environment of equality and opportunity for all members of our community, free from discrimination and harassment.

According to the 2022 Women and Men in Hong Kong report by the Census and Statistics Department, a $5,000 gap exists in median monthly earnings between women and men in the workforce. In 2023, our university conducted an equal pay analysis, which revealed a similar pay gap in median monthly salaries between female and male employees, although some female employees in specific categories earned higher median salaries than their male counterparts.

We are committed to closing the gender pay gap across the university. We actively seek to understand the factors contributing to gender inequality and are dedicated to eliminating bias in pay decisions. Our pay policy aligns with the principles of Equal Pay for Equal Work (EPEW) and Equal Pay for Equal Value (EPEV), utilizing a job evaluation system that objectively assesses and compares the value of different roles in a systematic and gender-neutral manner. This approach ensures transparency and fairness in our compensation practices, reinforcing our commitment to gender pay equity.

Review and Updates

Our employment policies will be reviewed periodically to ensure they remain relevant and aligned with the evolving legal landscape and best practices in labour relations.