Inclusion and Diversity at CLP
At CLP, having inclusive, diverse teams and welcoming workplaces is important to us. We are "Stronger Together".
We believe having a diverse workforce and inclusive workplaces foster better performance and innovation, and enhance our ability to contribute effectively to the many communities where we operate.
"Stronger Together"
In our first Diversity policy, launched in 2016, CLP made increasing gender diversity a business priority across the Group.
Since then, we have made great progress in increasing the representation of women in engineering roles, in leadership teams and on our Board. With the support and hard work of our colleagues and many other stakeholders across our business, we are now one of the leaders in gender diversity in our sector globally and in Hong Kong. With a female employee ratio of almost 27% at the end of 2024, and female representation at Board level of 36%, CLP has also taken steps to enhance fairness and equality in our pay and performance management practices and outcomes.
In 2024, we reviewed our policy after considering the expectations and priorities of over 1,000 colleagues who shared their feedback. We also took into account the nature of our business today and our talent markets, as well as external benchmarks and the evolving and growing expectations of stakeholders.
The comprehensive review was the basis of CLP’s updated Inclusion and Diversity policy, “Stronger Together”.
Supporting Our Evolving Business Needs
As CLP has continued to grow, with operations in more geographical locations and an expanding range of energy technologies, products and services as well an increasingly diverse workforce, the Group Inclusion and Diversity Strategy has been refreshed to ensure alignment with our evolving organisational needs, market conditions and stakeholder expectations.
Our Key Principles
The refreshed policy reflects an increased focus on continuous improvements in gender diversity, encouraging more female participation in roles related to science, technology, engineering and mathematics (STEM), diversity of thinking and local understanding, meritocracy and a “safe to speak up” culture. These key principles ensure better alignment with the evolving nature of CLP’s business, employment market conditions and employees’ desire for fairness and access to opportunities to progress.
Metrics, targets and disclosures will be updated to align with the refreshed policy and latest market practices, enabling stakeholders to keep track of CLP’s progress on key objectives including continuous improvement in female representation in leadership and STEM roles.
Reporting on family-friendly and employee wellbeing practices will be enhanced. CLP’s focus on equal pay for equal work and wage fairness will be maintained and measured through external Fair Wage reviews, internal reviews of merit increase and bonus practices, and consistent externally-facilitated job evaluations.
Key Enabling Practices
Here are some examples of our practices.
