We recruit talents from all backgrounds and experiences and offer competitive remuneration packages with a wide range of benefits that even family members of our employees can enjoy. For example, we provide medical subsidy for employees’ dependents and extra paid leave for employees to take care of their family members when they are sick. To attract those with a calibre that aligns with our company vision, we adopt innovative recruitment campaigns to acquire creative and entrepreneurial talent.

Employee Performance Evaluation and Communication

Annual employee appraisal is an essential part of sustainable employee development. At NWD, employee growth is driven by collaborative team-based performance appraisals and ongoing agile dialogues. Our robust, transparent appraisal system incorporates 360-degree feedback, empowering employees to reflect on achievements and identify development pathways. Sustainability goals are embedded within individual key performance indicators (KPIs), which are reviewed annually. We continuously refine this system to align with leading practices. Complementing the formal review cycle, our agile approach features regular check-ins between employees and team leaders. These dynamic conversations provide timely feedback, address career aspirations, and ensure continuous development support throughout the year.

Childcare Contribution

Embedding our people-first ethos into our Sustainability Vision 2030+, NWCL extends its commitment beyond employees to their families. Its annual scholarship programme provides tangible financial support to employees’ children excelling academically or in specialised fields such as arts, sports and technology. By fostering educational opportunities and recognising young talent, we reinforce social sustainability and enhance our employer value proposition. Each year, an average of 18 scholarships are awarded to families in need, directly supporting employee retention and promoting intergenerational development among working parents at NWD.

We believe that employees are our most valuable asset. Our training and talent development programmes are designed based on business needs that enable employees to uphold job performance standards and prepare them for future advancement in the Company. We provide a variety of e-learning covering all business units of the Group on corporate policies, business focus and productivity, culture and sustainable business approach to enable our employees to learn anytime anywhere.

Sustainability-related training on ESG policies, emerging environmental and social issues, as well as sustainable business practices, are arranged in different forms to the Board, department heads and all employees throughout the year.

Besides, to enhance the safety and emergency preparedness of our employees and tenants, we conduct regular emergency drills, including the annual fire drill at our corporate office, and provide training on emergency procedures, first aid and hazard identification across our properties.

At NWD, our people are at the heart of everything we do. Guided by our internal Employee Handbook and Human Rights Policy, we are committed to upholding fair, equitable and responsible labour practices across all our operations. We fully comply with the Employment Ordinance (Cap. 57) of Hong Kong SAR, which governs working hours, rest days, holidays, remuneration and benefits. Our approach goes beyond legal compliance, rooted in our core value of treating every individual with dignity, fairness and respect. 

We are committed to offering competitive remuneration packages that recognise the contributions of our people. Taking into account employee, departmental and company performance, the economic environment, market salary benchmarking, and the Company’s prevailing remuneration policy, we routinely monitor remuneration fairness across the Group through review of compensation framework, salary structures, gender pay ratio, and reward decisions to promote fairness and consistency across the workforce. 

We value work-life balance and promote flexible working arrangements where applicable, supporting our employees to manage their work and personal commitments. Employees are entitled to paid annual leave and are actively encouraged to take time off to rest and recharge as part of our commitment to employee wellbeing and a sustainable workplace. Where business needs require employees to work on a rest day or statutory holiday, they may apply for compensation leave in accordance with the company’s leave arrangements, in recognition of the additional commitment to avoid excessive working hours. 

We also support our people both personally and professionally through benefits such as paid family care leave to enable employees to care for their family members, as well as paid examination leave to support the pursuit of job-related professional qualifications and encourage continuous learning and development.