A Caring Employer

18/09/2025 0 comments

The University understands that one of the most important resources of an organization is its staff. We adopt employee-oriented management to boost staff morale and foster the sense of belonging of our staff members.

Equal Opportunity

CUHK has been recognized as a ‘Caring Organisation’, which cares for the community, employees and the environment, by the Hong Kong Council of Social Service since 2015

CUHK is an equal opportunities employer committed to promoting equality, inclusivity, diversity, and the highest ethical standards. Our Pay Scale Policy, which ensures Equal Pay for Equal Work, offers equitable remuneration for employees at the same level and takes active measures to identify and eliminate any gender pay gaps. We ensure that all staff members are paid at a rate higher than that of the statutory minimum wage in Hong Kong and outsourced workers are paid at least the at least the statutory minimum wage of $40 per hour. For example, our junior clerical staff earns over $70 per hour. The University’s appointments and promotions are based solely on merit, with compensation commensurate with the qualifications and experience of the candidates, irrespective of gender, in pursuit of a diversified, equitable, and inclusive workplace.

Our employment decisions are based on job nature, operational needs and academic and postgraduate qualifications, irrespective of an individual’s race, colour, religion, gender, nationality, age, marital status or disability. Where applicable, appointees will be entitled to various forms of leave such as annual leave, sick leave, maternity leave, family-friendly leave, training leave and academic leave. They may also be eligible for medical care and other fringe benefits, depending on their terms of service and the relevant University policies. Merit reviews are held, and pay adjustments are granted according to individual staff members’ performance and the availability of funds in the relevant unit.

We place great importance on fostering a positive workplace culture. To achieve this, the university frequently arranges in-house training programmes covering a wide range of topics, such as environmental sustainability, personal wellness, language and writing skills, managing conflict of interest, employment and privacy related ordinances, diversity and inclusion, corruption prevention, anti-discrimination, health promotion and workplace safety. These programmes equip staff members with essential knowledge and skills that enable them to improve their performance and services in their respective fields while promoting their overall well-being and empowering them to embark on the University’s sustainability journey.

Labour Rights

The management regularly meets the representatives of staff association for communication

CUHK has grievance procedures to provide all employees in the University with proper guidance in dealing with grievances/complaints relating to their employment. The procedures begin with an attempt at an informal resolution, which may escalate to a formal complaint if necessary. The complaint is then assessed by the relevant senior members of the University, leading to a grievance meeting with the complainant. After the meeting, a decision is made and communicated to the parties involved. If the decision is not satisfactory, there are provisions for appealing first to the Vice-Chancellor, and then, under specific conditions, to the University Council. This process should be initiated within a reasonable timeframe after the incident causing the grievance.

 

Article 27 of the Basic Law ensures that Hong Kong residents have freedom of association, and the right to form and join trade unions. Currently, CUHK has several staff associations/unions, including the Teacher’s Association (CUTA); the Staff Association (CUSA); and the Employees General Union (CUEGU). Our employees are free to join staff associations and unions. The representatives of these association/unions communicate periodically with the University administration on matters such as compensation and benefit packages, working conditions, teaching and administrative arrangements, and other issues that may affect staff members.

To guarantee the equivalent rights of workers when outsourcing activities to third parties, the University’s Outsourcing Policy requires it to consider all outsourcing proposals and put in place a proper mechanism to select and monitor the performance of the contractors. The Monitoring Group on CUHK Outsourcing Matters has been formed to monitor the implementation of the Policy and to review and make recommendations on outsourcing activities.

Positive Workplace and Staff Development

The management regularly meets the representatives of staff association for communication

CUHK has grievance procedures to provide all employees in the University with proper guidance in dealing with grievances/complaints relating to their employment. The procedures begin with an attempt at an informal resolution, which may escalate to a formal complaint if necessary. The complaint is then assessed by the relevant senior members of the University, leading to a grievance meeting with the complainant. After the meeting, a decision is made and communicated to the parties involved. If the decision is not satisfactory, there are provisions for appealing first to the Vice-Chancellor, and then, under specific conditions, to the University Council. This process should be initiated within a reasonable timeframe after the incident causing the grievance.

 

Article 27 of the Basic Law ensures that Hong Kong residents have freedom of association, and the right to form and join trade unions. Currently, CUHK has several staff associations/unions, including the Teacher’s Association (CUTA); the Staff Association (CUSA); and the Employees General Union (CUEGU). Our employees are free to join staff associations and unions. The representatives of these association/unions communicate periodically with the University administration on matters such as compensation and benefit packages, working conditions, teaching and administrative arrangements, and other issues that may affect staff members.

To guarantee the equivalent rights of workers when outsourcing activities to third parties, the University’s Outsourcing Policy requires it to consider all outsourcing proposals and put in place a proper mechanism to select and monitor the performance of the contractors. The Monitoring Group on CUHK Outsourcing Matters has been formed to monitor the implementation of the Policy and to review and make recommendations on outsourcing activities.

Family-friendly Practices

CUHK provides comfortable and hygienic nursing rooms for breastfeeding mothers

CUHK encourages women and family-friendly practices, activities and on-campus facilities including family-friendly leaves, lactation breaks, nursing rooms, and talks on marital and parenting issues.

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Universities have a responsibility to bring about sustainable development in society. They are expected to be responsive to pressing societal issues and sustainability challenges and to act to integrate changes in internal organization, knowledge creation, educational models, information technologies, social responsibility and knowledge transfer.

 

As one of Hong Kong’s pioneering universities, CUHK takes a holistic approach to social responsibility, connecting and articulating its vision, goals and priorities to guide planning and management practices. We are resolved to establish ourselves at the forefront of social responsibility and to address various sustainable development targets, ranging from health to education, inclusion to partnerships, and climate action to responsible processes.

 

The University seeks to ensure that all its members understand and identify with CUHK’s values and are engaged in the quest for a sustainable world both for themselves and for those who follow in their footsteps.

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