Talent acquisition

We work through various strategies to attract and recruit skilled professional as well as boost internal mobility. Of the 75,066 employees we had as of the end of 2023, 55,033 were male, 20,033 were female, 8,760 were ethnic minorities, 10,088 were foreign employees, 53.10% were aged between 31 to 50.

In 2023, to facilitate internal mobility and better deploy human resources, we established the internal talent market mechanism and built “Job Posting”, an open and transparent internal transfer platform that allows employee to look up internal job vacancies and seek job transfer or rotation opportunities. Additionally, to better support former employees to rejoin our company, LONGi launched projects such as the Spring Comeback Program and the Revival Project.

LONGi is dedicated to providing equal development opportunities for employees of both genders. To support female employees to fulfill their potential, we have established the Female Employee Committee, which organized regular activities to care for female employees, including parental leave, baby care rooms, and support for women during menstruation. As of the end of the reporting period, 1in every 10 engineers was female. Aside from the engineering team, female representation in the executive management team stood at 20.27%. 20.86% of members in junior management were female, and 25.21% of management members in the profiting departments (e.g. sales) were female.

Compensation and benefits

LONGi formulated the Compensation Management Measures to ensure compliance, fairness, and justification of the compensation system, guaranteeing equal pay for equal work. In 2023, recognizing the difference between Chinese and international markets, we iterated our internal policies and compensation system. This included establishing a differentiated incentive policy framework, applying varying operational metrics depending on job functions, and leveraging a differentiated distribution strategy. Our compensation package encompasses fixed pay, allowances and corporate profit-sharing, incentive bonuses, and long-term incentives.

In 2023, 100% of our employees in the Chinese mainland enjoyed social security coverage.

In addition to the compensation package, LONGi also offers a range of non-salary benefits. Apart from statutory annual leaves, sick leaves, and unpaid leaves, we offer wedding leave, flexible points-redeemed leave, family visit leave from another place, and time off in lieu. Moreover, employees enjoy free meals (or meal allowances), halal cafeteria, free shuttle bus (or travel allowances) ,and free accommodation (or accommodation). For some employees, we offer flexible working options such as flexible working time and part-time working. These efforts are intended to enhance employees’ sense of fulfillment and happiness.

Communication with employees

LONGi strives to create a space for open, transparent, and smooth communication. Employees can raise requests and opinions through symposiums employee congresses, satisfaction surveys, etc. . We have established a two-level employee representatives’ meeting system. During the reporting period, we convened one group-level employee representative meeting, which included 4 sessions and gathered 494 employees from 32 of our bases. During the sessions, representatives reviewed the Company’s annual operations report, terms in the collective contract system, and discussed 3 policies and 21 proposals concerning the interests of employees. As of the end of the reporting period, 30 of our manufacturing bases held unit-level representatives’ meetings and fulfilled their missions.

In 2023, 100% of our employees signed the collective bargaining agreement.

We respect employees’ rights to freedom of association and collective bargaining. In one of our internal policies, the Labor Union Management Measures of LONGi, it is stipulated that employees can join labor unions freely and voluntarily.

To ensuring proper handling of employee rights violations, LONGi has developed multiple internal policies such as the Complaints and Reporting Management Measures, the Accountability Management Measures, and the Labor Dispute Management Measures to stipulate violation handling procedures, appeal procedure, and management mechanism for communication and mediation. Employees can consult and report cases of violation or infringement of their rights.?

We conduct organizational climate survey every year to understand status of team management, motivate employees, and ensure healthy development of our organization. In 2023, we carried out a survey on the organizational climate satisfaction rate of junior management team members and scored 91.97; respondents of this survey accounted for 9.17% of all employees.

Employee care

We have published internal policies including the Management Measures for Employee Care, the Management Plan for Employee Cultural and Sports Activities, the Guide for Building Standard Employee Activity Facilities, and the Management Measures for Employee Clubs. We built a customized benefit model and a digital platform for benefits data management and provided 100% of employee benefits through centralized purchasing. By the end of the reporting period, LONGi had 156 employee clubs, and had granted RMB60.469 million as labor union funds. LONGi provides all staff with supplementary commercial health insurance that includes insurance for major diseases and group health insurance that combine the compensatory model and the rationed payment model. During the reporting period, LONGi has added 1,069 employees (incl. their family members) to its insurance plan.

Talent cultivation

Fully considering the needs and patterns of employee development, LONGi offers two directions for employee development: the professional individual contributor track and the management track. We offer employees the most suitable career development options and training plans, depending on their performances and stages of development. To better motivate employees, we established the performance appraisal mechanism. Before the assessment, we regularly confirm the completion of performance targets with employees to help them discover risk points and deviations in time, and a post-appraisal communication on their performance rating and further action plans.

Training system

LONGi has built a comprehensive talent training mechanism, focusing on the growth and development of employees. Every year, LONGi reviews business needs and holds training budget kickoff meetings to ensure the training meets the needs of corporate strategy, business, and employee development. In 2023, we further refined the training system, introducing dedicated leaning programs for employees at different job levels and job category. During the reporting period, RMB18.25 million was invested in employee training.

Further education

LONGi attaches great importance to the continuous learning and personal growth of employees. We organized a series of courses as CA (Chartered Accountant), CPA (Certified Public Accountant), accounting, ACCA (Association of Chartered Certified Accountant), and Certified Constructor for employees at key positions in finance, procurement, and investment. In 2023, LONGi saw 7 of its subsidiaries becoming certified professional skills certifying institutions, and we have reimbursed employees who continued their education with RMB91,000. 82 of our employees received top-up degrees, and 1,079 received professional titles. LONGi also built a comprehensive talent training system from doctoral and post-doctoral education and became the Xian City Talent Exchange Base and the National Scientific Research Workstation, powering the deep integration of talent cultivation, value chain, and innovation.

Additionally, to fight against the challenge brought by global climate change and promote gender equality, LONGi encourages employees to join the UN Global Compact Climate Ambition Accelerator and Target Gender Equality Accelerator and support them to acquire certification in this area in order to enhancing employees’ ESG awareness and professional skills. Employees are engaged in the three programs, i.e. the UN Global Compact Climate Ambition Accelerator, Target Gender Equality Accelerator, and SDG Innovation Accelerator for Young Professionals, and have acquired certification on the former two accelerators.

Yuxuan: Being in the UN Climate Ambition Accelerator training has not only shed light on the severity of Climate Change, but it also makes me realize that individuals can make a difference. As an employee of LONGi, I feel the enormous responsibility to use what I learned in the program to promote the green philosophy and work with my team to contribute to the future of the world.

Zixuan: The UN Gender Equality Accelerator training has allowed me to deeply understand the importance of gender equality to the advancement of society. Gender equality is not just about equal rights but a milestone towards a better civilization. To realize gender equality requires the efforts of all. I will actively practice what I have learned and dedicate my insights and efforts to creating a more just and inclusive workplace