CUHK is an equal opportunities employer and is committed to promoting equality, inclusivity, diversity and the highest ethical standards. We follow the principle of Equal Pay for Equal Work. To ensure that remuneration differentiation between employees on the same level is equitable irrespective of their gender, the University develops and publishes a pay scale. We strictly observe the Minimum Wage Ordinance in Hong Kong, ensuring that all staff members and the outsourced workers are paid at least as much as the statutory minimum wage in Hong Kong.

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 range of topics, such as personal wellness, language and writing skills, managing conflict of interest, employment and privacy related ordinances, diversity and inclusion, corruption prevention, anti-discrimination, 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.

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.

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.

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.