Human resources｜CSRC CSR

Human resources

Talent recruitment

CSRC regards talent as a crucial factor in corporate development, adhering to the principles of placing talent appropriately and employing solely based on merit. We do not consider an individual's race, color, religion, gender, age, ethnicity, sexual orientation, disability, nationality, or marital status. In line with our global strategy and commitment to sustainable operations, we actively recruit outstanding talent to meet the challenges of the new century and jointly explore new milestones of excellence.

CSRC locations worldwide are recruiting personnel in accordance with the “Regulations on Recruitment and Appointment of Newcomers.” The recruitment process includes talent demand application, talent selection, admission, and On-board. We advertise recruitment openly through the CSRC official website, job banks, Linkedin, and campus recruitment events. We also offer employee introduction incentives. After opening recruitment needs, we encourage colleagues to recommend outstanding individuals to join the Company. We have also engaged external management consulting firms for recruitment, with the recruitment fees paid by CSRC. In addition, CSRC is committed to cultivating talent in product development and application research, global business management, and upstream and downstream supply chain management to meet the evolving demands of global markets and their supply chains. The labor contract signing coverage rate in each region is 100%.

Recruitment methods

Employee labor contract signing coverage ratio in each CSRC region

Workforce structure

As of the end of 2024, the total number of employees in the Group was 1,342. Due to the characteristics of the industry, the majority of employees are male, accounting for 83%. Common types of non-employee workers in CSRC Group in 2024 included cleaning staff, security guards, packers, etc., totaling 737 individuals. Additionally, CSRC values workforce diversity. In 2024, the Group's employment of physically and mentally handicapped individuals exceeded statutory standard appointment quotas.

Gender ratio of CSRC employees

Employee structure by gender, region, and employment contract, 2024

Region			Greater China			India			USA			Group
Age			<30 years old	30-50 years old	>50 years old	<30 years old	30-50 years old	>50 years old	<30 years old	30-50 years old	>50 years old	<30 years old	30-50 years old	>50 years old
Male	Regular position	Full time	53	321	101	137	214	22	57	93	43	247	628	166
	Contract position	Full time	14	48	8	0	0	0	0	0	0	14	48	8
	Total males		67	369	109	137	214	22	57	93	43	261	676	174
Female	Regular position	Full time	18	118	6	9	12	1	7	16	13	34	146	20
	Contract position	Full time	4	27	0	0	0	0	0	0	0	4	27	0
	Total females		22	145	6	9	12	1	7	16	13	38	173	20

Numbers and proportions of new employees, 2024

		Greater China		India		USA		Group
		Number of personnel	Proportion	Number of personnel	Proportion	Number of personnel	Proportion	Number of personnel	Proportion
<30 years old	Male	13	1.17%	52	4.68%	54	4.86%	119	10.71%
	Female	4	1.73%	5	2.16%	7	3.03%	16	6.93%
	Subtotal	17	1.27%	57	4.25%	61	4.55%	135	10.06%
31-50 years old	Male	25	2.25%	50	4.50%	42	3.78%	117	10.53%
	Female	7	3.03%	3	1.30%	3	1.10%	13	5.63%
	Subtotal	32	2.38%	53	3.95%	45	3.35%	130	9.69%
>51 years old	Male	4	0.36%	3	0.27%	1	0.09%	8	0.72%
	Female	0	0%	0	0%	1	0.43%	1	0.43%
	Subtotal	4	0.30%	3	0.22%	2	0.15%	9	0.67%
Total		53	3.95%	113	8.42%	108	8.05%	274	20.42%

Numbers and proportions of employees departing, 2024

		Greater China		India		USA		Group
		Number of personnel	Proportion	Number of personnel	Proportion	Number of personnel	Proportion	Number of personnel	Proportion
<30 years old	Male	15	1.35%	29	2.61%	40	3.60%	84	7.56%
	Female	8	3.46%	2	0.87%	6	2.60%	16	6.93%
	Subtotal	23	1.71%	31	2.31%	46	3.43%	100	7.45%
31-50 years old	Male	45	4.05%	43	3.87%	45	4.05%	133	11.97%
	Female	16	6.93%	3	1.30%	2	0.87%	21	9.09%
	Subtotal	61	4.55%	46	4.33%	47	3.50%	154	11.48%
>51 years old	Male	10	0.90%	10	0.90%	8	0.72%	28	2.52%
	Female	1	0.43%	0	0%	2	0.87%	3	1.30%
	Subtotal	11	0.82%	10	0.75%	10	0.75%	31	2.31%
Total		95	7.08%	87	6.48%	103	7.68%	285	21.24%

Note：The calculation method for the ratio of new or departing male employees by region and age group is the number of new or departing male employees in that region and age group divided by the total number of male employees in the group at the end of 2024;The calculation method for the ratio of new or departing female employees by region and age group is the number of new or departing female employees in that region and age group divided by the total number of female employees in the group at the end of 2024;The calculation method for the ratio of new or departing employees by region and age group is the number of new or departing employees in that region and age group divided by the total number of employees in the group at the end of 2024.

Employee type

Diversity

Proportions of minority or disadvantaged groups employed by CSRC in the past three years

		Greater China	India	USA	Group
2022	Number of personnel	8	0	121	129
2022	Proportion	1.0%	0.0%	46.7%	11%
2023	Number of personnel	9	0	110	119
2023	Proportion	1.2%	0.0%	48.7%	9%
2024	Number of personnel	9	0	108	117
2024	Proportion	1.3%	0.0%	47.2%	8.7%

Note: Minority disadvantaged groups at Linyuan Advanced Plant in the Greater China include individuals with disabilities as well as indigenous peoples, among which 6 people with disabilities were employed in 2024, exceeding statutory employment, mainly consisted of non-Han ethnic groups; in the United States, minority groups include non-white indigenous peoples, Latinos, Africans, Asians, etc.

CSRC's proportions of minorities or disadvantaged groups in middle and senior management positions in the past three years

		Greater China	India	USA	Group
2022	Number of personnel	1	0	2	3
2022	Proportion	13%	0.0%	1.7%	2%
2023	Number of personnel	1	0	2	3
2023	Proportion	11%	0.0%	1.8%	3%
2024	Number of personnel	1	0	0	1
2024	Proportion	11.1%	0.0%	0.0%	5.0%

Note: The ratio is calculated as the number of individuals from minority or disadvantaged groups in middle to senior-level management positions divided by the total number of minority or disadvantaged individuals employed.

CSRC's proportions of women in senior management positions in the past three years

		Greater China	India	USA	Group
2022	Number of personnel	2	0	2	4
2022	Proportion	29%	0.0%	22%	25%
2023	Number of personnel	1	0	2	3
2023	Proportion	17%	0.0%	25%	21%
2024	Number of personnel	1	0	0	1
2024	Proportion	8%	0.0%	0.0%	7%

Note: The ratio is calculated as the number of women in senior management positions divided by the total number of individuals in senior management positions.