Compliant Employment

 

Anton adheres to equal and compliant employment, strictly following the Labor Law of the People's Republic of China, the Labor Contract Law of the People's Republic of China, and other relevant laws and regulations. Based on international human rights standards and the legal provisions of the business operating locations, we have established recruitment and employment management systems applicable to employees of different nationalities and regions. We firmly oppose any recruitment discrimination based on nationality, race, age, religious belief, gender, educational background, or physical health and resolutely resist the employment of child labor and forced labor. We adopt strict identity verification measures during the recruitment and contract signing process to eliminate the risk of employing child labor and maintain a zero-tolerance attitude towards any form of forced labor, including prison labor, debt labor, slave labor, and human trafficking.

The company fully respects human rights and supports the international human rights principles established by the Universal Declaration of Human Rights, including the International Bill of Human Rights, the International Labour Organization's 1998 Declaration on the Fundamental Principals and Rights at Work, and the UN Guiding Principles on Business and Human Rights. Meanwhile, we strictly comply with all local, national, and international laws and regulations on human rights protection and the exercise of human rights in our business operating locations and have formulated the Human Resources Social Responsibility Policy to systematically monitor and ensure the implementation of human rights. To further safeguard the legitimate rights and interests of employees, we respect the right of employees to form or join trade unions and support employees in expressing their demands through legal channels. The company has established a smooth reporting channel to ensure that employees can safely and conveniently report issues, and we strictly keep the confidentiality of the reporting information and deal with it promptly, effectively protecting the legitimate rights and interests of employees from infringement.

 

We rely on diversified talent introduction mechanisms such as school-enterprise cooperation, campus recruitment, and social recruitment to actively absorb outstanding talents with different backgrounds and characteristics. As the talent team continues to expand and global business operations deepen, traditional human resource management models have become insufficient to meet the company's development needs. To this end, Anton explores new paths for the digitalization transformation of human resources, with the aim of enhancing management efficiency through technological innovation.

This year, we referencing global corporate standards, completed the sorting, adjustment, and optimization of the human resource system framework, revised the global human resource system, comprehensively covering organizational structure, position setting, compensation system, recruitment process, talent training, performance evaluation, and daily employee management. This revision significantly improved the standardization and systematicness of the company's human resource management, providing strong support for the deepening of the global strategy.

 

Diversity and Inclusiveness

 

Anton's business network spans the globe, and we have assembled a diverse workforce of various nationalities, ethnicities, cultures, genders and ages. We firmly believe that a diverse talent structure can stimulate innovative thinking, promote cross-cultural exchanges, support Anton's innovative development, and bring a broader market perspective and competitive advantage. We support localization construction, actively recruit talents in the locations where we operate, and assist in the training of local talents, reserving solid and reliable backup forces for Anton. In 2024, Anton recruited 843 employees from 17 countries, including 468 employees working in China, 290 employees working in Iraq, and 85 employees working in other overseas countries, thus deepening the global talent layout.

Anton is committed to creating a diverse and inclusive work environment with equal opportunities to ensure that the human resources philosophy of “Co-Creation, Sharing and Win-Win” is embodied in the whole cycle of talent selection, training, appointment and retention. In 2024, a total of 593 non-Chinese employees were recognized, accounting for 13.43% of the total number of recognized employees. As of December 31, 2024, a total of 25 non-Chinese employees held middle and senior management positions in Anton's global business operations, reflecting the effectiveness of Anton's practice of “doing global business with global talents”. We adhere to gender equality, attach great importance to the career growth and promotion of female employees, fully implement the policy of equal pay for equal work, and eliminate any form of gender discrimination. 2024, the proportion of female employees in middle and senior management positions was 17.5%, injecting
more diversity and inclusiveness into the company's governance. In addition, Anton actively fulfills its social responsibility and pays attention to equal career opportunities for disadvantaged groups. Through special recruitment, job adaptation and other initiatives, a total of 7 employees with disabilities were recruited in 2024, continuing to build an inclusive and diverse employment ecosystem.

 

Case：School-Enterprise Cooperation in Cultivating Minority Language Talents 

 

In May 2024, a delegation led by Fan Yonghong, President and Chief Technology Officer of Anton Oilfield Services Group, engaged in in-depth discussions with Beijing International Studies University, Beijing Language and Culture University, Peking University, and the University of International Business and Economics on the introduction of language talents, student-oriented training, and school-enterprise cooperation. As Anton's global business development accelerates, the demand for minority language talents has been increasingly growing. Through exchanges and discussions with language universities, Anton hopes to establish a long-term and stable cooperative relationship with higher education institutions to jointly cultivate more outstanding talents with an international perspective and professional skills.

 

 

Case: Anton Conducts Campus Recruitment Activities Overseas

 

In 2024, Anton carried out campus recruitment activities in prestigious institute and universities in Indonesia and Pakistan. In Bandung Institute of Technology, which is the top ranked petroleum university in Indonesia, President Pi Zhifeng gave a comprehensive introduction of the Group's development history, business layout and talent training system to the attending teachers and students, and the overseas students exchanged views with the campus recruitment team on topics such as career development paths and professional and technical cultivation, etc. The activity received more than 310 job-seeking CVs of fresh graduates, and organized on-site interviews for 114 people, and 21 outstanding students passed the preliminary examination and entered the review session. The school recruiting team set up special lectures and interactive communication sessions to help students from overseas colleges and universities to deeply understand Anton's corporate culture and talent needs. Through the overseas recruitment activities, Anton has successfully introduced high-quality overseas talents and reached consensus with universities on deepening school-enterprise cooperation, which has effectively enhanced Anton's influence in the field of overseas higher education.

 

 

 

 

Remuneration and Benefits

 

Adhering to the principle of value co-creation, Anton has formulated the Anton Group Comprehensive Compensation Management Measures, establishing a compensation system based on the evaluation of capability and value, supplemented by employee incentives. The system is benchmarked against industry standards and trends, aiming to provide employees with competitive salaries and benefits. To encourage operations managers and key position holders, the company has implemented an equity incentive plan, sharing business outcomes with employees. Moreover, the company has established a diverse and multi-dimensional incentive mechanism, formulating internal systems such as the Group Company Position Incentive Model, Anton Group Honor System, Group Company Special Contribution Award Implementation Rules, Anton Group Annual Outstanding Employee Award Management Measures, Anton Partner Plan, and Marketing Project Operation Evaluation Incentive Implementation Rules, to enhance employee satisfaction and well-being, and to assist employees in growing and enabling the company's value creation in both directions.

 

Employee Benefits and Care

 

Anton always regards the protection of employee rights and humanistic care as a vital component of corporate management. In accordance with internal systems such as the Anton Employee Welfare Management Measures, Employee Vacation Management Measures, and Management Measures for the Family Members of Dispatched Employees, we have established a comprehensive welfare security system that covers all employees throughout their entire career development cycle. We legally pay full amounts for pension insurance, medical insurance, unemployment insurance, work injury insurance, maternity insurance, and housing provident funds. Moreover, we provide all employees with supplementary medical insurance and accidental injury insurance to strengthen the defense line for employee health and livelihood. We not only offer legal paid leave benefits such as marriage leave, maternity leave, paternity leave, and breastfeeding leave but also convey corporate warmth during important moments in employees' lives, such as marriage, childbirth, birthdays, and serious illnesses, through customized gift packages and condolence gifts. Apart from that, we regularly plan and organize social gatherings, cultural and sports activities, outdoor excursions and mountain climbing to help employees achieve worklife balance and further enhance their sense of belonging and team cohesion.

 

For overseas employees, we have developed special care programs, including annual home leave benefits for foreign employees, welfare for the families of assigned employees, and a children's education support plan. On local important holidays such as the Kazakhstan Oil Workers' Day, the Iraqi Eid al-Fitr, and the Dubai Eid al-Adha, the company distributes holiday benefit packages to employees stationed abroad, respecting and integrating into local cultural traditions.

 

The company maintains open communication channels by regularly holding democratic appraisals and feedback communication meetings, employee representative assemblies, and communications with trade union representatives, ensuring that employee opinions are fully expressed and efficiently addressed.

 

 

Occupational Health and Safety

 

Anton upholds the value of "QHSE first, then Anton", adhering to legal regulations such as the Work Safety Law of the People's Republic of China and the Law of the People's Republic of China on the Prevention and Control of Occupational Diseases. We have established internal systems like the Occupational Health Management System and the Employee Health Examination and Evaluation Management Measures, and instituted a comprehensive safety production responsibility system. This system clearly defines the responsibilities of each department, regularly identifies and controls occupational health risks, and timely prevents health and safety risks in production activities, providing employees with a safe and stable working environment. This year, Anton has been certified with the ISO 45001 Occupational Health and Safety Management System.

 

 

Safety Production

 

The company has formulated the QHSE Operation Plan and the HSE Operation Plan Management Measures to strictly regulate internal safety management. We regularly execute multiple safety checks and evaluations, including occupational disease hazard factor testing, hidden danger inspection and control, high-altitude safety checks, employee health management supervision, and the annual QHSE compliance evaluation.

Moreover, the company stipulates that all projects must prepare a QHSE plan before initiation and file it in document form. This is aimed at setting QHSE work objectives and plans for the project, clarifying the QHSE management organizational structure and responsibilities, identifying and evaluating QHSE risks, formulating emergency response plans, and regularly supervising to ensure timely correction of non-compliant issues. For projects in high-risk industries, the company requires the legal entity undertaking the project to hold a safety production permit and conduct a self-evaluation of qualifications according to the Guidelines for Standardization of Safety Production in the Petroleum Industry to ensure efficient and compliant safety production. In 2024, Anton comprehensively promoted the application of the QHSE Safety Dual-Control Management System, achieving a dual guarantee of health and safety through digitalization. Relying on this platform, all operational units of the Company performed hidden danger inspections, identified risk points and hazard sources in operational projects, and established an online mechanism for graded risk control, thereby comprehensively improving the efficiency of safety management.

We legally pay work injury insurance for all employees and purchase additional safety production liability insurance for their employees, ensuring the personal safety of employees. For employees exposed to occupational risks, the company has developed protective measures for labor protection and occupational health management. We post occupational hazard warnings and signs at production sites, ensure adequate labor protection equipment is provided, and hire qualified thirdparty organizations to conduct real-time testing of site dust and noise, promptly identifying safety hazards and preventing employees from being exposed to high-harm environments for extended periods, the number of work-related deaths in our company in each of the last three years was one.

 

 

Employees' Physical and Mental Health

 

Anton has formulated and issued the Anton Group Employee Health Management Measures, which establish a system for recording employee health files, creating a health declaration system for employees and a file for occupational diseases. The company identifies and tracks health risks for key position personnel to ensure that on-duty employees pass medical examinations. Moreover, the company provides psychological counseling for employees in need and actively organizes team-building activities to maintain employees' physical and mental health.

 

 

Safety Education and Training

 

The company strictly executes the three-tier safety education and training requirements, combining informatization and offline training methods. All employees have received safety production education and training, as well as pre-job competency evaluations, to ensure that employees have the necessary knowledge and skills for safety production, thereby comprehensively improving their safety education capabilities. In 2024, the company invested in special training funds to conduct training for all employees, including safety production laws and regulations, occupational disease prevention, and certification training that meets the technical requirements of their positions. Moreover, we organize activities such as Crane Safety Month, Traffic Safety Month, and Safety Production Month to prevent and reduce safety incidents, continuously strengthening employee safety awareness.

 

 

Safety Drills and Emergency Response

 

To comprehensively enhance employees' emergency response capabilities, we have established a regular emergency drill mechanism, organizing specialized drills such as fire evacuation, flood mitigation, and electrical shock rescue every year. Through highly realistic simulated scenarios, such as office building fire smoke simulations, employees have systematically mastered key skills such as emergency response plan activation, evacuation route identification, and the use of emergency equipment. Meanwhile, we adopt a "theoretical training + practical evaluation" dual-track model to strengthen employees' self-rescue and mutual aid skills, ensuring that every employee can "respond quickly, handle standardly, and collaborate efficiently" in emergency situations, thereby solidifying the last line of defense for the company's safety production.

 

 

 

Training and Development

 

Anton places a high priority on employee training and development, constructing a comprehensive training and development system that covers the entire career cycle, providing employees with a diverse and multi dimensional learning platform and growth path.

 

 

Employees Development and Training

 

We have formulated internal policies such as the Anton Oilfield Services Group Employee Learning and Training Management Measures and the Anton Oilfield Services Group Internal Trainer Management Measures to support employees in learning advanced technologies, mastering professional skills, improving management levels, and realizing self-worth. To encourage employees to develop long-term careers within the company, we have compiled the Employee External Study Management Measures, offering opportunities for external study, encouraging employees with good performance, alignment with company culture, and a desire for learning and development to participate in external courses, further education, and obtaining qualification certificates.

As an important platform for talent training, the Anton Petroleum Innovation Academy offers a variety of training courses for employees, covering management training, cultural training, innovation training, informatization training, professional skills training, and basic quality training, enhancing employees' personal quality and capabilities in all dimensions and promoting the company's value creation. In 2024, the Petroleum Innovation Academy conducted 356 training sessions worldwide.

 

 

Case: Anton Global Future Leaders Training Camp

 

In December 2024, the first session of the Anton Group's Future Leadership Enhancement Training Camp concluded successfully, with 9 trainees from different countries actively participating and completing the program. The training camp was conducted in English and offered a variety of leadership practice projects to help cultivate leadership thinking. In the American University Leadership Workshop, trainees discussed topics such as the transformation of managerial roles and cross-cultural communication, and experienced leadership in simulated business scenarios. Moreover, the training camp included technical courses, allowing trainees to delve into professional knowledge in areas such as oil and gas field development geology research, drilling technology, and downhole technology, and to exchange ideas with experts, comprehending cutting-edge technologies. This training camp not only strengthened the trainees' leadership skills but also enhanced
their professional capabilities.

 

 

Case：Anton Invited to the 2024 Talent Internationalization Forum

 

In June 2024, the Talent Internationalization Forum was successfully held in Beijing, with Anton and several other companies invited to attend. The forum focused on new trends in corporate internationalization, practical experience of going abroad, and how professional talent service institutions can empower companies for international expansion, providing a platform for in-depth exchange and learning for companies and talents. In the future, Anton will comprehensively launch global recruitment activities, devoted to the long-term introduction and training of strategic talents on a global scale, actively expanding overseas business, and offering strong talent support for the internationalization of the company.

 

 

Case：Iraq MOC-ANTON Joint Employee Training

 

On August 14, 2024, the 15-day Iraq MOC-ANTON joint employee training activity was successfully concluded. The training was conducted in English and covered the latest trends in the oil industry, electric submersible pump oil production technology, and Anton well completion product services. To enhance practical experience and achieve a deep integration of theory and practice, the training included a field trip to the Yanting County pressure boosting dehydrogenation project, with the project leader providing answers and explanations. This training deepened the friendship between the employees of the two countries, promoted cultural exchange, and laid a solid foundation for long-term cooperation between the two parties in the future.

 

 

Case：Anton China Region Dry Powder Fracturing Fluid Technology Training and Seminar

 

In April 2024, the Anton China Region hosted a dry powder fracturing fluid technology marketing training and seminar in Chengdu, combining both online and offline formats, with a total of 120 participants. The training invited industry experts to explain the principles, key points, difficult points, and breakthroughs of dry powder fracturing technology, helping the China Region team master the dry powder fracturing fluid technology, accurately identify market targets and risk factors, and achieve a significant breakthrough in the Chinese market. The attendees studied diligently, actively discussed and exchanged ideas, striving for comprehensive development with dual roles in sales and technology. The seminar was well-received, and the China Region plans to continue arranging a series of training courses, including online classes and videos recorded by scientific institutions, to help technical talents broaden their knowledge and enhance professional skills.

 

 

Employee Promotion

 

The company adheres to the global talent management philosophy of "focusing on the right people, bold in usage, promoting self-driving, and empowering growth". We value talent training and retention, and have established internal systems such as the Anton Future Successor Training Plan Management System, High Potential Talent Management Measures, Anton Oilfield Services Group Compilation of Talent Management Related System Principles, Anton Petroleum Management Cadre Youthful Appointment Requirements, and Anton Petroleum Deputy Position Management Measures, to establish diverse employee promotion and training channels, and to promote employees' self-driven steady growth.