Human Resources

standard policies and procedures manual Issue Date:

1 August 2023
Section:
Employment Policies
__________________________

Page
1 of 9
Title:
Leading with Integrity
Mandarin Oriental Hotel Group Code of Conduct

MESSAGE FROM THE CEO

Mandarin Oriental Hotel Group is an international hotel investment and management group
with luxury hotels, resorts and residences in sought-after destinations around the world.
Mandarin Oriental regularly receives international recognition and awards for outstanding
service and quality management, and has a strong pipeline of hotels and residences under
development.
Our values inform our long-term strategy as a company and the way we conduct ourselves. We
value:

 Entrepreneurial spirit – being innovative, creative, resourceful, and adaptable;

 Steadfastness – maintaining a long-term view to our actions and decisions;

 Collaboration – with partners, colleagues and in our communities; and

 Integrity – acting with the highest professional and ethical standards.

Our Code of Conduct explains how we put integrity at the heart of everything we do. In this
complex emerging world, we encourage you to be the person of integrity that our Code of
Conduct requires.
We are confident that the principles set out in our Code of Conduct will protect and enhance
our reputation and guide us as we build enduring businesses with enterprising leadership,
competitive agility, financial resilience and sustainable growth.
Human Resources
standard policies and procedures manual Issue Date:
1 August 2023
Section:
Employment Policies
__________________________

Page
2 of 9
Title:
Leading with Integrity
Mandarin Oriental Hotel Group Code of Conduct

WHO SHOULD FOLLOW THE CODE?

The Code applies to everyone working for the Group anywhere in the world, including where
applicable those employed by a third party for which a Group entity is acting as agent (for
example, staff at hotels or residences managed by the Group). In addition, we expect the
Group’s contractors, consultants, suppliers and other business partners to follow the Code in
relation to their dealings with us.

For the purposes of this Code, “Group” means Mandarin Oriental International Limited and its
direct and indirect subsidiaries and associated companies, and any offices, hotels, residences,
premises and businesses operated by those entities.

THE CODE – OUR CORE PRINCIPLES

The Code provides a snapshot of the core principles upon which we operate as a Group.
Colleagues should also refer to their terms of employment (including any employee handbook)
for specific topics applicable to their employment.

Our Code does not cover every situation that you may encounter, so it is important that you
exercise good judgment and avoid any perception of improper behaviour.

The following questions may be helpful as a simple guide:

 Is what I’m doing consistent with the spirit of the Code?

 Is it in the best interests of the Group and my colleagues?

 Would I feel comfortable if this were made public and known by everyone?

If you can answer “yes” to all three questions, then it is probably safe to proceed. However, if
you’re not sure about the situation, you should pause and ask for help - your line manager, HR
Department or MOHG Group Legal are always there to assist.
Human Resources
standard policies and procedures manual Issue Date:
1 August 2023
Section:
Employment Policies
__________________________

Page
3 of 9
Title:
Leading with Integrity
Mandarin Oriental Hotel Group Code of Conduct

1. We Treat Each Other With Respect

The principle here is simple: treat others in a way you would expect others to treat you.

 Non-discrimination and anti-harassment. Bullying, intimidation, discrimination, and

harassment of others has no place in the Group and will not be tolerated.

 Diversity and Inclusion. We operate on a global basis across many different countries and
territories. Our people represent many ideas, experiences, cultures and backgrounds. This is
one of our key strengths, and we all have a part to play in ensuring that our workplace
supports and encourages inclusion and collaboration. All colleagues, regardless of ethnicity,
gender, age, sexual orientation, disability, background or religion, should be treated fairly
and with dignity, and be valued for the contributions they make in their role. Recruitment
of our colleagues and their remuneration, promotion, training, development and other
benefits are based on aptitude, merit and ability.
We value the physical and mental health, safety and well-being of our colleagues. This is key
to the success of our Group. All staff are encouraged and supported to develop their full
potential and contribute to the sustainable growth of the Group. Your views and ideas are
important: you should feel free to express them in a respectful manner with your colleagues at
all levels within the organisation.

2. We Act with Integrity

Acting with integrity is fundamental in reinforcing the Group’s status as a responsible
employer and our parent’s company Jardine Matheson’s legacy of being a business partner of
choice in many parts of the world. Our privileged position has been built, not bought, and we
should never take it for granted.

The following are important standards which we should all follow:

 Never bribe. Never offer, solicit or accept any bribe, illicit payment or inducement, or let
another person do so on your behalf. A bribe can be something other than a cash payment.
For example, a gift, a favour, a release of a debt or even entertainment / hospitality could
be considered a bribe if offered with a view to influencing any decision in business.
Always seek guidance from your line manager or the Director of Finance or HR if in doubt.
Human Resources
standard policies and procedures manual Issue Date:
1 August 2023
Section:
Employment Policies
__________________________

Page
4 of 9
Title:
Leading with Integrity
Mandarin Oriental Hotel Group Code of Conduct

 Be aware of the rules around gifts, favours and entertainment. You should never
accept any gifts, favours, entertainment or hospitality which may compromise or appear to
compromise your ability to make impartial decisions in the best interests of the Group.
Subject to this, there is an exception for gifts, favours, entertainment or hospitality of a
nominal value given or received in accordance with local customs or generally accepted
business practice. Always seek guidance and approval from your line manager or the
Director of Finance or HR if in doubt.

 Avoid conflicts of interest. Always act in the best interest of the Group while performing
your duties. A conflict of interest arises where your personal interests or your personal
relationships (or those of your family or friends, whether within or outside the workplace)
cause, or may cause, you to make any decision or act against the best interests of the Group.
Certain conflicts of interests may be avoided or managed if identified early enough and
must be disclosed to HR. While it’s not possible to list every possible conflict of interest,
the following are some examples:

o Being in a relationship of romantic or sexual association where one colleague has

authority or influence over the terms and conditions of employment of the other,
without disclosing such relationship;

o Giving business of the Group to a company owned by your family or friends without
disclosing such relationship;

o Using Group property for your personal gain without disclosing such relationship;

o Having any form of financial interest (other than in quoted shares) in any supplier or
customer of the Group without disclosing such relationship;

o Hiring, or encouraging your colleagues to hire, a family member or friend to any

position in the Group without disclosing such relationship.
Human Resources
standard policies and procedures manual Issue Date:
1 August 2023
Section:
Employment Policies
__________________________

Page
5 of 9
Title:
Leading with Integrity
Mandarin Oriental Hotel Group Code of Conduct

 Government Dealings. We respect the political processes in each country where we

operate.

o Payments to Government Officials. As a Group we do not, and you should not, offer
any type of payment or benefit to any official or employee of a political party,
Government or Government body (Government Official). If a Government Official
requests any such payment or benefit you should refuse such request and report it to
your line manager or the Director of Finance or HR.

o Political Activities. You are free to support political parties and campaigns in your
own time and with your own money, so long as you act in accordance with all relevant
local laws. You must also ensure that you do not purport to represent the Group or its
business in respect of such activities or do anything that might be reasonably perceived
as purporting to represent the Group or its business.

 Charitable donations. As a Group we support worthy causes for the benefit of the
communities where we operate. Such support is never made to obtain an improper
advantage. We encourage you to also become involved with local charities inside and
outside of work. However, you should not use the Group’s resources to make or seek
contributions to charitable or other organisations, except where such activities have been
properly authorised by the Group.

3. Protect Our Group and Its Assets

 Reputation. We take pride in the Group’s long-standing reputation, which has been built
over the years through the combined efforts of all our dedicated colleagues. We should all
be responsible for our conduct and be mindful of how our actions may impact the Group’s
reputation, including any communication on social media platforms or through other
means, where there is a risk that any views expressed may be interpreted negatively
against the Group.

 Public statements about the Group. We strive to ensure that any information shared
publicly about our Group and its business is accurate, consistent and complete. Only
authorised individuals should speak on behalf of the Group or its business to the media
(including any communication on social media platforms), regulators, authorities and
other stakeholders.
Human Resources
standard policies and procedures manual Issue Date:
1 August 2023
Section:
Employment Policies
__________________________

Page
6 of 9
Title:
Leading with Integrity
Mandarin Oriental Hotel Group Code of Conduct

 Social media. Be cautious, responsible and exercise good judgment in your usage of
social media platforms. You should not use social media in any way which may adversely
affect the Group or its business or bring them into disrepute, implicate the Group or its
business in any personal views, disclose any confidential information, or cause a breach of
any applicable laws or regulations. You should always comply with your terms of
employment, the Group’s social media policy, and other applicable policies of your
business relating to social media.

 Safeguarding the Group’s assets and IP. Our assets and resources include all tangible
and non-tangible assets that the Group owns or uses to operate its businesses, including all
intellectual property created or generated by colleagues during the course of employment
with the Group. The Group’s assets should not be used for personal benefit or the benefit
of anyone other than the Group, except for reasonable personal usage which does not
affect the Group’s interests. Do not use or distribute any intellectual property belonging to
the Group and its business (including logos, trademarks or copyrighted materials) except
for authorised business purposes.

 Confidential information. Every employee should safeguard all confidential, proprietary

and inside information of the Group. This includes information in any format (whether
digital or physical) and all non-public information about the business, transactions and
colleagues. Such information should never be used to secure personal advantage or be
disclosed to anyone except those with a legitimate business reason to know. This applies
during as well as after completion of your employment with the Group.

 Personal data. The Group respects the privacy of all colleagues, customers and business
partners. Personal data should only be collected, used, held and processed for legitimate
business purposes in accordance with applicable laws. Appropriate protections should be
put in place to prevent misuse and unauthorised disclosure of personal data. You should
therefore follow the relevant privacy policies of the Group and your business.

 Health and safety. We are committed to promoting and protecting the health and safety
of all colleagues, customers, contractors, and the communities where we operate. You
should always follow applicable health and safety standards and raise matters of concern
where appropriate.
Human Resources
standard policies and procedures manual Issue Date:
1 August 2023
Section:
Employment Policies
__________________________

Page
7 of 9
Title:
Leading with Integrity
Mandarin Oriental Hotel Group Code of Conduct

 Information security. We must all be vigilant in protecting the Group’s information,

including from cybersecurity attacks. Information integrity and security should be
safeguarded by following the information security and acceptable use guidelines, policies
and related procedures established by your business.

 Honest and accurate records. Honest and accurate record keeping and invoicing enable
us to be accountable to our stakeholders, including investors, business partners, regulators
and the general public. This is not limited to financial accounts and invoices, but other
records such as expense reports and time recording. We should follow internal controls
when maintaining records, invoicing and processing payments, and always keep alert to
identify and prevent any departures from those standards. For example, it is a serious
offence to mispresent dates or details on a guest’s stay invoice, which might then be used
for a false expense claim with a third party.

4. We Play by the Rules

Our businesses operate in many countries and are subject to a wide range of laws and
regulations. Legal compliance is important, and we should all be mindful of the laws and
regulations which apply to our own work. MOHG Group Legal can guide you in this regard.
The following laws are particularly important and relevant to our Group:

 Competition law. Certain countries have competition laws to promote free and fair
competition in the economy and prohibit conduct which has the effect of restricting or
distorting competition. Competition laws typically prohibit the following type of activities:
(a) arrangements between competitors which restrain competition, such as availability
restrictions, minimum room resale prices, “most favoured” matching clauses, price fixing,
bid rigging, or market sharing; (b) exchange of competitively sensitive information with
competitors, such as information related to any property’s business (e.g. room rates,
charges occupancy, charges etc.), or to colleague compensation (e.g. salaries, bonuses,
benefits, allowances, etc.); and (c) abuse of substantial market power to unfairly hurt
competitors. If you become aware of or are asked to enter into any such arrangements, you
must consult a senior member of staff or legal advisor to ensure what you are doing is
legal.
Human Resources
standard policies and procedures manual Issue Date:
1 August 2023
Section:
Employment Policies
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Page
8 of 9
Title:
Leading with Integrity
Mandarin Oriental Hotel Group Code of Conduct

 Share Dealing.

o You may become aware of information relating to a listed company, including a

Group company, associate company or joint venture partner, which is not known
publicly but, if it was, might influence someone to deal in the securities of such
company (Inside Information). Some examples of Inside Information include
knowledge of a potential investment in a listed company; changes to senior
management; or the launch of a regulatory investigation. Dealing while in possession
of Inside Information, whether gained through your employment or otherwise, is
against the law.

o Your role may require you to comply with the Group’s Securities Dealing Rules. You
will be notified if this is the case and, if so, you should obtain approval from an
appropriate member of senior management before dealing in securities of any
company covered by those Rules.

 Business licences. Our businesses should be properly licensed to carry on their business
within the permitted scope. This is especially important if you are working in a
representative office or in any country or business subject to strict regulatory requirements.

 Tax compliance by the Group. If you are involved in handling tax matters on behalf of
any business of the Group, you must ensure that the business complies fully with all
relevant tax laws and regulations, including, for example, reporting of all income and
expenditure, submitting complete and timely tax returns, and paying all taxes due under
law.

 Personal tax matters. You should also follow all relevant tax laws in respect of your
personal tax matters, including disclosure of your pay and benefits to the relevant tax
authorities and paying taxes in compliance with applicable laws.
Human Resources
standard policies and procedures manual Issue Date:
1 August 2023
Section:
Employment Policies
__________________________

Page
9 of 9
Title:
Leading with Integrity
Mandarin Oriental Hotel Group Code of Conduct

5. Building a Sustainable Business

We touch the lives of millions of people on a day-to-day basis. Our businesses therefore have a
unique opportunity to become a force for good by implementing new initiatives in
sustainability.

Our businesses face significant challenges and opportunities in working towards their
sustainability goals. Sustainability therefore needs to be a core part of how we do business and
closely aligned with strategy and business planning, as well as being integrated into all levels
of decision-making. We encourage you to participate by supporting efforts to incorporate
sustainability across your business.

REPORTING YOUR CONCERNS

We all have a responsibility to report any potential breach of the Code. In case you are aware
of any potential breach, you should consider informing your supervisor, the HR Department
(whether it is on property level or Group level) or MOHG Group Legal. You may also make a
confidential report via the Group’s Speak Up programme, https://secure.deloitte-
halo.com/MOHGSpeakUp. You may also e-mail or call the Speak Up hotline to report an issue,
and these details are on the Speak Up website.

Speak Up is a confidential hotline service run by an independent third party who will ensure
strict confidentiality. You may make a report to Speak Up on an anonymous basis. Reports are
completely confidential and colleagues are not required to reveal their identity unless they
choose to do so.

Speak Up reports are treated seriously and will be investigated where necessary.

Any retaliation against a person reporting a potential breach of the Code in good faith will not
be tolerated.

ADMINISTRATION OF THE CODE

The Code will be administered by MOHG Group Legal in conjunction with Group HR, with
oversight by the Group Counsel.

We all share responsibility to uphold the Code, no matter what our position in the Group may
be. Any failure to comply with the Code and applicable laws may result in disciplinary action,
up to and including termination of employment, and even fines or imprisonment. If any of our
contractors, consultants, suppliers or business partners fail to follow the Code we will consider
an appropriate response, including termination of their relationship with us.