What social regulations in companies in China?

During 2006, the International Social Observatory and Entreprise & Personnel engaged working with a number of companies established in China on “Succeeding in China: which management, human resource management which, for what social issues? “. This work resulted in a symposium held June 14, 2006 attended by various economic, social and academic actors. S & P then published two studies, one in 2006 and one in 2008 on the political, social relationships and managerial practices.

OSI decided to revive this issue to try to see in a more concrete way the springs and the development challenges of social regulation in China and, at first, to examine how the issues affecting working conditions, health and welfare at work are discussed in the companies operating in China.

Why is the issue of working conditions and health?

The issue of working conditions and health is a concern for all the players because it is a decisive component of individual well-being but also the competitiveness of businesses. Moreover, it is a concrete element of social responsibility. All Groups defined on these issues, policies and priorities that engage all their establishments worldwide. These policies define the objectives, processes and reporting are based on the involvement of all the company’s stakeholders: management, managers, workers and their representatives.

The approach we want to engage is, in continuation of our previous work, ask a particular focus on companies that are operating in China for:

  • allow companies to have an exchange on policies they engage on this ground in each group,
  • see how these policies are declined at their facilities in China and what are the reporting tools they are given,
  • take stock of the results achieved and lessons that groups can already draw

The goal we seek is, on the basis of this preliminary work, to develop a discussion paper in October 2011 to organize a conference that would be associated with local representatives of the Groups who participated in this work to consider:

    how close supervision puts effectively implement the objectives and how the employees (directly or through their representatives) are involved,
what are the results and how the cultural realities contribute to adapt and enrich the group’s policies.

The willingness to involve local representatives seems essential to enable the different actors to better integrate cultural realities in the implementation of social responsibility through the territories.


To conduct this work, we consider the following process:

1. We will contact each of the companies wishing to engage in this process, for they present to us their Group policies that affect working conditions, health and well-being at work. Beyond the goals, it will also be to see how they give themselves to drive their policies, reporting tools in place and the nature of the involvement of the chain of command.

2. On the basis of the data collected, OSI will draft a text that will identify the common axes, those who, instead, have a specific character that can be used to enrich the thinking of each participant Groups.

3. We will ask each company to indicate the corresponding enterprises in China with whom we can make contact to start collecting data on how these issues are handled locally and raise awareness about the scope of our initiative .

4. Finally, we will meet the companies that will be incurred to present the document, organize an exchange to take account of comments they make and structure our initiative in Shanghai.


Companies interested in this work can contact the OSI

OSI China seminar with FrCCC and the Chamber of Commerce – 13/07/2016

Sino-European Forum for the development of corporate social responsibility – 29/10/2015

China-Initiative Improving working conditions – 16/08/2010

Shanghai Forum – Education and training throughout life 23/08/2010

China Symposium – Succeeding in China 14/06/2006