Air cargo ground handler Hong Kong Air Cargo Terminals Limited (Hactl) has a reputation for setting standards within its sector, most notably through the building of its ground-breaking, highly-automated SuperTerminal 1 in 1998, and its relentless pursuit of efficiency and excellence through technical innovation. The vast scale of its operations and large volumes of cargo and aircraft handled have set many records down the years.
But alongside such commercial success, Hactl also acknowledges its obligation to minimise its impact on the planet, and set examples that inspire others. “This is a fragile planet, we all owe it to our children to arrest and reverse the environmental damage mankind has done through its collective business activities, and the clock is ticking,” asserted chief executive Wilson Kwong.
This explains Hactl’s obsessive integration of sustainability into every decision and activity it undertakes. The company recently announced the next steps in its sustainability journey, and reaffirmed its holistic commitment with the establishment of its sustainability strategy framework, which now guides all future sustainability policies.
The framework is based on four pillars: governance, planet, people and partners; these in turn encompass eight focus areas that set targets throughout all aspects of Hactl’s business, and guide the behaviour not only of staff, but of its contractors and partners, too.
Hactl’s commitment to sustainability is clearly seen through its increased use of renewable energy and reduction in carbon emissions. The company built a giant solar farm on its terminal roof, and now buys sustainable energy credits that support green power generation. “Transforming a business such as ours—with its unavoidable reliance on heavy machinery and a large ground services fleet—into a model for sustainable development, will never be easy,” continued Kwong. “But the collective challenge of climate change demands a determined response and immediate action.”
Hactl’s long-standing green terminal programme has been highly effective in broadening its decarbonisation and resource optimisation measures, thanks to the enthusiastic support of all staff. Its many achievements to date include 99 percent plastics recycling, 96 percent paper/cardboard recycling, 11 percent reduction in electricity consumption since 2018, and 30 percent reduction in absolute carbon emissions since 2018. The company also uses recycled materials such as discarded wooden pallets to produce its business gifts, and furniture and art installations in its recently refurbished offices—earning it a Platinum rating, the highest level under the coveted BEAM Plus Interiors Version 1.0.
But sustainability is about much more than climate change mitigation; Hactl is also sharply focused on protecting its people from occupational hazards and external health issues such as the pandemic, as well as supporting their physical and mental health, career development and wellbeing. “Hactl’s staff policies are designed to create a safe, inclusive, fair and happy working environment in which all talent is nurtured, and compassion and empathy thrive,” continued Kwong.
Supporting its community is also key to Hactl’s sustainability policies, and mental health is a critical element of the overall approach. The company regularly joins with its parent Jardine Matheson to promote awareness of mental health issues, reinforce its pledge to support staff whenever needed, and raise funds for mental health causes. It also provides employment and financial support for the less fortunate in its community; a recent example was the recycling of unused old staff uniforms into useful bags and cute teddy bears, which provided new skills and employment opportunities for people with disabilities at Hong Kong’s St. James’ Settlement Jockey Club Upcycling Centre. “We will continue to aspire to business excellence, but we will also continue to grow our business with sustainability at the core of our strategy,” Kwong concluded.
Staff training is an essential element of sustaining Hactl’s business and ensuring it continues to provide stable and rewarding employment. In the full employment environment that is Hong Kong, recruiting for airport jobs—often involving shift working, outside work in inclement weather, and long commutes from population areas—becomes ever more challenging. Recognition of this fact lies behind Hactl’s highly-developed training regime, which is designed to attract, nurture and retain staff.
Hactl recruits around 500 staff each year, through its dedicated career website and social media. Around 30 percent are school or university leavers, up to 40 percent come from other airport and logistics related work, and the remainder join from other industries. “Recruitment is definitely becoming more challenging,” confirmed Jason Lee, Hactl’s executive director for human resources. “The aviation industry is facing severe manpower shortages and people have more worries in this industry after COVID. Youngsters tend to look for work-life balance and do not want to work shifts in a 24/7 operation like Hactl.”
Hactl staff can look forward to 23-25 training hours per year, mostly delivered in person at its dedicated training facilities, which occupy an entire floor of its office block. “The centre has 9 training rooms to cater for various needs, adaptable to classroom or group discussion formats as required. A newly-completed ‘knowledge lab’ provides a suitable area for team building activities, brainstorming ideas, and collaboration. Meanwhile, online training—adopted during COVID restrictions—still accounts for approximately 5 percent of teaching. “E-learning through the learning management system (LMS) facilitates study at any time or location,” added Lee.
Hactl training is divided into two major areas: technical training and staff development training. Technical training helps to equip staff with the professional knowledge required in daily operations, covering topics such as dangerous goods, ULDs, special cargo, temperature-controlled cargo and ramp equipment training. Staff development training meanwhile focuses on soft skills, aiding career development, collaboration and exploring staff potential, by covering personal effectiveness, customer services, communications, team building, leadership and coaching, business language and so on.
VR was launched for operational training in 2017, with the first module being an aircraft loading course for B747 freighters. “This was seen as a safer way to train newcomers, away from the fast-paced and potentially hazardous live ramp environment,” continues Lee. A further module for the B777F was launched in 2019, and Hactl continues to explore other potential VR training topics to enhance training safety, efficiency and experience. “Staff are Hactl’s greatest asset,” concluded Lee. “That’s why we continue to invest so heavily in their training and welfare.”
