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Over 80% Optimistic About Overseas Trade, Yet Tariffs and Costs Pose Key Hurdles

HONG KONG SAR – Media OutReach Newswire – 29 May 2026 – To support small and medium-sized enterprises (SMEs) in expanding into international markets, the Hong Kong Productivity Council (HKPC) and DHL Express Hong Kong (DHL) will co-host the “Blueprint for Global Expansion: Market Entry, Logistics & Risk Management” Forum on 12 June.

Amid an increasingly complex and rapidly evolving global supply chain landscape, the forum will delve into market strategies, logistics optimization, and risk management —equipping local businesses with the insights needed to navigate challenges and capture opportunities in global trade. As the first SME-focused forum jointly launched by HKPC and DHL, the initiative marks the beginning of a series of collaborative efforts to share practical expertise and support businesses in strengthening their international presence.

From Data to Strategy: Addressing the Three Key Barriers for SMEs Going Global
According to the latest quarterly “DHL Hong Kong Air Trade Leading Index (DTI)” survey, commissioned by DHL and conducted by HKPC, the primary challenges faced by enterprises expanding overseas are: “Complex tariff and customs clearance procedures” (23%), “High logistics and delivery costs” (20%) and “lack of local sales channels/ business partners” (12%). Despite these hurdles, over 85% of air traders remain neutral or positive about overseas trade prospects. In terms of readiness, 68% of respondents reported moderate confidence, while a further 18% showed high confidence, indicating a pragmatic and risk-aware approach among businesses pursuing global expansion.

In light of these findings, the forum will address the three critical dimensions of market, logistics, and risk management, offering professional guidance and targeted resources to help SMEs formulate immediate and actionable go-global strategies.

Andy Chiang, Senior Vice President and Managing Director, DHL Express Hong Kong and Macau, said, “DHL has long been committed to supporting SMEs in navigating the complexities of international trade. Through our GoTrade programme, we provide practical tools and expertise to help businesses manage cross-border logistics and customs processes more effectively. Our collaboration with HKPC focuses on equipping SMEs with actionable insights and strengthening their operational capabilities for global expansion. We look forward to continuing our partnership to deliver knowledge-sharing and networking opportunities that empower businesses to grow internationally with confidence.”

Three Thematic Sessions: A Comprehensive Global Expansion Blueprint for SMEs
The forum is specifically designed to address the pain points identified in the survey, featuring three expert speakers offering targeted insights:

￮ Professor Roy Liang TAN, Practitioner Professor of Management and Business Strategy at the HKU Business School will provide an in-depth analysis of how to assess target market maturity, avoid common pitfalls, and leverage government funding schemes to optimise financial planning — transforming the go-global vision into a concrete action plan.

￮ Ms Julian Tsoi, Director, Marketing Communications and Direct Sales, DHL Express Hong Kong, will share insights on how businesses can leverage global logistics networks and technology to enhance customs clearance efficiency and improve operational performance, while navigating the complexities of cross-border logistics and addressing common challenges in international expansion.

￮ Mr Kenneth POON, Assistant General Manager – Business Division at the Hong Kong Export Credit Insurance Corporation, will analyse export trade risks across different stages in emerging markets and guide enterprises on using credit insurance tools to guard against bad debts and strengthen financing capabilities.

Beyond expert presentations, the forum will feature interactive networking and Q&A sessions, allowing participants to exchange practical experiences directly with speakers and fellow SMEs, and explore business growth opportunities together.

Registration is now open. Seats are limited, first come first served!

“Blueprint for Global Expansion: Market Entry, Logistics & Risk Management” Forum

Date: 12 June 2026 (Friday)
Time: 3:00 PM – 5:00 PM
Venue: LG1, Future Manufacturing Hall, HKPC Building, 78 Tat Chee Avenue, Kowloon
Language: Cantonese and Putonghua
Registration Link: https://campaigns.hkpc.org/zh-hk/rsvp-blueprint-for-global-expansion

Hashtag: #HKPC

The issuer is solely responsible for the content of this announcement.

About Hong Kong Productivity Council

The Hong Kong Productivity Council (HKPC) is a statutory body established in 1967, dedicated to enhancing the productivity and competitiveness of Hong Kong enterprises through world-class applied R&D, innovative technology services, and integrated manufacturing solutions. As a market-oriented, international R&D organisation, HKPC leverages its deep expertise and extensive industry experience in key areas such as AI, advanced manufacturing, life and health technology, green technology and new energy to drive new industrialisation and support the growth of emerging and future industries.

HKPC focuses on addressing businesses challenges and industrial technology needs, promoting the full integration between technological and industrial innovation. Through technology transfer, product innovation, intellectual property protection and commercialisation of R&D outcomes, the Council fosters collaboration with the local business community as well as top global R&D institutions, delivering added value to industries and advancing the development of new productive forces. HKPC’s world-class R&D achievements have been widely recognised over the years, winning an array of local and overseas accolades, reinforcing Hong Kong’s role as an international innovation and technology centre and a smart city.

To help enterprises capitalise on Hong Kong’s strengths in international connectivity to expand into global markets, HKPC offers comprehensive overseas expansion services tailored to critical areas including product development, technology, manufacturing, and management, enabling businesses to successfully go global from Hong Kong.

HKPC is also committed to providing timely and practical support to SMEs and startups with timely and practical , assisting them in accessing Government funding programmes. Through its FutureSkills training initiatives, HKPC helps both industry and academia stay ahead in latest digital and STEM technologies, nurturing a future-ready talent pool for Hong Kong.

For more information, please visit HKPC’s website: www.hkpc.org/en.

DHL – The logistics company for the world

DHL is the leading global brand in the logistics industry. Our DHL divisions offer an unrivalled portfolio of logistics services ranging from national and international parcel delivery, e-commerce shipping and fulfillment solutions, international express, road, air and ocean transport to industrial supply chain management. With approximately 389,000 employees in more than 220 countries and territories worldwide, DHL connects people and businesses securely and reliably, enabling global sustainable trade flows. With specialized solutions for growth markets and industries including technology, life sciences and healthcare, engineering, manufacturing & energy, auto-mobility and retail, DHL is decisively positioned as “The logistics company for the world”.

DHL is part of DHL Group. The Group generated revenues of approximately 82.9 billion euros in 2025. With sustainable business practices and a commitment to society and the environment, the Group makes a positive contribution to the world. DHL Group aims to achieve net-zero emissions logistics by 2050.

The logistics company for the world.

Robert Walters Taiwan’s 15th anniversary report Reveals Structural Shift in the Local Talent Market

• Taiwan’s talent market has officially shifted from an employer-driven to a candidate-driven market, with critical skills increasingly replacing tenure and job titles as the core measure of talent value.
• AI adoption and global supply chain restructuring are accelerating salary polarisation. Professionals in semiconductors and high-tech industries are seeing salary increases of 15–20% when changing jobs, while those with AI, HPC and cross-border supply chain expertise can command increases of up to 30%.
• Career priorities are evolving beyond compensation. 54% of professionals cite learning and development opportunities as a key reason for staying with their current employer.
• By 2030, Gen Z is expected to account for 30–33% of Taiwan’s workforce, making flexibility, work-life balance and transparent workplace culture critical factors in talent attraction and retention.

TAIPEI, TAIWAN – Media OutReach Newswire – 29 May 2026 – Taiwan’s talent market has gradually shifted from an employer-driven to a candidate-driven market through globalisation, digital transformation and pandemic-driven disruption. Meanwhile, the rapid advancement of technology and AI is not only accelerating demand for critical skills, but also reshaping industry structures and redefining the rules of talent competition.

Robert Walters, the world’s most trusted talent solutions business, said in its latest 15th anniversary report, Taiwan’s Talent Market: The New Rules of Competition, that “critical skills” are increasingly replacing tenure and job titles as the primary indicators of talent value and compensation. Particularly as Taiwan’s semiconductor industry strengthens its strategic position within the global technology supply chain, professionals with in-demand capabilities are seeing salary growth significantly outpace the broader market, making salary polarisation an increasingly structural feature of Taiwan’s labour market.

As competition for high-skilled talent intensifies, candidates are placing greater emphasis not only on compensation, but also on Career Value Proposition (CVP), including career development, workplace flexibility and management culture. The report also highlights the rise of a candidate-driven market, where professionals are becoming increasingly selective about what they expect from employers.

In today’s market, growing uncertainty and increasing business complexity are shifting competition away from workforce scale towards the ability to secure critical capabilities and high-value talent. John Winter, Country Manager of Robert Walters Taiwan, noted: “Since entering the Taiwan market in 2011, we have seen talent strategy evolve into a core business strategy. Organisations that can identify critical capabilities early, integrate talent effectively and continuously strengthen organisational resilience will be best positioned for long-term success.”

Global Supply Chain Restructuring Accelerates the Shift Towards a Skills-Based Talent Market and Salary Polarisation

Amid geopolitical uncertainty and ongoing global supply chain restructuring, organisations are increasingly reshaping their structures and global workforce strategies to strengthen resilience and competitiveness. As a result, hiring priorities are shifting away from narrow technical expertise towards cross-functional integration, strategic thinking and problem-solving capabilities. At the same time, talent assessment is moving beyond tenure and job titles, with greater emphasis placed on practical capability, skill scarcity and immediate business impact.

Rapid AI adoption is further accelerating demand for critical skills, driving increasingly concentrated salary growth across the market.

In semiconductor and high-tech industries, professionals changing jobs may see salary increases of 15–20%, while talent with expertise in AI, High-Performance Computing (HPC), Edge Computing and cross-border supply chain management may achieve salary growth of up to 30% reinforcing the growing shift towards a labour market increasingly defined by “skills value”. In contrast, salary growth among execution-focused roles has remained relatively moderate. According to Taiwan’s Directorate-General of Budget, Accounting and Statistics (DGBAS), nearly 70% of employees in 2025 earned below the average salary level — the highest proportion on record — highlighting widening salary polarisation across the labour market.

Candidate-Driven Market Takes Shape:

Career Value Proposition Emerges Alongside Salary as a Key Driver of Employer Attractiveness

The rise of in-demand skills is accelerating Taiwan’s shift towards a candidate-driven labour market, with professionals becoming increasingly selective about what they expect from employers. According to Robert Walters Taiwan’s 15th Anniversary Report, candidates are moving beyond a compensation-led mindset and placing greater emphasis on Career Value Proposition (CVP), including career growth, workplace flexibility and management culture.

As AI adoption and industry transformation continue to reshape the workforce, professionals are placing greater importance on long-term career development and employability. Robert Walters Taiwan’s research found that 54% of professionals view continuous learning and development opportunities as a key reason for staying with their current employer.

Expectations around workplace culture and working models are also evolving. The report shows that beyond salary and benefits (75%), professionals increasingly prioritise flexible working arrangements (36%) and an open, effective management culture (32%) when evaluating employers. Meanwhile, Taiwan’s National Development Council projects that Gen Z will account for approximately 30–33% of the labour force by 2030. As the influence of this generation continues to grow, priorities such as work-life balance, workplace flexibility and transparent organisational culture are becoming defining factors in employer attractiveness.

Reflecting on the findings, John Winter noted: “The rise of a candidate-driven market reflects a broader shift in how professionals evaluate employers. Beyond compensation, talent is increasingly prioritising long-term growth, flexibility and organisational culture. Companies that can provide meaningful career development and adaptability will be better positioned to attract and retain top talent.”

Five Strategies Reshaping Talent Competition:

Building Organisational Resilience Through Critical Capabilities and Skills Value

As geopolitical uncertainty, global supply chain restructuring and rapid AI adoption continue to reshape business environments, organisations are increasingly competing on critical capabilities and organisational resilience rather than scale alone. In this context, talent strategy is no longer a back-office HR function, but a core driver of transformation, competitiveness and long-term business sustainability.

Robert Walters Taiwan’s report identifies five key strategies organisations should focus on to remain competitive in a rapidly evolving market:

1. Shift from workforce expansion to critical capability planning
Hiring success will increasingly depend on the ability to identify and secure high-value talent with in-demand, business-critical skills.

2. Build compensation strategies around skills value
As skills replace tenure as the key measure of talent value, organisations must redesign salary structures and talent evaluation frameworks to remain competitive.

3. Strengthen long-term learning and capability development
AI-driven transformation will require organisations to proactively build reskilling and upskilling cultures to reduce future capability gaps.

4. Redesign workplaces around flexibility and employee experience
Beyond compensation, organisations must strengthen career development, flexibility and workplace culture to attract and retain high-performing talent.

5. Elevate talent strategy to a core business priority
Future talent competition will increasingly shape organisational agility, transformation capability and long-term competitiveness.

Reflecting on the evolving talent landscape, John Winter said: “In the past, talent strategies were largely designed to address immediate hiring needs. Today, the nature of talent strategy has fundamentally changed. Organisations must shift from asking ‘Who do we need now?’ to ‘What capabilities will we need in the future?’ The businesses that can continuously build adaptable talent and resilient organisations will be the ones best positioned for long-term success.”

-END-

About Taiwan’s Talent Market: The New Rules of Competition

Published as Robert Walters Taiwan’s 15th anniversary report, Taiwan’s Talent Market: The New Rules of Competition explores how globalisation, digital transformation, the pandemic, AI adoption and geopolitical uncertainty have structurally reshaped Taiwan’s labour market over the past 15 years.

The report combines Robert Walters Taiwan’s long-term market observations, talent insights and findings from the Salary Survey 2026, covering key sectors including semiconductors, high technology, manufacturing, digital transformation and cross-border operations. It also examines the major workforce trends redefining talent competition, salary structures and employer attractiveness in Taiwan’s evolving labour market.

To access the full report, please visit: https://reurl.cc/9W97bn

Hashtag: #RobertWalters

The issuer is solely responsible for the content of this announcement.

About Robert Walters

Robert Walters is the world’s most trusted talent solutions business. Across the globe, we deliver recruitment, recruitment process outsourcing and advisory services for businesses of all shapes and sizes, opening doors for people with diverse skills, ambitions, and backgrounds. We help organisations find the skills and solutions to reach their goals and assist talented professionals to power their unique potential.

The Taipei office specialises in placing candidates in the following specialities: accounting & finance, electronics & industrial, healthcare, human resources, IT & digital transformation, marketing, manufacturing, sales, semiconductors, software, supply chain, logistics & procurement.

Hong Kong’s cross-boundary wealth rose 10.7% in 2025 to US$2.9 trillion, driven by Chinese Mainland flows and a vigorous stock market that delivered significant IPO (initial public offering) activity and strong gains in benchmark-heavy internet platforms, according to the report. It also projected that, from 2025 to 2030 the cross-boundary wealth managed by Hong Kong will grow by 9% on average annually and maintain first place globally, fully affirming Hong Kong’s position as a world-leading cross-boundary wealth management centre.

Paul Chan, Financial Secretary of the Hong Kong Special Administrative Region Government (HKSARG), highlighted that China’s National 15th Five-Year Plan clearly supports Hong Kong in strengthening its functions as an international asset and wealth management centre, which is also a key component of Hong Kong’s ‘Finance +’ development strategy.

“Over the past few years, the Government has worked closely with the financial sector to continuously improve the financial infrastructure and ecosystem, expand the range of investment products and risk management tools, and deepen the connectivity with capital markets around the world.

“Leveraging the advantages of ‘one country, two systems’, complemented by free, open, transparent, and predictable economic policies as well as a stable and secure investment environment, and cross-market connectivity, Hong Kong is attracting more and more ultra-high-net-worth individuals and family offices to establish a presence and invest in the city,” Mr Chan said.

Christopher Hui, Secretary for Financial Services and the Treasury of the HKSARG, noted that the Government had issued the Policy Statement on Developing Family Office Businesses in Hong Kong in March 2023 and has since implemented various measures to encourage family offices to operate in Hong Kong. Such initiatives, he said, include providing profits tax concession to family-owned investment holding vehicles managed by eligible single family offices and introducing the New Capital Investment Entrant Scheme.

“The Government will introduce legislative proposals into the Legislative Council next month (June 2026) to further enhance the preferential tax regimes for funds, single family offices and carried interest, so as to further enhance the competitiveness of the tax regimes, and attract more funds and family offices to set up and operate in Hong Kong,” Mr Hui said.

According to a study commissioned by Invest Hong Kong and published in February 2026, there were over 3,380 single family offices operating in Hong Kong as of end-2025, representing an increase of more than 25%, over the past two years.

Hashtag: #HongKong #BrandHongKong #Global #Wealth #Management #Top

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The issuer is solely responsible for the content of this announcement.

Highlights of FY25/26 Results

HONG KONG SAR – Media OutReach Newswire – 28 May 2026 – Johnson Electric Holdings Limited (“Johnson Electric”), a global leader in electric motors and motion subsystems, today announced its results for the twelve months ended 31 March 2026.

Group sales for the 2025/26 financial year were US$3,650 million, an increase of 0.1% compared to the prior year. Net profit attributable to shareholders decreased by 23% to US$202 million or 21.59 US cents per share on a fully diluted basis. Adjusted net profit, excluding the effects of non-cash foreign exchange rate movements, the impairment of intangible assets, restructuring charges, and adverse fair value movements in investments, declined by 13% to US$234 million.

Sales Performance

The Automotive Products Group (“APG”) achieved sales of US$3,054 million, which amounted to 84% of total Group sales. Excluding currency effects, APG’s sales decreased by 3%.

Global automotive industry production volumes increased slightly over the prior year, but growth remains lacklustre in most markets due to affordability concerns and the challenges faced by OEMs and suppliers in adjusting to geopolitical uncertainty, tariff pressures, and the shifting economics of battery electric vehicles that continue to be shaped by the level of government subsidies available to consumers.

APG’s sales are divided broadly equally across the three major geographic regions of demand, but performance over the past year reflected distinct variations in local market conditions, as well as APG’s own mix of OEM customers and the timing of new program launches.

In Asia, the division’s sales declined by 7% on a constant currency basis primarily due to the ongoing erosion in market share held by Sino-foreign joint venture OEM customers in China. APG has continued to win significant new business awards from Chinese domestic OEMs and their suppliers, which now account for the majority of its sales in China. However, the division’s historically large share among joint venture customers has acted as a drag on its recent sales performance that is taking time to reverse. The domestic passenger vehicle market in China itself experienced a sharp slowdown in sales in the first quarter of 2026 due to the phasing out of trade-in subsidies designed to encourage the purchase of electric vehicles.

APG’s sales to the Americas increased by 1% on a constant currency basis in a market that saw total light vehicle production volumes broadly flat. The predominant factor constraining new car sales in North America is cost of living concerns, with many low to middle income car buyers struggling to afford new vehicles that, on average, have increased in price by over 30% since 2020.

In Europe, APG’s sales decreased by 2% on a constant currency basis. The European auto market continues to experience sluggish consumer demand at the same time that OEMs are hampered by excess production capacity and the impact of shifting emissions regulations on their product model line-ups.

APG’s strategy in the context of the varied and unpredictable operating environment for component suppliers is, firstly, to focus on bringing to market innovative motion technologies that enable electrification, reduce emissions, and enhance passenger safety and comfort. Secondly, APG aims to offer its diverse base of customers an unrivalled total cost and value proposition that combines speed, scale, and reliability of production with an adaptable global operating footprint.

The Industry Products Group (“IPG”) achieved sales of US$596 million – an increase of 2% compared to the prior year on a constant currency basis. After three successive years of declining sales, this marks an important return to growth for the division. In more commoditized product application segments, new business development has been redirected towards the rapidly growing base of Chinese manufacturers who are capturing an increasing share of the global market for consumer and commercial hardware goods – particularly for low-priced, entry-level products. In parallel, IPG is focused on supplying motion subsystem solutions to more specialized, higher-growth segments, including humanoid robotics, warehouse automation, medical devices, semiconductor manufacturing equipment, and liquid cooling applications.

Gross Margins and Operating Profitability

The Group’s gross profit of US$840 million, or 23.0% of sales, was essentially flat compared to the prior financial year. Slight increases in production staff costs, depreciation, and raw materials were offset by savings in other production overheads and direct labour.

Reported earnings before interest, tax and amortization (“EBITA”) amounted to US$258 million, a decrease of 22% compared to US$331 million achieved in the prior year. The decline was due to a combination of factors, including higher selling and administrative staff costs and other provisions, an impairment of intangible assets arising from a past acquisition, and reduced other income due to an adverse net change in the fair value of certain investments.

Net Profit and Financial Condition

Net profit attributable to shareholders decreased by 23% to US$202 million or 21.59 US cents per share on a fully diluted basis. Adjusted net profit, excluding the effects of non-cash foreign exchange rate movements, the impairment of intangible assets, restructuring charges, and adverse fair value movements in investments, amounted to US$234 million compared to US$268 million in the prior year.

The Group’s overall financial condition remains robust with a total debt to capital ratio of 10%, an interest coverage ratio of 22 times, and year-end cash reserves of US$902 million.

Dividends

The Board considers it appropriate to recommend maintaining the final dividend of 44 HK cents (5.64 US cents) per share, which together with the interim dividend of 17 HK cents per share, represents a total dividend of 61 HK cents (7.82 US cents) per share.

Chairman’s Comments on the Annual Results and Outlook

Commenting on the annual results for the financial year 2025/26, Dr. Patrick Wang, Chairman and Chief Executive, said, “Operating conditions for global manufacturing businesses during the financial year 2025/26 remained challenging, with end-market demand in most regions subdued and geopolitical events and uncertainties placing upward pressure on input costs.”

Dr. Patrick Wang further commented: “In the face of these headwinds, Johnson Electric maintained its long-standing resilience with sales and gross profit margins both holding up comparatively well. The bottom-line result, however, was negatively impacted by the effects of higher overhead expenses on a flat sales base, adverse net changes in the fair value of investments, and a non-cash intangible assets impairment charge.”

Concerning the near-term financial outlook, Dr. Patrick Wang said: “The global economy demonstrated resilience over the past year, despite the protracted conflict between Russia and Ukraine and the geopolitical shock of tariffs being imposed on US imports of goods from almost all countries. Looking ahead, the unstable and unpredictable conditions for trade and global manufacturing have been made even more precarious by the outbreak of war in the Middle East.”

“Johnson Electric has a long-standing track record in successfully navigating volatile global markets. In the near term, with geopolitical and macro-economic dynamics impossible to forecast with precision, management remains focused on cost control, managing the effects of inflation, and maintaining a prudent financial risk profile.”

“In parallel, however, we are also committed to invest in adapting and scaling our business model to meet strong underlying demand for our motion subsystem solutions in several high-growth end-markets and new product applications. Included among these are: thermal management systems for electric and hybrid vehicles that depend on a combination of water pumps, valves and actuators to support optimal vehicle cabin temperature, extend electric vehicle driving range, and contribute to longer battery life; solid oxide fuel cell power generation systems that are becoming established as an important source of low-emission, on-site electricity supply to AI data centres; and AI-enabled humanoid robots, which are widely viewed as one of the most significant industrial and commercial opportunities over the next ten to twenty years.”

Forward Looking Statements

This news release contains certain forward looking statements with respect to the financial condition, results of operations and business of Johnson Electric and certain plans and objectives of the management of Johnson Electric.

Words such as “outlook”, “expects”, “anticipates”, “intends”, “plans”, “believe”, “estimates”, “projects”, variations of such words and similar expressions are intended to identify such forward looking statements. Such forward looking statements involve known and unknown risk, uncertainties and other factors which may cause the actual results or performance of Johnson Electric to be materially different from any future results or performance expressed or implied by such forward looking statements. Such forward looking statements are based on numerous assumptions regarding Johnson Electric’s present and future business strategies and the political and economic environment in which Johnson Electric will operate in the future.

Note to Editors and Securities Analysts: The full text of the Annual Results announcement, includingfinancial statements, is available through the Investors section of company’s website at www.johnsonelectric.com
Hashtag: #JohnsonElectric

The issuer is solely responsible for the content of this announcement.

About Johnson Electric Group

At Johnson Electric, our vision is to be the world’s definitive provider of innovation and reliable motion systems.

We are a global leader in electric motors, actuators, motion subsystems and related electro-mechanical components, serving a broad range of industries including Automotive, Liquid Cooling, Robotic Joints, Smart Metering, Business Equipment, Ventilation, Home Automation, Large Appliances, Power Tools, Medical Devices and Lawn & Garden Equipment. The Group is headquartered in Hong Kong and employes over 30,000 individuals in more than 20 countries worldwide. We are listed on The Stock Exchange of Hong Kong Limited ( Stock no. 179). For further information, please visit: www.johnsonelectric.com.

“Building on AECOM’s long-standing contribution to Hong Kong’s airport development and our partnership with AAHK since the 1990s, we helped deliver a world-class terminal that enhances connectivity and strengthens resilience, setting new benchmarks for aviation in a changing world,” said Dr. Johnny Cheuk, AECOM’s Hong Kong executive leader.

AECOM’s multi-disciplinary team brought together expertise in mega project management, engineering and passenger terminal design to deliver innovative, buildable solutions through phased construction, minimizing disruption within a live airport environment. A signature feature of T2 is its 63,000 m² ‘Feather Roof,’ supported by tree-like columns, combining architectural expression with operational performance. Leveraging multiple digital solutions such as BIM and Tekla, alongside phased modular construction significantly enhanced the precision, safety and delivery efficiency of this iconic roof structure.

Supporting HKIA’s pledge to become the world’s greenest airport, sustainability is embedded throughout the project. Key measures include implementing a high-performance façade that enhances thermal efficiency, natural daylighting and acoustic comfort. AECOM also helped define embodied carbon quantification standards at the outset of this project more than a decade ago. These are complemented by energy-efficient building services that reduce overall energy consumption, contributing to the award of BEAM Plus Provisional Platinum rating — the highest qualification level recognized by the Hong Kong Green Building Council (HKGBC).

Hashtag: #AECOM #Aviation #Terminal2

https://aecom.com

The issuer is solely responsible for the content of this announcement.

About AECOM

AECOM is the global infrastructure leader, committed to delivering a better world. As a trusted professional services firm powered by deep technical abilities, we solve our clients’ complex challenges in water, environment, energy, transportation and buildings. Our teams partner with public- and private-sector clients to create innovative, sustainable and resilient solutions throughout the project lifecycle – from advisory, planning, design and engineering to program and construction management. AECOM is a Fortune 500 firm that had revenue of US$16.1 billion in fiscal year 2025. Learn more at aecom.com.

Over the two-year period from 2023 to 2025, cumulative growth reached approximately 5.9-fold in number loans issuedand 8.7-fold in disbursement value. Skyro’s loan portfolio includes POS (point-of-sale) installment loans, cash loans, and сredit lines.

Skyro co-founder, Nasim Aliev:

“We are proud to deliver multiple-fold growth in our loan portfolio, significantly outpacing the overall expansion of consumer lending in the Philippines. Since launching in 2022, Skyro has focused on offering a simple, convenient and mobile-first solution at the point of sale, building a business that is clearly in strong demand. Our core mission is to empower people by providing accessible financing. The priority remains delivering innovative, AI-powered digital finance tools that enhance the customer experience.”

Skyro co-founder, Arsen Liametov:

“We’ve been tripling our revenue every year since 2022. Our success in unsecured lending in the Philippines provides a strong foundation for expansion into additional fintech products and new jurisdictions across developing markets. Backed by Skyro’s multinational team of over 600 fintech professionals with experience across more than 20 markets, we bring a broad perspective that strengthens our ability to scale our business model internationally.”

Over the past year, Skyro’s customer base doubled and remains on a strong upward growth trajectory. At the same time, its loan portfolio was significantly de-risked, primarily dueto Skyro’s AI-driven scoring system. The number of registered users on the Skyro platform reached 6.3 million at the end of 2025. The average loan size grew by nearly 30% year-on-year, driven by a shift toward larger-ticket products.

Skyro’s merchant partner network expanded significantly in 2025, with particularly strong growth in the online channel. The number of online partners grew by 405%, reflecting an active push into e-commerce POS lending. The offline network added 631 new merchant locations, growing by 50%. By the end of 2025, Skyro had partnered with more than 2,000 merchants, including those operating nearly 9,000 brick-and-mortar stores.

Hashtag: #Skyro

The issuer is solely responsible for the content of this announcement.

About SKYRO

Skyro is a high-growth, digital-first fintech group delivering scalable, responsible financial access across high-potential emerging markets. Powered by proprietary data science, AI-driven credit decisioning, and alternative-data scoring, the company combines a mobile-native experience with modular fintech architecture to serve underserved client segments at scale.

In just three years, Skyro has grown to serve over one million active customers in the Philippines, underpinned by a robust credit portfolio exceeding $200 million. The company’s strategic ambition is to establish itself as the preeminent full-spectrum financial services group across dozens of emerging markets worldwide.

Another significant step towards the success of ICVAX®

HONG KONG SAR – Media OutReach Newswire – 27 May 2026 – Immuno Cure Group (“Immuno Cure“), headquartered at Hong Kong Science Park, is pleased to announce the inauguration of the research facility for its HIV therapeutic DNA vaccine (“ICVAX^®“) at the Center of International Innovation for Technology and Science (“CIITS”) located in Hetao, Shenzhen. The facility aims for the development and application of key technologies for the clinical research and commercialization of Immuno Cure’s ICVAX^®. ICVAX^® is developed by Immuno Cure with the aim of achieving antiretroviral therapy (“ART“)-free functional cure for HIV infection. This project is carried out in collaboration with Prof. Zhiwei CHEN, the Founding Director of the AIDS Institute of Li Ka Shing Faculty of Medicine, the University of Hong Kong (“HKU AIDS Institute“), and Prof. Hongzhou LU, President of the Third People’s Hospital of Shenzhen, in the capacity as advisors.

CIITS is a national-level achievement transformation platform co-built by Guangdong Province, Shenzhen Municipality, and Tsinghua University, and is located at the Hetao Shenzhen-Hong Kong Science and Technology Innovation Co-operation Zone (“Hetao Co-operation Zone“). It is committed to building a world’s leading major technological innovation and industrialization platform with a global perspective. It focuses on key tracks including biomedicine, high-performance materials, and artificial intelligence (AI). It aims to aggregate global innovation resources, connect with leading enterprises, and conduct organized scientific research and achievement transformation to address national major strategic needs.

Since AIDS was first identified in 1981, 40.8 million people have died from HIV infection, with over 44.1 million people living with HIV globally. While antiretroviral therapy can effectively control HIV replication, it cannot cure the disease, highlighting the critical need for immunotherapies. Designed to enhance the host’s immune response, immunotherapies aim to achieve sustained viral control without lifelong ART, ultimately leading to complete viral suppression and functional cure. Immuno Cure’s proprietary innovative HIV therapeutic DNA vaccine, ICVAX^®, induces broad-spectrum, polyfunctional virus-specific T cells to achieve the ultimate goal of ART-free functional cure of HIV infection.

Immuno Cure completed the first-in-human Phase I clinical trial of ICVAX^® in November 2024, demonstrating excellent safety and promising immunogenicity. Two multi-center Phase II clinical trials—randomized, double-blind, and placebo-controlled—are scheduled to launch in Q2-2026 to evaluate the vaccine’s mechanism of action and efficacy. The trials will be conducted at Prince of Wales Hospital in Hong Kong, as well as eight top-tier hospitals in China, including the Shenzhen Third People’s Hospital, Beijing Ditan Hospital Affiliated to Capital Medical University, Beijing Youan Hospital affiliated to Capital Medical University, the Eighth People’s Hospital of Guangzhou, the Second People’s Hospital of Tianjin, the Sixth People’s Hospital of Zhengzhou, Chengdu Public Health Clinical Medical Center, and Chongqing Public Health Medical Center.

Notably, standardized testing systems for evaluating immunological and virological indicators are crucial for HIV vaccine clinical trials. However, the lack of domestic standard operating procedures (SOPs) for infectious samples in clinical trials hinders the clinical development and regulatory approval of novel infectious disease therapies like ICVAX^®. The mission of this research facility at CIITS is to establish an internationally aligned standardized clinical testing system for T-cell immunogenicity and viral reservoirs, as well as identify core biomarkers associated with vaccine efficacy — filling a domestic technical gap. Immuno Cure will offer the ICVAX^® Phase II clinical trial to facilitate the development of this standardized precision testing method for clinical sample analysis.

Dr. Xia JIN, CEO of Immuno Cure, stated, “I am delighted to be appointed to lead this key project of CIITS. I would also like to thank CIITS for the fully fitted modern laboratory space and the RMB10.0m funding support for this 2-year initial phase. My whole scientific team is committed to contributing diligently to the success of this project. I have no doubt that the development of a standardised testing regime would not only enhance the quality of our clinical trials for ICVAX^® but would also eventually be adopted as industry and national standards for the clinical translation of medicine for HIV/AIDS and other infectious diseases.

Renchen LIU, Executive Deputy Dean of Research Institute of Tsinghua University in Shenzhen and Director of CIITS, stated, “Warmest congratulations on the inauguration of the research facility for ICVAX^® at the CIITS. In the future, CIITS will continue to leverage its platform resources to implement full-chain incubation services. Project managers will provide service support throughout the entire project period, ensuring the smooth progress of the project through resource integration, talent recruitment and development, clinical collaboration, and achievement transformation. These efforts will safeguard the steady progress of the project.”

As the project advances, Immuno Cure’s ICVAX^® is positioned to become the world’s first therapeutic DNA vaccine to deliver an ART-free functional cure for HIV infection, bringing new hope to people currently living with HIV. In parallel, the standardized testing platform and collaborative innovation model developed through this effort will provide a scalable, replicable blueprint for R&D of novel therapies targeting other major infectious diseases. Together, these outcomes will strengthen the global competitiveness of biomedicine development in GBA and contribute to the development of national biosecurity capabilities and a more resilient public health system.

Hashtag: #ImmunoCure

https://immunocure.hk
https://www.linkedin.com/company/immuno-cure

The issuer is solely responsible for the content of this announcement.

About the Center of International Innovation for Technology and Science (“CIITS”)

Center of International Innovation for Technology and Science (CIITS), as the international headquarter of the Greater Bay Area National Center of Technology Innovation (GBA NCTI), is operated by Research Institute of Tsinghua University in Shenzhen (RITS). CIITS actively promotes the commercialization of technology and scientific advances with overseas and domestic innovation institutions and teams, as well as industry partners, focusing on areas such as biomedicine, advanced materials and artificial intelligence.

To learn more about CIITS, please follow the WeChat official account: gh_425f503135d5

About Immuno Cure

Immuno Cure is a clinical-stage biotechnology group headquartered at Hong Kong Science Park. Immuno Cure is committed to the R&D of innovative DNA vaccines and antibody immunotherapies for infectious diseases, inflammations, and cancers. Immuno Cure possesses two technologies: the “PD-1 Enhanced DNA Vaccine Platform” and the “Anti-Δ42PD1 Antibody”.

To learn more about Immuno Cure, please visit: www.immunocure.hk

The arrangement makes BlockShoals the approved local intermediary under the SEC’s StratBox framework, while Binance supplies technology, security systems, operational support and compliance expertise developed across regulated markets. The sandbox phase is expected to begin in the second half of 2026 and run for at least two years, giving regulators direct oversight of product testing before any wider rollout to users.

The move marks a notable shift in Binance’s strategy in the Philippines. Rather than seeking to restore access through an offshore model, the exchange is now pursuing market participation through a domestic company operating under SEC supervision. BlockShoals, a Philippine-incorporated fintech firm, secured approval under the crypto asset intermediary framework after a multi-year process involving regulatory conditions, compliance checks and investor-protection requirements.

Binance’s online presence in the Philippines was blocked in 2024 after the SEC said the platform had offered investment and trading services without the necessary licence. The regulator had warned the public about the exchange in November 2023, then moved to restrict website access through telecommunications authorities the following year. The action became one of the clearest signals that Manila intended to bring offshore digital-asset platforms under local rules.

That enforcement drive has since widened. The SEC’s crypto-asset service provider rules, issued in 2025, require firms serving Philippine users to register, maintain sufficient capital, observe marketing standards, and meet operational and reporting obligations. The framework is intended to protect retail investors while allowing controlled innovation in a market where crypto use remains high by regional and global standards.

The Philippines ranked ninth in the 2025 global crypto adoption index, reflecting strong activity across retail centralised services and digital-asset platforms. Usage has been driven by a young, mobile-first population, remittance demand, online work, gaming-linked crypto activity and a broad appetite for alternative financial products. That adoption has also heightened regulatory concern over fraud, weak disclosures, market volatility and the risks of foreign platforms serving users without domestic accountability.

Seker, Binance’s head of Asia-Pacific, described the Philippines as one of Southeast Asia’s most dynamic digital economies, saying frameworks such as StratBox create a channel for regulators and industry participants to work together while maintaining user protection and market integrity. The company has presented the BlockShoals partnership as part of a compliance-first approach rather than a conventional market relaunch.

BlockShoals has framed its role around local accountability. A company representative said the partnership was an opportunity to show that global digital-asset platforms and domestic regulatory frameworks could operate constructively together, adding that the firm would work under direct SEC supervision while building a secure platform for users.

The sandbox structure gives the SEC room to monitor how products are configured, how customer onboarding is handled, how risks are disclosed, and how safeguards such as know-your-customer checks, anti-money-laundering controls and transaction monitoring are applied. It also gives Binance a pathway to rebuild trust after a period in which its Philippine operations were defined by access restrictions and licensing concerns.

The Philippine approach mirrors a broader shift across Asia, where regulators are moving away from informal tolerance of offshore crypto activity and towards domestic licensing regimes. Singapore, Hong Kong, Thailand, Indonesia and Japan have tightened rules for exchanges, stablecoin activity, custody, marketing and investor suitability. The result is a more fragmented operating environment for global platforms, with access increasingly dependent on local registration, capital commitments and regulator-facing governance.

For Binance, the Philippine partnership carries strategic value beyond one market. The exchange has spent the past several years seeking to repair relations with regulators after facing scrutiny in multiple jurisdictions. A successful sandbox test in Manila would support its argument that global crypto platforms can adapt to local rules through partnerships, product controls and supervised deployment.

48% of job seekers now expect upfront salary disclosure before applying

HONG KONG SAR – Media OutReach Newswire – 27 May 2026 – As the European Union prepares to transpose the EU Pay Transparency Directive into law by June 2026, employers will soon be required not only to disclose pay scales but to provide unprecedented clarity on how pay decisions are made.

This movement is not confined to Europe. Across the US, UK, Canada, Brazil, Australia, and Japan, a combination of strict regulation and rising employee expectations is pushing organisations toward a new standard of openness.

According to the latest Pay Transparency E-guide from the world’s most trusted talent solutions company Robert Walters, 48% of job seekers say they only apply for roles where salary ranges are disclosed upfront, which reflects salary transparency is no longer a ‘nice-to-have’ but prerequisite for even engaging in the hiring process.

In Hong Kong, where salary disclosure has traditionally remained limited and highly individualised, these global developments are beginning to prompt new conversations around how pay is determined and benchmarked in the hiring process.

Growing public debate over current hiring practice to benchmark offers in Hong Kong

The common practice of requesting candidates’ current or previous salary is beginning to attract more discussion in Hong Kong. While employers have traditionally used this information to benchmark offers, some professionals question whether it places too much emphasis on past earnings rather than the value of the role or prevailing market rates.

“Candidates are increasingly asking how compensation is determined, not just what is being offered,” said John Mullally, managing director at Robert Walters Hong Kong. “Where decisions appear to be anchored to previous salary rather than the scope of the role, it can shape perceptions of fairness during the hiring process.”

At the same time, candidates are also paying closer attention to the amount of personal information requested during recruitment, reflecting broader expectations for transparency and consistency.

Wage secrecy culture under reassessment as Gen Z shows greater openness toward salary disclosure

Traditionally, salary has been a deeply private matter in Hong Kong, often viewed as a “confined personal message” that is rarely shared even with family members, which can make it difficult for employees to understand how pay decisions are made or how they compare with peers in similar roles.

However, data from the Robert Walters Salary Survey suggests that Gen Z is beginning to dismantle these long-standing cultural roots.

While only 5.5% of Hong Kong professionals overall are comfortable discussing their compensation with colleagues, that openness jumps to 24% among Gen Z. This stands in stark contrast to the 4% of Millennials and 2% of Gen X who are willing to share such information. This shift indicates that as the younger workforce grows, the cultural resistance to pay transparency is starting to fade.

“For Gen Z, transparency is a marker of fairness, equity, and social responsibility,” says John Mullally. “Candidates today have more access to market information and are making more informed decisions. Greater transparency can help build trust earlier in the process and support more constructive conversations around expectations.”

Global standards, local implications

With stricter requirements emerging in regions such as Europe, practices in one location are increasingly shaping expectations in others. Companies that operate across borders may find that consistency in how compensation is communicated becomes more important in attracting and retaining talent.

“For multinationals, this is more than just a compliance task. Operating transparently in one market while remaining opaque in another creates an ‘information asymmetry’ that erodes internal trust. We are seeing forward-thinking firms ‘level up’ by adopting a consistent, global standard of transparency, even before local legislation mandates it.” comments John Mullally.

While standardisation is difficult in industries like sales or professional services, where pay is often tied to commissions and individual portfolios, companies may need to balance flexibility with clearer communication. As expectations evolve, greater openness may become an important factor in securing and retaining talent.

Navigating complexity: how organisations can prepare

To prepare for this shift, Robert Walters advises Hong Kong organisations to move beyond simple disclosure toward building a robust job architecture. This framework must clearly explain the logic behind pay decisions, ensuring that transparency provides clarity rather than confusion when employees compare compensation.

Businesses should also prioritise internal equity audits to resolve any unjustified pay gaps before they lead to friction. Ultimately, the success of this transition depends on communication; managers must be trained to lead data-driven, honest conversations about pay to ensure transparency becomes a foundation for trust and a stronger employer brand.

“While full transparency on pay is still some way off in Hong Kong, expectations are clearly evolving,” Mullally said. “Organisations do not need to replicate other markets overnight but taking steps towards clearer and more consistent communication around pay will become increasingly important in staying competitive.”
Hashtag: #RobertWaltersHongKong #HongKongHiringMarket #HiringTrends #Benefits #Salary #Hiring #2026 #PayTransparency

https://www.robertwalters.com.hk/
http://www.linkedin.com/company/robert-walters

The issuer is solely responsible for the content of this announcement.

Robert Walters Hong Kong

About Robert Walters – Robert Walters is the world’s most trusted talent solutions business. Across the globe, we deliver recruitment, recruitment process outsourcing and advisory services for businesses of all shapes and sizes, opening doors for people with diverse skills, ambitions, and backgrounds. We help organisations find the skills and solutions to reach their goals and assist talented professionals to power their unique potential.

The Hong Kong office specialises in placing high-calibre professionals on a permanent or contract basis in the following specialities: accounting & finance, construction, property & engineering, financial services, HR & business support, legal & compliance, sales & marketing, supply chain, logistics & procurement, and tech & transformation.

About the Robert Walters Pay Transparency E-guide

With landmark legislation going live in Europe this June and conversations around salary openness gaining momentum worldwide, the era of “confidential” compensation is rapidly coming to an end. In its place is a new corporate landscape defined by transparency, clarity, and open dialogue around pay. This comprehensive e-guide explores the practical realities of this global shift, defining what pay transparency actually looks like in practice and examining why open compensation structures matter now more than ever in the modern workplace.

The guide also provides deep insights into how employee and job applicant expectations are shifting on a global scale, highlighting the direct link between pay transparency and a company’s Employee Value Proposition (EVP). Ultimately, it offers actionable, strategic advice for businesses and hiring managers on how to successfully navigate the cultural and structural transitions within their own organisations.

To download the full Robert Walters Pay Transparency E-guide, please contact us or visit: https://www.robertwalters.com.hk/insights/hiring-advice/e-guide/global-pay-transparency.html

Asia’s first Design & Innovation Festival announces its venue and key speakers — where Japanese design expertise meets the cultural diversity of Asia

BANGKOK, THAILAND – Media OutReach Newswire – 27 May 2026 – On Friday, June 26, 2026, SYNC Design & Innovation in SITE 2026 will be held at Siam Paragon, Bangkok — a large-scale forum dedicated to the convergence of design and business. Organized by Nikkei Business Publications, Inc. (Nikkei BP) and co-organized by FOURDIGIT Inc. and the National Innovation Agency (NIA) of Thailand, the event announces its venue and principal speaker lineup.

Hashtag: #FOURDIGIT

The issuer is solely responsible for the content of this announcement.