Human Rights
- Sustainability
- Social
- Human Rights
Respect for Human Rights
“Respect for human beings must serve as the foundation of management.
The current era is shifting to one in which everyone demands that companies respect people because they are the products of human labor. however, it appears that many companies do not go far enough to improve employee treatment or welfare benefits.
These two factors are crucial, and management centering on respect for humanity means that the company should strive to develop people on a fundamental level.”
- From the Memoirs of the Founder of Hyosung Group, Hong-je Cho -
"Businesses should support and respect the protection of internationally proclaimed human rights."
- Principle 1 of the UN Global Compact (UNGC) -
As the influence of companies on society and the environment grows, corporate responsibility of respecting human rights has
become an unavoidable trend, such as the elimination of forced labor and child labor, the protection of human rights of local
residents and consumers, the guarantee of environmental rights and industrial safety, the responsible management of
supply chains, and the guarantee of labor rights.
Hyosung Heavy Industries is a global company that operates on the global stage in accordance with one of the Group's founding
philosophies, "Respect for Humanity.” Anchored in the Principle 1 of the UNGC, "Businesses should support and respect the
protection of internationally proclaimed human rights," we actively support and respect internationally proclaimed human rights
and labor standards, such as the UN Universal Declaration of Human Rights, core conventions presented by the International Labor
Organization (ILO), and the OECD Guidelines for Multinational Enterprises.
Recognizing human rights as an essential factor for ensuring business sustainability, we value every human being and respect their
rights. We continue our efforts in establishing human rights policies, conducting human rights impact assessments and developing
improvement tasks, and operating a whistleblowing center in order to institutionalize human rights system within our organization.
* A human rights impact assessment is performed each year, in which the results are reported to the ESG Management Promotion
Committee, and key issues are disclosed in BoD reports and sustainability reports.
Hyosung Heavy Industries adheres to the laws of the countries in which it operates and cultivates an organization-wide culture that
respects human rights, as recommended by global international standards. We intend to spread a culture of respect for human rights
throughout the entire supply chain by expanding the scope to include all partner organizations.
In doing so, we will become a responsible company that can contribute to the spread of a culture of respect for
human rights in our society while ensuring the company's long-term viability.
Go
Hyosung Heavy Industries Human Rights Management Policy and Principles
- · Hyosung Heavy Industries aims for mutual growth with all stakeholders through the value system known as ‘Hyosung Way,’ which is based on ‘leading better human life through the best technology and management capabilities.’
- · To protect the human rights of stakeholders, Hyosung Heavy Industries has established a human rights policy. This policy reflects international standards and human rights norms, including the UN Global Compact (UNGC) Ten Principles, labor standards set by the International Labour Organization (ILO), and OECD Guidelines for Multinational Enterprises.
- · Hyosung Heavy Industries is committed to the protection and promotion of labor rights in all countries where it operates, not only in South Korea, where its headquarters are located, but also in every country where it conducts business. We adhere to labor condition standards and local labor regulations.
Hyosung Heavy Industries has established its human rights policy in accordance with the UNGC Ten Principles and provides a framework based on nine core human rights management principles to guide all employees in making correct and ethical decisions.
- Non-
discrimination - Humanitarianism
- Privacy
Protection - Compliance with
Working
Conditions - Prohibition of
Workplace Harassment
- Freedom of
Association - Protection of
Human Rights for
Local Residents - Guaranteed
Industrial
Safety - Prohibition of
Forced Labor and
Child Labor
Strategy and Roadmap for the Advancement of Human Rights Management
Human Rights Risk Management System
Human Rights Risk Management Process
Hyosung Heavy Industries manages human rights risks through an annual internal human rights impact assessment. This assessment helps to proactively identify potential risks to stakeholders, and establish and implement activities to prevent and mitigate negative human rights impacts.
Operation of Reporting Center
A reporting system for issues such as child labor, forced labor, human trafficking, undue demands, unfair treatment, discrimination, and harassment is established both internally and externally. Additionally, a human rights violation remedy manual has been developed to implement procedures for protecting and remedying victims in accordance with regulations in the event of human rights violations.
• An HR Counseling Center is operated separately for internal employees.
• Conflicts with supervisors or colleagues, job suitability issues, and workplace harassment reported through the center are addressed by the HR team, which takes appropriate actions and resolves the issues through individual consultations.
• Incidents reported through external reporting channels are directly received by the Audit Team, which conducts investigations according to internal processes.
• Investigations are conducted with strict confidentiality to ensure that the details of the report and the identity of the reporter are not disclosed, and the progress of the investigation is shared with the reporter.
Employee Human Rights Training
• Various online and offline human rights training programs are conducted for all employees, including both permanent and contract staff. These programs focus on preventing sexual harassment and sexual violence, addressing power abuse and workplace bullying, and improving awareness of disabilities.
• We create a preventive human rights protection environment through various campaigns that promote respect for human rights.
• We have established and implemented a comprehensive plan to eradicate power abuse, fostering a culture of mutual respect through ongoing prevention activities.
| Target | Training Topics | Content |
|---|---|---|
| All Employees | Prevention of Workplace Sexual Harassment | Prevention of Sexual Harassment and Sexual Violence, related regulations, etc. |
| Prevention of Workplace Bullying | Definitions and types of disabilities, related laws and systems, etc. | |
| Disability Awareness Training | Definitions and types of disabilities, related laws and systems, etc. | |
| Introduction to Human Rights (Dignity) | Meaning of Human Dignity, human rights history, etc. | |
| Child Labor and Forced Labor Around Us | Cases of child labor and forced labor, Modern Slavery Act, etc. |
Family-Friendly Management
Hyosung Heavy Industries supports all employees, including both full-time and contract staff, in achieving a work-life balance through family-friendly management practices.Implementation of Flexible Work Arrangements
- We adhere to the 52-hour weekly legal working hours and implement flexible work arrangements to enhance productivity.
- We offer both the flexible working time system and the discretionary working time system, with overtime pay provided for work performed beyond the specified working hours.
- We allocate working hours appropriately based on individual workloads and allow employees to manage their working hours flexibly and efficiently.
Operation of Refresh Leave and Designated Days Off
- Considering employees who may find it difficult to take vacations due to factory operation schedules, we have a refresh leave system allowing continuous use of 5 days of annual leave.
- Through the designated days off system, we provide extended holidays by using annual leave on bridge days. In 2023, we also provided designated days off in months without statutory holidays.
| Support Programs | Details |
|---|---|
| Child Education Support |
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| Leisure Activity Support |
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| Health Management |
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| Maternity Protection Programs |
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| In-House Childcare Facility |
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