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.

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.

Internal

• 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.

External

• 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.