▶️Human Rights Protection
Human Rights Principles
The basic human rights of employees, supply chain partners, and various stakeholders are valued by WPG Holdings, and a friendly and dignified workplace environment is strived to be created. With reference to international standards such as the Universal Declaration of Human Rights, the United Nations Global Compact, the United Nations Guiding Principles on Business and Human Rights, the International Labour Organization's Core Labour Conventions, and the OECD Guidelines for Multinational Enterprises, the "WPG Holdings Human Rights Policy" has been formulated to serve as the compliance basis for human rights management within the Group. Meanwhile, relevant laws and regulations of each operating site are strictly complied with, and joint compliance from upstream and downstream supply chains as well as business partners is expected to continuously enhance the management and improvement of human rights issues.
In terms of employee human rights, equal employment and promotion opportunities are implemented by the Group:
• Profession-Based:
Professional capabilities and relevant experience are utilized as the core evaluation standards for recruitment, appointment, and compensation systems.
• Fairness Mechanism:
Precise salary determination is conducted through an internal peer review mechanism to ensure the fairness and competitiveness of remuneration.
• Zero-Discrimination Commitment:
For various personnel decisions, discriminatory treatment based on race, religion, disability, gender identity, sexual orientation, age, or marital status is strictly prohibited, fully implementing the remuneration equality policy.
For supplier partners and other stakeholders, a clear compliance framework for human rights issues is established
by WPG through systems such as the Supplier Code of Conduct and the Conflict Minerals Policy, jointly promoting
human rights protection and sustainable operations with cooperative partners.
Continuous Improvement of Human Rights Policy
The WPG Holdings Human Rights Policy was approved and issued by the Board of Directors and is managed and supervised specifically by the Sustainable Talent Group established under the "ESG and Sustainable Development Committee." Through regular reviews and rolling updates of policy guidelines, the management mechanism is ensured to precisely align with international trends and practical needs. To implement various human rights guidelines, diversified publicity and education training are actively promoted by WPG to deepen the human rights awareness of internal employees and external partners. Through continuous risk identification and control mechanisms, negative impacts on human rights issues during operations, sales, and service processes are strived to be prevented, actively practicing the sustainable responsibility of respecting and protecting human rights.
- Identification of Material Human Rights Risks
Through the identification of international human rights issues and trends, and with reference to the development of human rights issues concerned by upstream and downstream supply chains as well as industry peers, a list of WPG Holdings human rights issues, totaling 13 items, was focused on and produced. Following stakeholder identification, due diligence was expanded on own operations, and identification was conducted in 2022 through the distribution of questionnaires via random sampling, generating a material human rights risk identification matrix. According to the identification results, all human rights risk issues fell within the low-to-medium risk zones, and human rights issues were not re-identified in 2025.
- Stakeholder Identification Process
- Human Rights Issues Individually Concerned by Stakeholders
- Mitigation and Remediation Measures
- Customers: Mitigation Measures
- Upstream Suppliers: Mitigation Measures
- 2025 Human Rights Publicity and Training
Grievances and Feedback on Human Rights Issues
Transparent and diversified communication channels are established by WPG Holdings to actively respond to the needs and suggestions of employees and various stakeholders. Both internal and external stakeholders can report potential human rights risks or cases through dedicated channels in the Stakeholder Section on the official website.
Upon receiving a report, an investigation procedure will be launched immediately by the relevant competent units, and handling will be conducted in adherence to the principles of fairness and objectivity. To ensure the effectiveness of communication channels, threats or retaliatory behaviors in any form against those who make reports in good faith or propose suggestions are strictly prohibited by WPG. If the content of the grievance is verified to be true, effective remediation and improvement measures will be provided by the company in accordance with statutory procedures to safeguard the legitimate rights and interests of stakeholders.
Creating a Diversified, Equal, and Friendly Workplace
Equal employment opportunities are implemented by WPG Holdings. In talent recruitment and appointment procedures, evaluation and employment opportunities for candidates are strictly prohibited from being affected by any form of individual differences such as race, gender, age, nationality, religion, marital status, gender identity, or disability.
To deepen the practice of the spirit of human rights, the formulation of various internal regulations and codes within the Group is guided by the human rights policy, establishing an institutionalized, diversified, and equal workplace environment.
In career development WPG Holdings is committed to providing equal opportunities, ensuring that all employees are treated fairly and are not disadvantaged on the basis of their personal background. Meanwhile, assistance is dedicated to the growth and development of relatively disadvantaged colleagues within the organization. To provide a friendly office environment for colleagues with disabilities, an accessible space design is adopted for the headquarters building to provide a full range of accessible office experiences, implementing integration and friendliness in the workplace environment.
Labor-Management Communication
Diversified communication channels are constructed by WPG Holdings, through which public communication channels are created via the "Employee Communication Platform" and the "Workplace Sexual Harassment Handling Process." In addition to holding all-staff meetings regularly, two-way exchanges on material issues are also conducted through quarterly Labor-Management Meetings, through which employee opinions are integrated into the basis for management improvement, implementing continuous organizational growth and trust, and promoting mutual benefits between the enterprise and employees.
In 2025, there were 4 cases of labor disputes subjected to labor arbitration, all 4 of which achieved consensus with employees through mediation, and no other subsequent derived occurred. No internal employee grievance cases occurred in 2025.
Labor Dispute Incidents
Implementing Employee Opinion Surveys
An effective [Auscultation Mechanism] is expected to be utilized by WPG Holdings to discover problems, listen to employee voices, and identify key focus points for improvement actions, to enhance the employee experience and move toward a sustainable and happy enterprise.
- Employee Communication Platform
- Sexual Harassment Prevention
