▶️Human Rights Protection
Human Rights Principles
WPG Holdings is committed to creating a friendly and dignified workplace environment and have formulated a "WPG Human Rights Policy" in accordance with "The United Nations Universal Declaration of Human Rights", the "United Nations Global Compact", the "United Nations Guiding Principles on Business and Human Rights", the "International Labor Organization Core Conventions", and the "OECD Guidelines for Multinational Enterprises". Based on these principles, we abide by the local laws and regulations of our global operations, and we expect our upstream and downstream supply chains and business partners to comply with them, so that we can jointly improve the management of human rights issues and promote a freer, fairer, and more respectful workplace environment.
Take employees as an example. There shall be no gender or sexual orientation discrimination in WPG Holdings during recruitment. It will first take into account the professionalism and relevant qualifications of personnel. The remuneration for employees is assessed after internal peer evaluation to maintain fairness. There shall be no unfair decision-making due to differences in race, color, religion, disability, nationality, gender, sexual orientation, age and marital status. All decisions shall be made according to WPG Holdings’ remuneration policy. Meanwhile, when addressing the human right issues, the suppliers and other stakeholders may follow the alternative policies on the same issue, including the “Supplier Code of Conduct” and “Conflict Minerals Policy.”
Human Rights Policy of WPG Holdings
The Sustainability Talent Group of the ESG and Sustainable Development Committee of WPG Holdings is responsible for formulating the management and monitoring mechanism, regularly reviewing the human rights policy and guidelines, and updating them in a timely manner. Any adjustments need to be approved by the Board of Directors. The policies and guidelines include prohibiting child labor, prohibiting forced labor and human trafficking, respecting diversity and protecting equality, eliminating discrimination and promoting a zero-harassment environment, implementing workplace health and safety, respecting collective bargaining and the right to freedom of association, protecting personal privacy and committing to responsible procurement. To promote and implement these policies, WPG Holdings conducts various promotion and training programs. Continue to monitor corporate human rights risks to avoid negative impacts on human rights issues during operations, sales, and services.
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Human Rights Management Process of WPG Holdings
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Identification of Material Human Rights Risks
By identifying international human rights issues and trends and referring to the development of human rights issues of concern upstream and downstream in the supply chain and among industry peers, a list of 13 human rights issues for WPG Holdings was developed and stakeholders were identified, and due diligence was conducted on its own operations. In 2022, we generated the Human Rights Risk Matrix through random sampling of questionnaires and the results of the identification were all in the low to medium risk area. In 2024, the human right issue was not re-identified.
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Stakeholder Identification Process
- Results of Human Rights Risk Management Matrix
- Human Rights Issues of Individual Concern to Stakeholders
Complaints and Feedback on Human Rights Issues
WPG Holdings has established transparent and effective channels of communication to respond to the needs and suggestions of our stakeholders, including employees. Internal and external stakeholders can report possible human rights issues through multiple channels in the 【Stakeholders Service】of the Company’s official website. Upon receipt of a report, the relevant authority will immediately kick off the investigation process. Meanwhile, WPG Holdings prohibits threats or retaliation against employees who whistle blow cases or make suggestions in good faith. Effective remedies will be provided through legal procedures if the complaints and reported cases are proven to be true.
Employees - Mitigation and Remedial Measures
- Customer - Mitigation Measures
- Upstream suppliers - Mitigation Measures
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Human Rights Education Training and Advocacy
- Creating a Diversity and Equality Friendly Workplace
WPG Holdings provides equal employment opportunities and does not discriminate against candidates based on race, gender, age, nationality, religion, marital status, gender identity, or physical or mental disability in recruitment and employment. In order to implement the spirit of human rights of WPG Holdings, internal rules and regulations are formulated in accordance with the human rights policy guidelines as an indicator to establish an equal and diversified workplace system. Employees are not treated differently in the workplace because of their physical and mental differences, and we are committed to assisting the development of relatively disadvantaged employees in the organization. In order to help employees with physical and mental disabilities adapt to the office environment, the Headquarters building is designed as an accessible office, providing employees with a barrier-free experience.
- Labor-Management Communication
WPG Holdings has established a sound communication mechanism between employees and employers, set up a "Workplace Sexual Harassment Case Handling Process" and set up an "Employee Communication Platform" to create an open and transparent communication channel. In addition to holding regular group-wide townhall meetings, we also hold quarterly labor-management meetings to communicate with employees on issues of concern, policies or major events. By listening to employees' opinions and using them as a source of review and improvement of the Company's management, a good organizational communication culture is fostered, and a foundation of mutual trust is established between the Company and its employees, so that the Company's management and employees' career development can achieve a sustainable concept.
WPG Holdings is committed to creating diverse and open communication channels. In 2023, there were three labor disputes that underwent labor arbitration, two of which were resolved through mediation with employees, with no further issues arising. One case is still under mediation with the employees in 2024. There have been no internal complaints filed by employees in 2024.
Employee Communication Platform
Sexual Harassment Prevention
- Workplace Sexual Harassment Reporting Process
Implementing Employee Opinion Surveys
Through an effective “listening mechanism”, WPG Holdings aims to identify problems, listen to employees’ voices, and identify action points to enhance employee experience and move toward a sustainable and happy company.
I Have Something to Say
In 2024, WPG Holdings continued to focus on enhancing the employee experience by conducting employee focus group interviews. The main objective was to gain a deeper understanding of employees' self-worth, their future goals within WPG Holdings, and their suggestions for advancing the organization's mission, to achieve a resonance between employee values and organizational values, while also creating a better employee experience. The focus group randomly selected 318 employees from across the group's locations in Taiwan, China, and Hong Kong. The interviews were conducted online in four sessions, with each session lasting two hours. The results not only provided deeper insights into employees' self-worth and aspirations but also revealed their expectation for the company to continue listening to their voices. In response, we established the "I Have Something to Say" space on the company's internal website, where we gathered employees' genuine thoughts and suggestions on various topics. This information was compiled and shared with management to guide related improvement actions.
Voice that Touches the Heart
WPG Holdings held the "Voice that Touches the Heart" event in December, encouraging employees to record gratitude audio
messages for their colleagues, sharing their appreciation and stories. Each audio was 60 seconds long, expressing reasons for
gratitude or touching stories. The event lasted for 4 weeks, with selected gratitude messages played every day to create a warm
working atmosphere. A total of 513 gratitude audio messages were submitted. According to a post-event survey, nearly 99%
of employees felt the event clearly conveyed the message of valuing partners, and 88% of employees were satisfied with the
event. Through this activity, the gratitude and interaction between employees were greatly enhanced, not only bringing colleagues closer together but also further strengthening team cohesion, creating a positive work environment.
