Respect For Human Rights

Management Policy

Reason for the Issue's Importance

Promoting diversity and equality not only helps enhance corporate competitiveness, but also enables diverse teams to bring broader perspectives and innovative thinking, assisting the Company in developing products that better meet market needs. Meanwhile, an equitable working environment can improve employee satisfaction and loyalty, reduce turnover rates, enhance corporate culture, and establish a positive organizational atmosphere. In addition, promoting diversity and equality is an important part of corporate social responsibility, helping to enhance the Company's image. From a risk management perspective, actively implementing related measures can effectively reduce legal risks and reputational damage arising from discrimination or unfair treatment.

Impact

  • Economic Potential Negative Impact: Enhancing employees' skills and knowledge may strengthen the Company's competitiveness, but it may also result in increased training costs.
  • People/Human Rights Actual Positive Impact: Training and education that enhance employees' awareness of social responsibility help improve the Company's social image.
  • People/Human Rights Actual Positive Impact: Providing diverse training programs and anti-discrimination education can help protect employees' human rights. This aligns with ESG requirements on human rights and labor conditions, ensuring employee rights, good working conditions, and transparent labor practices.
  • Environmental Actual Positive Impact: Quality training and education help enhance employees' environmental awareness, thereby reducing the Company's environmental footprint. This reflects the environmental (E) aspect of ESG, demonstrated by the Company's active participation in sustainable development efforts and its initiatives to reduce environmental impact.

Policy/Strategy

  • Equal employment opportunity policy: Ensure that all employees have equal opportunities in recruitment, promotion, compensation, training, and other areas, regardless of gender, age, race, religion, physical or mental disabilities, or other factors.
  • Diversity training program: Provide employees with diverse training opportunities to enhance their skills and competencies and promote personal development.
  • Anti-discrimination grievance channels: Establish accessible grievance channels to encourage employees to report discrimination or unfair treatment and ensure that all complaints are subject to fair investigations.

Goals and Targets

  • Short-term goal: Achieve a 90% completion rate for the implementation of educational training.
  • Mid-term goal: Increase the budget allocated for employee training.
  • Long-term goal: Establish a comprehensive link between educational training and competency assessments. Through annual evaluations of each employee, provide training programs based on the competency gaps identified.

Management Evaluation Mechanism

  • Employee satisfaction survey: Conduct regular employee satisfaction surveys to understand employees' perceptions of diversity and inclusion.
  • Diversity indicators: Track diversity indicators, such as gender ratio and the proportion of employees from different backgrounds.
  • Number of discrimination-related grievance cases: Monitor the number of discrimination-related grievance cases and their handling status.

Performance and Adjustments

▪ The achievement rate of educational training is part of each unit's KPI, and its results directly impact the year-end performance evaluation.
▪ In 2025, educational training achieved skills training diversity with a training expenditure of NT$674,786 and an average training time of 41.95 hours per person.

Preventive or Remedial Measures

Establish a clear policy on employee diversity and equal opportunity, ensuring all employees understand and adhere to it.
88 Conduct regular training to raise awareness among management and staff about diversity, reducing the occurrence of discriminatory behaviors.
88 Implement an effective mechanism that encourages employees to anonymously report discrimination, with a swift process for handling complaints.

Fairness and Human Rights

The Company's performance evaluation process ensures that 100% of employees, regardless of gender or employee category, receive regular performance and career development evaluations. TNP regularly uses performance evaluations to measure the extent of organizational performance and to support individual employee development, with an emphasis on job function management and development to prevent inequalities. Regular assessments can boost employee satisfaction and improve competencies.

Our current evaluation mechanism includes monthly work evaluations, semi-annual average evaluations, year-end evaluations, and three-month new hire evaluations. The evaluation content covers work efficiency, work quality, cooperation, and sense of responsibility, using both quantitative scores and qualitative descriptions, to ensure that employees' performance meets the Company's expectations.

All employees passed the annual evaluation during this reporting period, with no employees failing to meet retention standards.

Complaint Channels

The company has established the "TNP-Workplace Sexual Harassment Prevention Measures, Complaints, and Disciplinary Procedures" and the "TNP-Declaration Against Workplace Violence" to ensure gender equality in the workplace and protect employees and business visitors from sexual harassment and workplace violations. In case of such incidents, complaints can be filed through the company’s designated complaint hotline and mailbox.
  • Sexual Harassment Incident Complaint Hotline: 03-3270567 Extension 500
  • Sexual Harassment Incident Complaint Mailbox: venus.chen@tnp.com.tw (HR Manager's Mailbox)
  • Workplace Violation Consultation and Complaint Hotline: 03-3270567 Extension 550 (HR Department) Extension507 (EHS Office)
  • Complaint Mailbox Location: 4F Training Room, Linkou Plant / 1F Press Room Entrance, Xinzhuang Plant