Human Rights, Diversity, Equity and Inclusion
Maintain zero confirmed cases of significant human rights violations, discrimination, and inequality per year through 2029.
Strive toward operations free from human rights violations (Zero Human Rights Violation) by communicating relevant policies and providing annual human rights training to employees at all levels, while ensuring appropriate grievance, investigation, and remediation mechanisms are in place.
The Company recorded zero (0) material complaints related to human rights violations and equality in 2025, in line with its “Zero Human Rights Violation” target.
The Company has reviewed and enhanced its human rights management plan to align with its business context in manufacturing and service operations involving chemicals and industrial activities.
The Company conducts regular annual communication and human rights training for employees at all levels, covering non-discrimination, respect for human dignity, fair labor practices, and the management of situations that may pose risks to the rights of employees, business partners, and surrounding communities.
The Company translates its human rights policy into clear operational measures, particularly preventive and corrective measures against sexual harassment and measures to prevent and eliminate violence in the workplace. The Company defines unacceptable behaviors and specifies the roles and responsibilities of employees, supervisors, and relevant functions.
The Company establishes accessible multi-channel grievance and remediation mechanisms, including reporting through supervisors, the Human Resources Department, the Legal Department, complaint boxes, postal mail, and email. An anonymous grievance mechanism is also available. The process includes fact-finding investigations, the appointment of an investigation committee, and clearly defined timelines for handling and resolving cases.
The Company aims to foster an organizational culture that encourages employees to raise concerns and report issues without fear of retaliation, as a key foundation for trust and employee engagement. In parallel, all levels of supervisors are required to act as role models and take direct responsibility for preventing such issues.
Challenges and Opportunities
Respect for human rights, equality, and diversity represents both a strategic risk and opportunity directly linked to corporate governance, value chain risk management, organizational reputation, and stakeholder trust. This is particularly relevant in the lubricant, chemical products, and logistics sectors, which rely on a diverse workforce and collaborative operations in high-risk environments. The Company therefore conducts a comprehensive analysis of these issues to manage risks while creating long-term value.
Challenges
The first key challenge is that the Company operates in manufacturing, chemicals, and logistics, which require a diverse workforce and close collaboration across high-risk operational areas. Ensuring the protection of employees’ rights and dignity, and preventing discrimination, sexual harassment, and workplace violence across all worker groups and functions, therefore requires clear operational measures and continuous oversight.
The second challenge is managing human rights risks across the supply chain, particularly in overseeing business partners, raw material suppliers, chemical suppliers, and contractors to ensure compliance with human rights requirements, such as prohibiting child labor and forced labor and ensuring fair labor practices. This requires systematic integration into supplier selection and evaluation processes. In addition, maintaining the “Zero Human Rights Violation” target requires ongoing communication and regular training for employees at all levels, as well as maintaining an effective grievance and remediation mechanism that is accessible, safe, and trusted by all stakeholders.
Opportunities
In terms of opportunities, having a clear human rights and DEI management policy and system aligned with international principles (UNGPs, UDHR, and ILO standards) enables the Company to enhance trust and credibility among industrial customers, business partners, and shareholders. This aligns with market trends that increasingly emphasize responsible sourcing and ethical business conduct. It also helps reduce reputational and operational risks, thereby contributing positively to long-term enterprise value.
Furthermore, integrating human rights requirements into procurement and supplier evaluation processes enables the Company to enhance ESG standards across the supply chain and reduce the risk of human rights violations. At the same time, secure and anonymous grievance mechanisms, together with a workplace culture that encourages employees to raise concerns without fear of retaliation, help strengthen employee trust and engagement, which is a fundamental driver of operational effectiveness. Moreover, promoting equality and diversity within the organization provides opportunities for the Company to attract and retain a diverse workforce, thereby enhancing innovation and improving cross-functional collaboration efficiency.
Management Approach and Value Creation
The Company conducts its business based on respect for human dignity and the fundamental rights of all stakeholders, adhering to international human rights principles. It integrates the UN Guiding Principles on Business and Human Rights (UNGPs), the International Labour Organization (ILO) standards, and the Universal Declaration of Human Rights (UDHR) into its corporate governance and enterprise risk management systems in a systematic manner. This covers the assessment and management of human rights risks across the entire value chain, including production processes, procurement activities, and labor management, under six key operational principles as follows:
Non-Discrimination and Diversity Promotion
- Treat employees, contractors, and stakeholders equally without discrimination based on gender, age, race, religion, disability, or any other personal status.
- Promote an open and inclusive work environment free from harassment and bullying, in order to foster an organizational culture that respects diversity and supports the participation of personnel at all levels.
Ethical Employment Practices
- Establish labor practices in line with international standards, prohibiting child labor and forced labor in all production and employment processes.
- Respect labor rights in accordance with labor laws and provide fair compensation to reduce labor-related risks and strengthen trust across the supply chain.
Occupational Health and Safety Rights
- Provide a safe working environment by implementing risk control measures, supplying personal protective equipment (PPE), and delivering regular safety training for employees and contractors.
- Cover industry-specific risks related to chemicals, machinery, and production processes to protect workers’ fundamental rights and reduce accidents.
Freedom of Association and Collective Bargaining
- Respect employees’ rights to freely associate, form or join labor unions, and engage in collective bargaining without interference or restriction.
- Promote fair employment practices and foster positive relations between employers and employees.
Responsible Procurement Practices
- Integrate human rights considerations into procurement processes by establishing supplier selection and evaluation criteria that cover labor practices, working conditions, and legal compliance.
- Include contractual conditions to prevent human rights violations across the supply chain, thereby enhancing the organization’s overall ESG standards.
Grievance and Remediation Mechanisms
- Provide safe, accessible, and anonymous grievance channels for employees and stakeholders to report human rights violations.
- Establish transparent and fair processes for investigation, remediation, and corrective action as key tools for managing human rights risks and strengthening stakeholder trust.
Stakeholders Directly Impacted
