元大金控
- Sustainability
- Caring for Our Employees
- DEI and Human Rights
Yuanta Financial Holdings is committed to providing all employees with a diverse, equal, and inclusive (DEI) workplace environment and integrating the spirit of DEI into the Company’s sustainable development goals. Under the Corporate Sustainability Office, the Company has set up an Employee Care Group to promote employee rights and interests, gender equality in the workplace, and DEI-related group policies. Through regular human rights due diligence investigations conducted by the human resources and administrative units of each subsidiary company, workplace education and training for peace of mind, as well as various employee care measures, employees with different backgrounds, qualities, and perspectives are able to feel valued and supported by Yuanta, and are able to fully utilize their strengths and realize their self-worth.
Yuanta Financial Holdings’ promotion of DEI workplace culture is described as follows:
The Company adheres to the spirit of meritocracy and attracts employees of various nationalities, ethnic groups, professional backgrounds, genders, and sexual orientations to join the work team. The Company continues to pay attention to the proportion of employees of different genders, nationalities, indigenous people, and physically and mentally challenged employees, and has set targets for the proportion of women in management and in positions related to science, information engineering, and mathematics, with a view to incorporating a diversity of opinions into corporate decision-making and execution, and to strengthening the resilience of operations.
The Company’s policies and measures do not discriminate on the basis of race, gender, sexual orientation, age, physical or mental disability, etc. of employees. Every employee can obtain assistance and support in Yuanta, and find a suitable stage for their performance. The Company is committed to promoting gender equality in the workplace and has implemented comprehensive measures such as prevention and treatment of sexual harassment, gender/parenting-friendly facilities and benefits, and maternal health protection programs. The Company’s performance has been recognized both domestically and internationally, and it has not only been included as a constituent of the Bloomberg Gender-Equality Index (GEI) for four years in a row, but has also been recognized as a Gold Award winner for the Taipei City Workplace Gender Equality Certification program, the highest honor for gender equality certification in the workplace in Taipei City.
The Company fosters an attitude of respect and acceptance of diversity among employees and creates a positive culture of mutual support and full expression of opinions. The Company uses policy advocacy and regular training to help employees eliminate prejudice and embrace diversity, and promotes employees’ physical and mental health and social exchanges through club activities to form a supportive community. In addition, employees can reflect their ideas and suggestions through supervisors’ meetings, labor-management meetings, and various channels for expression of opinions and complaints, thus achieving the goal of improving work efficiency and workplace environment together.
Yuanta Financial Holdings recognizes and supports the spirit and basic principles of human rights protection as outlined in the United Nations Universal Declaration of Human Rights, the United Nations Global Compact, and the International Labour Conventions, and complies with the relevant labor laws and regulations of the Company’s locations.
In 2018, the Company established the Human Rights Policy of Yuanta Financial Holding Co., Ltd. (hereinafter: the Human Rights Policy), which applies to its subsidiaries. In the Human Rights Policy, the Company is committed to respecting and safeguarding basic human rights that are internationally recognized. The Company also opposes any discrimination and human rights violations (e.g., sexual harassment or workplace bullying) and complies with relevant labor laws and regulations to protect the legal rights of employees. The Company has adopted the Human Rights Policy as the highest guiding principle for human rights protection and has instituted relevant human resources regulations and systems in accordance with its contents and laws and regulations. For example, the Company has formulated “Work Rules” to protect employees’ rights and interests; designated “Guidelines for Workplace Sexual Harassment Prevention, Complaint, and Disciplinary Treatment”, and “Prevention Plan for Unlawful Acts of Assault in the Performance of Duties”, and set up a dedicated telephone number and email address for reporting to provide a working environment free from discrimination and harassment; and stipulated “Guidelines for Overtime Management for Employees” and formed a working time management and reminder mechanism in the system to remind employees to pay attention to the work-life balance. The relevant rules and regulations are announced on the Company’s intranet site.
The main contents of the Human Rights Policy are as follows:
The Company prohibits human rights violations including employment of child labor, discrimination, and sexual harassment, seeks to employ more employees with physical and mental disabilities than the statutory requirement, provides employees with indigenous status the right to take time off during distinct tribal festivals in accordance with the law, and has set gender ratio targets and short-, medium- and long-term plans at employee level and different management levels. In 2023, the average percentage of female employees is 63.89% and the average percentage of female managers reached 54.51%. The Company promotes gender balance and aims to create a work environment with diversity, equity and inclusion (DEI) through concrete actions.
In addition to not treating employees differently based on gender or sexual orientation, the Company continues to monitor issues related to the gender pay gap and fulfills its corporate social responsibility.
The Company shall adhere to all relevant workplace safety and health laws, and shall provide a safe, healthy, and sanitary working environment through organizing various safety and health work, education and training, employee health examinations, health promotion activities and employee assistance programs (EAPs) to care for the physical and mental health of employees, improve and enhance the safety and health conditions of the workplace, and reduce the risk of occupational hazards.
In order to implement effective workplace safety management, the Company and its directly affiliated companies have established “Prevention Plan for Unlawful Acts of Assault in the Performance of Duties”, “Workplace Maternal Health Protection Plan”, “Prevention Plan for Disease Triggered by Abnormal Workload”, and “Prevention Plan for Ergonomic Hazards”. Take maternity protection as an example. Upon knowing that an employee is pregnant, the Company begins the procedure for managing maternal health protection and conducts an assessment on the impact of her work on maternal health, tracks her risks at work, and strengthens workplace care and concern to protect maternal safety and health.
The Company provides diversified and smooth channels of labor-management communication and holds regular labor-management meetings to discuss issues of employee rights and welfare in order to protect employees’ rights and interests, promote labor-management harmony, enhance labor-management relations, and create a friendly workplace environment.
The Company shall abide by the laws and regulations related to the protection of personal data, ensures that the collection, processing, and use of personal data comply with the laws and regulations, in order to protect and safeguard the rights and interests of personal data.
The Company encourages partners, including suppliers, to sign the “Human Rights and Environmental Sustainability Terms”, joining us in committing to the care of human rights issues and to place importance on risk management.
From 2018, the Company has promoted education and training on sexual harassment prevention to educate employees on how to prevent and respond to sexual harassment in the workplace, and further incorporated the promotion of human rights and labor rights-related issues in 2020 by launching education and training courses for a safe workplace to enhance employees’ awareness and attention to the above issues. In 2023, a total of 11,583 people participated in the courses with a total of 9,425 training hours.
Human Rights PolicyThe Company publicly declares its commitment to respect and protect human rights by taking practical actions to realize the Company’s responsibility to integrate the principles and spirit of human rights into its corporate values and culture as part of its commitment to human rights protection.
Human Rights DeclarationIn order to implement the Human Rights Policy, the Company has established a human rights due diligence process to identify the potential issues of human rights risks and discern the affected parties each year. The Company conducts risk assessments, formulates and implements risk mitigation measures based on the assessment results, and plans and implements compensatory measures for actual human rights impacts, and then discusses and continuously tracks improvements to effectively control and reduce human rights risks and achieve management goals.
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Risk Identification
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Risk Assessment
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Risk Mitigation
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Improvement
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Periodic Review
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Each year, the Company conducts a risk assessment of the potential issues of human rights risks faced by the targets of the assessment, and based on the results, formulates and adjusts subsequent management, mitigation, compensation, and improvement measures, and discloses the Company’s Human Rights Risk Assessment Management Table. In 2023, the Company incorporated 15 human rights issues including workplace inclusiveness, forced labor, human trafficking, child labor, sexual harassment, workplace abuse, work overtime, occupational safety management, personal data protection, employment and occupational discrimination, fair pay, employee health management, maternity protection, freedom of association, and expression of opinion in its human rights risk identification process. After further examination, the Company identified ten major issues of concern and carried out due diligence review to develop and implement risk mitigation measures as well as make plan for the execution of compensatory measures.
Human Rights Risk Assessment Management Table