Our Focuses｜Human Rights and Talent Management｜Human Right
Human Rights and Talent Management
Winbond adheres to internationally recognized human rights standards as the highest guiding principles and labor-related regulations, striving to maintain employees' freedom of association and speech rights. The company does not discriminate based on race, age, gender, sexual orientation, disability, pregnancy, political affiliation, or religion, and works to create a non-discriminatory workplace environment.
Winbond upholds the principle of "people-oriented" and fully complies with international human rights conventions and labor-related regulations. Through the Human Resources Department, the company has established a comprehensive personnel system to ensure the practice of diversity, equality, and human rights protection. After completing human rights due diligence in 2022, Winbond optimized management measures in 2023, extending human rights management concepts to suppliers and overseas subsidiaries. In 2024, Winbond continued to enhance human rights management, improving employee experience in Taiwan and striving to create a friendly workplace environment. These efforts have been recognized with multiple awards and have had a positive impact on global subsidiaries, strengthening the depth of human rights training. Simultaneously, Winbond continues to invest in public welfare, focusing on environmental protection and assisting disadvantaged groups, expanding its positive social impact and achieving sustainable development and common prosperity goals.
First time performed a human rights due diligence investigation, with the coverage of potential negative human rights impact assessment is
100
%
Childcare subsidies distributed over
390000000
NTD
The average number of training hours of Winbond (Taiwan) employees
70
hours
Human Rights
Human Rights Policy
Winbond Electronics Corp. promises to abide by internationally recognized human rights standards as the highest guiding principle, including but not limited to:
- UN Guiding Principles on Business and Human Rights
- Declaration of Fundamental Principles and Rights at Work
- UN Universal Declaration of Human Rights of the International Labor Organization
Based on the above guiding principles, Winbond manages all employees, affiliated companies, related enterprises, suppliers, contractors, and partners (customers, communities), with a commitment to respecting and protecting human rights. The following important issues are of concern:
To abide by local laws and regulations of the operational base and provide a safe and legal working environment.
To continuously promote a culture of diversity and inclusion by recruiting and developing diverse talents
To protect the labor rights of disadvantaged groups such as women, indigenous peoples, foreign employees and people with disabilities so as to ensure equal employment opportunities , eliminate employment discrimination and avoid unequal pay for equal work
To prohibit any form of forced labor, human trafficking and child labor from being employed
To prohibit any form of inhumane treatment, including bullying or harassment
To respect the freedom of expression and participation of all individuals, without any interference or restriction that hinders their rights and lawful exercise. To maintain diverse communication channels, provide complaint mechanisms, and protect the confidentiality and anonymity of complainants
To promise, propose, approve, give or accept bribe or other legitimate gains are prohibited
To purchase minerals responsibly
To integrate guidelines of RBA (Responsible Business Alliance) into policies and management systems, conduct regular human rights due diligence to identify and assess risks, and promote preventive/ mitigation measures and tracking mechanisms.
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Human Rights Due Diligence Investigation
Winbond places a high priority on the development of human rights issues, and has proactively invested into human rights management activities. In order to sufficiently assess human rights risks, allowing for continuous improvements to be made, Winbond has performed a human rights due diligence investigation of all of our employees for the first time in 2022.
Winbond has conducted this investigation with reference to sustainability assessment and standards trends, developing a framework for this investigation based on an analysis of these trends. These standards include, without limitation, the UN Global Compact, the International Bill of Human Rights, the UNGPs on Business and Human Rights, the ILO-Declaration of Fundamental Right at Work, the International Labor Office Tripartite Declaration of Principles, and the OECD Due Diligence Guidance for Responsible Business Conduct.
Implementation of the Human Rights Due Diligence Investigation
Scope
All employees at Taiwan headquarters, including the Taipei Office, Zhubei Office, CTSP Fab, Tainan Office, and Kaohsiung Fab.
Duration
2022
Coverage rate of potential negative human rights impact assessment
100%coverage
Human Rights Due Diligence Investigation Procedures
Data analysis
Research background, business models, and management conditions for assessed industries, to understand the scope of the issue, and identify targets for each stage of the assessment.
Identification of Potential Negative Impact
Identify the human rights risks and issues applicable to Winbond, use this information as a the basis for the assessment.
Assessment of Potential Negative Impact
Conduct quantitative and qualitative studies. A quantitative risk value is calculated based on the occurrence frequency and severity of impact reported on the human rights risk assessment questionnaire, together with internal practice assessments and employee interviews.
Analysis of Potential Negative Impact
Undertake human rights risk mitigation and remediation actions based on the assessment results, and establish a management cycle for continuous improvements.
Report and Disclosure
Produce human rights due diligence investigation report on the regular basis, which reveals the investigation process and related risk analysis results.
Improvement and Follow-Ups
The results of these questionnaires reveal that none of the 28 issues identified are high risk issues which requires immediately action. 6 issues are medium risks which requires additional mitigation measures. The remaining 22 issues are all low risks, revealing that employees generally believe that there is only a low probability for these human rights risks to take place at Winbond, and that their impact on human rights is limited. Winbond continues addressing the 6 medium risks, reducing the occurrence and the impact. Please refer to 2022 Winbond Human Rights Due Diligence Report for the action plans.