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TWM is committed to maintain an environment that protects human rights, and such a commitment is inseparable from sustainable development of our enterprise.
Employee behavior must adhere to integrity principles and comply with the company's Code of Conduct and other relevant behavioral guidelines.
Integrity is the core evaluation criterion in employee performance appraisal system.
Our non-discrimination and anti-harassment policy includes explicit statement prohibiting both sexual/non-sexual harassment and declaring zero tolerance for discrimination.
We prohibit any form of discrimination and harassment by taking preventive, corrective and even disciplinary actions. TWM strictly complies with International Labor Organization Convention and government laws. There is no discrimination against any job applicant or employee on the basis of race, class, language, thought, religion, political party, place of origin, place of birth, gender, gender orientation, age, marital status, appearance, facial features, disability, or past membership in any labor union.
The company prohibits any forms of harassment, which is unwelcome conduct directed at individuals. These behaviors will create a work environment that any individual would find intimidating, hostile, or uncomfortable.
We conducted human rights trainings for all employees. Training activities include prevention of harassment, watching videos that relate to gender equality or respect for differences, and e-learning on unconscious bias. 100% of employees attended human rights training courses (Anti-Sexual Harassment in the workplace, Information security related trainings) in 2023. There were 87,294 participants and 76,273.1 training hours.
We provide various avenues to continuously remind employees the importance to safeguard a safe and nondiscriminatory work environment. Discrimination and harassment hotline and mailbox have been included into the training materials for new & all employees, and posted on the internal website, pop-up notifications on computers, and the company website to improve the awareness.
We establish a complaint system that employees can file a complaint in a safe and confidential manner. Any employee who believes he or she has experienced or witnessed any conduct that is in violation of this policy can directly report to HR dedicated mailbox. The complaint pipeline is posted on both the company's official and internal websites.
Complaints may be made orally or in written formats. Complaints should include dates, location, details of incident(s), names of individuals involved, and names of any witnesses. After receiving the complaint, the Human Resources Division or Occupational Safety & Health Office will initiate investigation depending on the type of harassment or discrimination. Any reported allegations of harassment or discrimination will be investigated in a timely and impartial manner. Each investigation is tailored to the specific issues being investigated and is also documented and tracked to ensure reasonable progress and timely closure of the investigation. The investigation includes individual interviews with the parties involved and where necessary, with individuals who may have observed the alleged conduct or may have other relevant knowledge. In the process of conducting such an investigation, the right of privacy and other legal rights shall be protected. When handling sexual harassment complaints, the company shall organize a committee, and the proportion of female representatives shall not be less than 50%. Findings are then shared with a very small group of people on a need-to-know basis. They will need to reasonably conclude whether any policies were violated, and make recommendations on what actions to take.
If an employee’s conduct is confirmed to violate this policy, we take corrective or disciplinary action accordingly. The action could include coaching, training, a verbal warning, a written warning, transfer, demotion, impact to compensation or up to termination of employment.
We will adopt follow-up monitoring, evaluation and supervision measures to ensure effectiveness of actions implemented, and to avoid recurrence of same incident or the occurrence of retaliatory activities. We will provide employee assistant programs, such as referral to counseling, if needed. Malicious complaints of harassment or discrimination will be subject to appropriate disciplinary action. If a party to a complaint does not agree with its resolution, that party may appeal to the company. Retaliation against an individual for reporting harassment or discrimination is a serious violation of this policy and will be subject to disciplinary action.
We conducted human rights trainings for all employees. Training activities include prevention of harassment, watching videos that relate to gender equality or respect for differences, and e-learning on unconscious bias. 100% of employees attended human rights training courses (Anti-Sexual Harassment in the workplace, Information security related trainings) in 2023. There were 87,294 participants and 76,273.1 training hours.
We provide various avenues to continuously remind employees the importance to safeguard a safe and nondiscriminatory work environment. Discrimination and harassment hotline and mailbox have been included into the training materials for new & all employees, and posted on the internal website, pop-up notifications on computers, and the company website to improve the awareness.
