Social
“Respect for human beings must serve as the foundation of management.
The current era is shifting to one in which everyone demands that companies respect people because they are the products of human labor; however, it appears that many companies do not go far enough to improve employee treatment or welfare benefits.
These two factors are crucial, and management centering on respect for humanity means that the company should strive to develop people on a fundamental level.”
- From the Memoirs of the Founder of Hyosung, Hong-je Cho -
Hyosung’s Human Rights Management
Hyosung is a global company that operates on the global stage in accordance with one of the Group's founding philosophies, "Respect for Humanity.” Anchored in the first principle of the UNGC, "Businesses should support and respect the protection of internationally proclaimed human rights," we actively support and respect internationally proclaimed human rights and labor standards, such as the UN Universal Declaration of Human Rights, core conventions presented by the International Labor Organization (ILO), and the OECD Guidelines for Multinational Enterprises.
Recognizing human rights as an essential factor for ensuring business sustainability, we value every human being and respect their rights. We continue our efforts in establishing human rights policies, conducting human rights impact assessments and developing improvement tasks, and operating a whistleblowing center in order to institutionalize human rights system within our organization.
A human rights impact assessment is performed each year, in which the results are reported to the ESG Management Promotion Committee, and key issues are disclosed in BoD reports and sustainability reports.
Hyosung adheres to the laws of the countries in which it operates and cultivates an organization-wide culture that respects human rights, as recommended by global international standards. We intend to spread a culture of respect for human rights throughout the entire supply chain by expanding the scope to include all partner organizations.
In doing so, we will become a responsible company that can contribute to the spread of a culture of respect for human rights in our society while ensuring the company's long-term viability.
Declaration of Human Rights
Link CopyHyosung Corp., as a global company founded on "respect for human dignity," which is one of the group’s founding principles, actively supports and respects international human rights and labor standards, as outlined in Principle 1 of the United Nations Global Compact (UNGC), as well as the core conventions set forth by the United Nations Universal Declaration of Human Rights, the International Labor Organization, the OECD Guidelines for Multinational Enterprises, and other global human rights and labor standards.
Accordingly, we proclaim and pledge to practice the following the Declaration of Human Rights:
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1.
We respect the human rights of all stakeholders, such as employees, customers, suppliers, and local communities, and endeavor to spread a culture of human rights respect throughout our society.
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2.
We prohibit all kinds of discrimination based on gender, race, nationality, ethnicity, religion, birth or other status, political belief, gender identity, or social origin, etc. and respect diversity.
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3.
We reject any form of forced labor imposed against free will through physical and/or mental restraints, prohibit any form of child labor, and comply with the minimum employment ages stipulated by the laws in each country.
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4.
We comply with environmental, health, and safety laws and regulations to create safe and healthy working conditions and prevent workplace accidents, and we take separate safety and health measures for vulnerable employees.
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5.
We comply with working hours and minimum wage regulations stipulated by labor-related laws in each country or region.
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6.
We promote collaborative partnership that fosters mutual growth and development with our partner companies, and we encourage and support partner companies in practicing human rights management.
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7.
We work to prevent human rights violations and, when they occur, take prompt and appropriate remedial measures.
9 Principles of the Human Rights Management
Link Copy- Protection of Local Residents’ Human Rights
- Humane Treatment
- Freedom of Association
- Prohibition of Workplace Harassment
- Non Discrimination
- Securing Occupational Safety
- Information security
- Compliance with Labor Contract
- Prohibition of Forced Labor and Child Labor
2030 Roadmap for Human Rights Management
Link Copy
- Systemization(~2025)
- Establishment of Human Rights Management System
- Establishment of R&R of human rights management department
- Establishment of in-house regulations and update of guidelines for human rights management
- Establishment of goals to secure diversity of employees
- Strengthening the monitoring system and relief procedures for the prevention of human rights violations
- Strengthening information security and privacy protection
- Establishment and implementation of a regular human rights impact assessment system
- Internalization(~2027)
- Implementation and Settlement of Human Rights Management
- Education for the spread of culture that respects human rights
- Disclosure of Human Rights Management Process and Performance (Managing Workforce Diversity Representation)
- Implementation of improvements based on the results of the human rights impact assessment
- Conducting and improving human rights impact assessment of subsidiaries(HGS, TNS, etc.)
- Compliance with ESG international guidelines and implementation checks
- Advancement(~2030)
- Leading and Spreading Human Rights Management
- Efforts to spread and settle human rights management of partner companies in the supply chain (Conducting human rights impact assessments, Joint efforts to protect human rights through solidarity and cooperation, etc)
- Conducting human rights impact assessment at overseas corporations and branches
- Establish trust in human rights management with outside stakeholders such as customers, communities NGOs, and the government
- Establishment of a position and enhancement of competitiveness as a leading company in human rights management
Human Rights Impact Assessment
Link CopyHyosung conducts an internal human rights impact assessment once a year across the entire company, using a checklist developed in line with human rights management guidelines from the National Human Rights Commission of Korea, the United Nations, and the OECD.
To enhance the human rights impact assessment checklist, we strengthened existing evaluation items—such as institutional measures for human rights management and grievance mechanisms—and added new items focused on protecting human rights in the workplace.
Through these assessments, Hyosung identifies potential risks to stakeholders in advance and establishes and implements measures to prevent and mitigate negative human rights impacts.
| Stakeholder | Potential Risks | Response Measures |
|---|---|---|
| Employee | Work Environment |
Implementation of flexible working hours Establishment of systems to comply with legal working hours Provision of education for employee career development Collection of worker opinions and improvement activities through labor-management councils |
| Discrimination and Harassment |
Employment preference policies for people with disabilities and socially vulnerable groups Prohibition of any type of discrimination based on gender, race, nationality, disability, gender identity, etc. Female employment targets: 128 in 2025, 131 in 2026 (female employee ratio increased by 0.5% annually) Employee with disability targets: 14 in 2025, 16 in 2026 (at least 3.1%) Operation of an internal whistleblowing center Establishment of human rights violation and grievance application process |
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| Employee Safety and Health |
Implementation of health checkup programs Employee health examinations and injury insurance enrollment Regular workplace safety inspections |
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| Forced Labor |
Explicit prohibition of child labor and forced labor Compliance with age regulations at hiring |
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| Labor Union | Guarantee of the right to bargain |
Freedom to establish labor unions Prohibition of unfair treatment for union activities |
| Customer | Customer Human Rights Violations |
Strengthening of customer information security system Establishment of personal information protection policies and designation of responsible officers and related departments |
| Partner Firms | Partner Safety and Health |
Strengthening of partner safety management Operation of partner-led voluntary safety inspection systems Safety and health mentoring for new partners Support for safety and health management systems Provision of safety equipment such as forklift collision prevention devices Improvement of supplier working conditions Lighting improvements in offices and factories, portable heating/cooling support |
| Local communities | Environmental Rights around Workplaces |
Establishment of environmentally friendly workplaces Investment in environmental facilities to prevent workplace pollution |
