Human Rights Management
Human Rights Management Structure
YOUNG POONG’s human rights management is overseen by the Compliance Management Team. To ensure effective implementation, human rights-related items are incorporated into each team’s management by objectives (MBO).
Human Rights Management
Based on the Human Rights Management Policy and Human Rights Management Guidelines, YOUNG POONG actively implements human rights management and operates a human rights management system to respect the human rights of all stakeholders and prevent human rights risks that may arise from all business activities. Our Human Rights Management Policy is founded on internationally recognized standards, including the Universal Declaration of Human Rights and the Ten Principles of the UN Global Compact, thereby embodying the value of respecting human rights. We strictly prohibit discrimination based on gender, gender identity, race, ethnicity, nationality, religion, disability, age, or political orientation, and we are committed to protecting and respecting the dignity of every individual, including employees and stakeholders. Although our human rights policy primarily applies to YOUNG POONG’s employees, they are also expected to uphold it in their interactions with partners and suppliers. Furthermore, we encourage all stakeholders to comply with this policy.
Human Rights Management Guidelines
YOUNG POONG has established a human rights management system to identify, conduct due diligence on, and improve internal and external human rights violations. This system is designed to identify negative human rights impacts and risks that may arise from our business activities, and prevent and mitigate them.
Risk Identification
Response Measures
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Reporting and Data Collection
- Reporting through the Human Rights Violation Hotline (Shinmungo reporting system)
- Assessment of potential violations of the Ten Principles
- Data collection
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Risk Analysis and Detailed Review
- Risk identification
- Interviews with relevant parties and responsible personnel
- Key considerations during identification: Impact of the human rights violation risk, protection of personal information of affected parties, likelihood of recurrence, legal and regulatory requirements, and stakeholder responses
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Investigation and Emergency Response
- Conduct investigations to minimize negative impacts
- Implement emergency measures when necessary
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Development and Implementation of Improvement Measures
- Analyze causes and identify improvement measures
- Gradually implement improvement measures
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Verification of Effectiveness of Corrective Actions
- Provide training and education on the corrective actions.
- Evaluate the effectiveness of the corrective actions.
Human Rights Management Mid-to-Long-Term Goals
YOUNG POONG has set mid- to long-term goals to become a global leader in human rights management that champions a people-centered, sustainable future by 2030. To achieve this vision, we have set five key goals along with the corresponding action plans and strategies. Under the leadership of top management, the active participation of our employees, and close collaboration with our stakeholders, we are committed to making human rights the top priority in all business operations and fostering a culture of respect for human rights throughout the organization.
| Goals | Specific Objectives | Key Tasks | ||
|---|---|---|---|---|
| 2025 | 2026 | 2027 | ||
| Establish and Advance Human Rights Governance. | Streamline company-wide human rights management system. | Strengthen the operations of the CEO-led Human Rights Management Committee. | Enhance the independence and expertise of the dedicated human rights management team. | Gradually incorporate human rights performance indicators into departmental and individual evaluations. |
| Embed and Promote a Culture of Respect for Human Rights | Foster a workplace culture that respects human rights. | Strengthen the protection of freedom of association and collective bargaining rights; enhance constructive labor-management dialogue channels. | Expand psychological counseling programs and promote mental health initiatives. | Implement a reward program for departments and individuals excelling in human rights practices. |
| Strengthen Human Rights Risk Management in the Supply Chain and Among Business Partners. | Make mandatory and systematize human rights due diligence across the supply chain. | Advance the human rights risk assessment model for supply chain partners. | Support the development and implementation of improvement plans for partners based on due diligence results. | Achieve 100% completion rate of regular human rights due diligence (documentary/on site) for key first-tier partners. |
| Operate Effective Human Rights Grievance Mechanisms. | Ensure fair, timely investigations and strengthen victim protection and support. | Mandate preventive measures against secondary harm under the principle of prioritizing victim protection. | Establish a principle of engaging external experts or forming an independent investigation committee for serious human rights violations. | Establish standards for substantial and diverse remedies to recover from harm (e.g., formal apologies, financial compensation, rehabilitation support, and commitments to prevent recurrence). |
| Enhance Stakeholder Engagement and Transparent Communication. | Strengthen participation in and collaboration with external initiatives. | Comply with international standards such as the OECD Guidelines for Multinational Enterprises and expand related activities. | Promote partnerships with external organizations through joint human rights projects and campaigns. | Review and pursue membership in industry specific human rights initiatives such as the Responsible Business Alliance (RBA) and the Fair Labor Association (FLA). |
Human Rights Grievance Mechanism
YOUNG POONG operates a structured human rights grievance mechanism to promptly address any human rights violations or grievances that may arise during business operations and to protect the rights of affected individuals. We provide a year-round Online Grievance Reporting System (Cyber Shinmungo) for both internal and external stakeholders, allowing reports on human rights violations to be submitted through our website or via email. We strictly protect the anonymity and confidentiality of all whistleblowers. All reported cases are carefully reviewed and followed by human rights due diligence, after which appropriate corrective actions are taken.
Prevention Training on Workplace Harassment and Sexual Harassment
In order to integrate human rights management into its organizational culture, YOUNG POONG offers annual mandatory group and online training programs for all employees. These programs aim to enhance understanding and improve the practical implementation of human rights principles. The Audit Team systematically conducts and oversees these trainings, and all employees are required to complete them. Employees sign a Human Rights Commitment Pledge to promote recognition and practice of a culture that respects human rights.