YoungPoong

Organizational Culture

Governance
Strategy
Risk Management
Metrics and Targets

Diversity and Inclusion Structure

At YOUNG POONG, we strive to foster an organizational culture grounded in diversity and inclusion. These initiatives are carried out in collaboration between the Human Resources Management Team and the Compliance Management Team at the head office, and the General Affairs and Human Resources Teams at the Sukpo smelter.

Organizational Culture Strategy

YOUNG POONG is committed to providing all employees with fair opportunities for growth, respecting diversity, and continuously building an inclusive organizational culture. We ensure equal opportunities throughout the entire employee journey—from recruitment and promotion to training—so that every individual can fully realize their potential. We also firmly believe that an organization that embraces diversity fosters greater employee engagement and collaboration, which in turn drives innovative ideas and products, and enhanced business performance.

Diversity, Equity, Inclusion, DEI

YOUNG POONG has created an in-house environment where employees with disabilities can demonstrate their capabilities. As a result, employees with disabilities are active in various positions such as office workers, professionals, and skilled workers, and the company is committed to continuously expanding the employment of people with disabilities. To lay the foundation for DEI management, the company also documents the list of employees with disabilities and the status of foreign workers on an annual basis and reports it to management-level employees.

Diversity

Equity

Inclusion

Employee Benefits

YOUNG POONG implements various welfare programs for employees' life stability and health care. To help new employees adjust smoothly into the organization, we provide a gift system to celebrate the completion of their training period, and to enhance the sense of belonging of existing employees, we have established a system of providing birthday gifts and gifts for long-term employees. In particular, at the Seokpo smelter, we provide employee apartments to employees free of charge and supply heat energy generated from the smelting process to employee apartments so that they can use hot water and heating free of charge.

복리후생제도의 도명, 내용, 대상을 나타낸 표
Name	Content	Target
Gift for Long-Term Employees	Gift every 5 years of continued service	Company-Wide
Gift for Completion of Training Period	Gift for new hires and experienced hires upon completion of training period	Company-Wide
Birthday Gifts	Gift for birthday person	Company-Wide
Operation of Corporate Resort	Employee use of company-operated resorts	Company-Wide
Employee Apartment	Free move-in (management fee is self paid), free hot water and heating (excluding some buildings)	Sukpo Smelter
Support for Health Checkups	Support for employee health checkups	Company-Wide
Nurse Consultation	In-house health manager (nurse) consultation services	Sukpo Smelter
Educational Financial Aid	Eligible employees	Company-Wide

Zinc School

Executives provide lectures as instructors at the in-house Zinc School, sharing not only information related to processes and products but also insights gained from years of experience with employees. The 2023 Zinc School training took place from April to November and included sessions on organizational culture, ethical management, and ESG-related topics.

Employee Training Programs

YOUNG POONG operates a variety of training programs to develop talent and respond to the rapidly changing business environment and evolving business structure. These programs are operated based on the voluntary participation of employees.

Performance Evaluation System

YOUNG POONG evaluates performance through a total of five stages, from self-assessment to final evaluation. To ensure fairness, high evaluation persons are required to submit supporting documentation, and separate competency assessments are conducted by position. The HR team incorporates factors such as disciplinary records, attendance, and performance evaluation history into the assessment. This includes evaluating issues such as violations of diversity and inclusion policies or ethical and compliance management policies reported through channels like whistleblowing, ensuring a fair evaluation process.

Step 1

Self-Assessment

Step 2

1st Assessment
(Team Leader)

Step 3

2nd Assessment
(Executive)

Step 4

3rd Assessment
(Site Manager)

Step 5

Final Evaluation
(CEO)

Labor-Management Communication

YOUNG POONG has established labor-management councils at each workplace in accordance with the Act on the Promotion of Employees’ Participation and Cooperation. These councils meet quarterly to discuss in depth issues that require joint labor and management resolution, such as improving employee welfare, handling grievances, and managing safety.

Organizational Culture Establishment Goals

YOUNG POONG aims to build a sustainable organizational culture grounded in diversity and inclusion. In light of the current challenges in our industry, such as the low proportion of female employees and the difficulty of attracting a young workforce, we are developing plans to recruit young talent and expand the hiring of female managers and employees by fostering a more women-friendly workplace culture. Through these efforts, we plan to gradually enhance the diversity of our workforce. Additionally, we intend to conduct a comprehensive diversity, equity, and inclusion (DEI) assessment across the organization and actively collect employee feedback in order to introduce programs that will help establish a truly diverse and inclusive culture.

구분, 목표, 세부 추진 목표를 나타낸 표
Classification	Goal	Detailed Objectives
Classification	Goal	2025	2026	2027
Establishment of DEI Assessment and Performance Monitoring System	Conduct annual DEI assessments and foster continuous improvement in DEI culture.	Conduct organizational culture assessments through DEI surveys and interviews.	Disclose DEI performance indicators and establish improvement plans.	Conduct DEI leadership workshops and awareness training for managers.
Engaging Female Workforce	Continuously increase the proportion of female employees.	Strengthen family-friendly policies (e.g., flexible work arrangements, promoting parental leave) to support work-life balance.	Develop and publicly share interview content featuring female technical role models.	Establish female-only facilities within sites (e.g., rest areas, nursing rooms).
Engaging Youth Workforce	Increase the proportion of employees aged 34 or younger.	Promote the company through MZ generation-friendly channels such as YouTube and social media.	Implement preferential hiring policies for local young talent (additional points for local hires).	Operate youth technical internship programs through industry academia collaboration.