Human Rights Policy and Management
Proxene respects and supports the basic human rights in international conventions, including the
principles and spirit of the "United Nations Universal Declaration of Human Rights",
"United Nations Global Compact", and "International Labor Organization Declaration on
Fundamental Principles and Rights at Work". It does not employ child labor, prohibits
forced labor, opposes discrimination or differential treatment in employment,
provides a safe and hygienic working environment, etc., and abides by domestic
labor-related laws and regulations such as the "Labor Standards Act", "Gender
Equality in Employment Act", and "Occupational Safety and Health Act". It formulates
personnel management rules and related work codes. All labor conditions from
employee recruitment, appointment, related benefits to retirement are in compliance
with relevant laws and regulations. In accordance with the Labor Standards Act and
related laws, it establishes "work rules" and complete personnel management regulations to
implement equal remuneration, employment conditions , training and promotion opportunities to
protect the rights and interests of employees.
01
Create a safe and healthy working environmen
02
Provide fair and reasonable wages and working conditions
03
Eliminate discrimination and ensure equal employment opportunities
04
Prohibition of child labor
05
No forced labor
06
Protecting privacy and preventing harassment
07
Respect for freedom of association
08
Providing complaint mechanisms and channels
09
Help employees maintain physical and mental health and work-life balance
Workplace Diversity Strategy
In implementing our Workplace Diversity Strategy, the company employs personnel based on merit (ability-oriented). In our recruitment, hiring, training, rewards, promotion, termination, retirement, and other terms of employment, we do not discriminate based on race, class, language, ideology, religion, political affiliation, place of origin, birthplace, gender, sexual orientation, age, marital status, appearance, facial features, disability, previous union membership, or any other legally protected status. Furthermore, the company adheres to the principle of equal pay for equal work.
The various diversification indicators in the past two years are as follows:
Employee ethnicity indicators
|
Year
|
2023 | 2024 | ||
|
Category
|
Of all employees Proportion (%) |
Management level Proportion (%) |
Of all employees
Proportion (%) |
Management level
Proportion (%) |
| Nationality |
67.5% | 100% | 69.5% | 100% |
| Foreigners |
32.5% |
0% | 30.5% | 0% |
|
Index / Year
|
2023 | 2024 |
| The percentage of female employees in the total workforce ( % ) |
37.3% | 38.4% |
| The percentage of female in managerial positions (%) |
26.7% | 33.3% |
|
Project / Year
|
2023
|
2024 | |
| Average training hours per employee |
1.5 | 10 | |
| Average hours of training for employees by gender |
Female Male |
1.7 1.5 |
5.9 12.6 |
|
Category / Year
|
2023
|
2024 | |
| People with disabilities |
1.8% | 2% | |
| All Staff |
By age group: 18~30 By age group: 30~50 By age group: 50 and above Total |
15.1% 60.2% 24.7% 100% |
11.9% 62.9% 25.2% 100% |
Human Rights and Labor Education Training
Proxene arranges relevant human rights education and training sessions periodically throughout the year (including understanding labor laws, prevention of unlawful infringement, and sexual harassment prevention advocacy). We also provide general occupational safety and health training.
In 2024, a total of 75 participants were trained, with a total training duration of 300 hours. All relevant regulations are also simultaneously announced and publicized.
Labor-Management Communication
According to the "Implementation Measures for Labor-Management Meetings", the Company invites labor representatives to state employees' opinions on various issues. Representatives from both labor and management fully discuss issues of concern to employees at the meetings to build consensus between the two parties . Labor-management meetings are held regularly to promote harmony between the two parties and to create good labor-management relations. Labor-management meetings are held quarterly with 5 representatives from each party participating in the meetings . Employees are encouraged to communicate with relevant personnel in an open and transparent manner at any time if they have any opinions.
In addition, the Company's internal network and website also have email mailboxes that can be used to communicate directly with senior managers, so that colleagues can feel free to complain or express their opinions through this channel. If employees have any suggestions for the company's operations or believe that their rights and interests have been damaged, they can feedback their opinions and ideas through the above channels in order to achieve the purpose of two-way communication .