GPM is committed to fulfilling its corporate social responsibility and safeguarding the fundamental human rights of all employees. The Company recognizes and adheres to internationally recognized human rights standards, including the Universal Declaration of Human Rights, the United Nations Global Compact, the UN Guiding Principles on Business and Human Rights (UNGPs), and conventions of the International Labour Organization (ILO).
GPM strictly prohibits any form of human rights abuse or violation and clearly demonstrates its commitment to treating and respecting all employees with fairness, dignity, and equality. The Company complies with labor laws and gender equality regulations in the jurisdictions where it operates and has established policies and measures related to human rights protection and labor practices. These policies and related implementation measures are reviewed and approved by the Sustainability Committee before being implemented.
To promote transparent communication, GPM has established open and direct communication procedures between employees and management and provides multiple communication channels. Through these channels, the company communicates corporate policies, employee benefits, and various activities, while also ensuring that employees’ opinions can be fully expressed and appropriately addressed.
The Human Rights Policy is communicated to stakeholders through various channels, including the corporate website and intranet announcements, poster displays, training programs, employee code of conduct acknowledgment, supplier code of conduct promotion, and sustainable supply chain briefings. These measures help ensure that stakeholders understand their rights as well as the Company’s grievance mechanisms.
In 2025, GPM conducted a human rights risk assessment covering employees and suppliers. Human rights issues were prioritized based on the level of potential impact. The assessment results were incorporated into relevant functions and operational processes, and mitigation and remediation measures were developed for key human rights issues to reduce potential human rights risks.
Since April 2022, GPM has incorporated human rights policy awareness into its new employee orientation training. In 2025, a total of 31 participants completed the training, representing 31 training hours in total.
Scope of Application
This policy applies to GPM’s own operational sites and suppliers, covering all employees and overall business operations. GPM also expects its supplier partners to follow the same standards and jointly uphold these human rights principles.
Human Rights Assessment
Non-discrimination
Diversity and equal opportunity
No forced labor
No child labor
Freedom of Assembly and Association
Freedom of Expression
Fundamental Labor Rights
Healthy and safe workplace
Training and Development
Work-Life Balance
No Workplace Violence and Harassment
To implement effective human rights management and achieve its sustainable development objectives, GPM established the Corporate Sustainability Committee in 2016. The committee is responsible for setting the Company’s sustainability goals, management policies, and action plans, and serves as the highest governance body for sustainability. The committee is chaired by Chairman Chen Cheng-Hsing, who also serves as the Chief Sustainability Officer, and convenes twice each year.
lIn June 2022, several functional committees were established under the Corporate Sustainability Committee, including the Corporate Governance Committee, Risk Management Committee, Environmental Sustainability Committee, Sustainable Supply Chain Committee, and Social Inclusion Committee. These committees enable dedicated management of key sustainability areas through specialized responsibilities. Through collaboration among these committees, the Company identifies annual material topics and risk issues, which become priority management items to accelerate the achievement of sustainability objectives.
lAmong them, the Social Inclusion Committee serves as the primary unit responsible for human rights governance. It coordinates the management of human-rights-related matters and convenes meetings based on project needs. Topics discussed include labor and human rights, talent recruitment, talent development, employee health and safety, among others. Strategies and action plans are adjusted according to actual conditions. The Corporate Sustainability Committee integrates corporate resources and cross-departmental collaboration, while the progress of various initiatives and performance indicators are regularly reported to the Corporate Sustainability Committee.
Employee Survey Satisfaction Survey Results and Implementation:
| object | All colleagues |
| topic | Seven aspects, including organizational identity and atmosphere, work content and satisfaction, leadership and communication of supervisors, cross-departmental communication and cooperation, salary and benefits, working environment, and satisfaction of each unit |
| Coverage rate | 83.19% |
| Responsible for the investigative unit | Human Resources Department |
| Survey frequency | Once a year |
| During the investigation | 2025/01/01~2025/12/31 |
| Overall satisfaction | 4.12 points (minimum 1 points; Maximum 5 points) |
| Findings | 0.13% increase in score compared to last year |
| Improvement programs | According to the project with the lowest average score in the quantitative data in the survey, the improvement plan is formulated, and 2 communication courses are planned to be held in the first half of 2026 to provide general employees with participation in learning. In the second half of the year, a series of communication courses will be launched, extending from general employees to supervisors. |
