Labor Human Rights
Labor Human Rights
- Social Inclusion
- LOHAS Enterprise
- Labor Human Rights
Human Rights Management
Inventec is committed to creating an equal and harmonious working environment. It is clearly stipulated in our policy that all factories around the world should treat all individuals equally, regardless of their race, social class, language, belief, religion, political affiliation, gender, marital status, and mental disability. We also invite our supply chain partners to join us to follow the same standards. We comply with and support the core principles of international norms and guidelines, including the Responsible Business Alliance Code of Conduct, the UN Universal Declaration of Human Rights, the UN Global Compact, the UN Guiding Principles on Business and Human Rights, the ILO Declaration on Fundamental Principles and Rights at Work, and the OECD Guidelines for Multinational Enterprises, as well as relevant laws and regulations of the countries where we operate. Based on these, we have formulated the human rights policy, to ensure the protection of human rights.
Major Milestones in Human Rights Management
Human Rights Governance
In December 2022, Inventec established the Sustainability Committee under the Board of Directors to implement human rights management and achieve sustainable development goals. The Sustainability Committee is responsible for setting the company's sustainable development goals, management policies, and action plans, and is the highest sustainability governance unit, with the chairman, independent directors, and general manager serving as members, and holding meetings at least twice a year. The Sustainability Office is responsible for integrating, compiling, and promoting the sustainable actions of the functional groups, and the six functional teams are responsible for leading various sustainability projects, and the functional group leaders are senior executives. The six functional teams include the Corporate Governance Team, the Green Innovation Team, the Sustainable Environment Team, the Sustainable Supply Chain Team, the Risk Management Team, and the Social Inclusion Team, among which the Social Inclusion Team is mainly responsible for human rights governance, coordinating human rights-related management affairs, and convening meetings according to project needs to discuss topics including labor human rights issues, talent development and recruitment, and occupational health and safety, which revising the strategic direction and action plan according to the actual situation. The Sustainability Office will assist in integrating corporate resources and cross-departmental cooperation and regularly report the achievement of indicators and project progress on each issue to the Sustainability Committee.
Inventec currently has two factories certified by the Social Accountability 8000 (SA8000), including child labor, working hours, forced labor, health and safety, discrimination, freedom of association and the right to collective bargaining, punitive measures, compensation and management systems, to pay attention to internal labor and human rights issues in the production chain and supply chain.
Human Rights Due Diligence
Inventec conducts human rights due diligence every two years. The common industry-specific issues for this due diligence are identified by referencing and consolidating relevant international human rights standards, the Company's internal regulations and guidelines, and human rights issues of concern to peers and benchmark enterprises. For each issue, potential adverse scenarios are developed, and the potential impact on the Company is assessed and prioritized to formulate relevant measures for high-priority issues. These human rights considerations have been integrated into the Company’s routine management practices. Please refer to Inventec’s Human Rights Due Diligence Report for details.
Inventec also plans to expand the scope of its new business relationships, such as mergers, acquisitions, and joint ventures, where human rights due diligence will be conducted as part of the evaluation process.
- All employees
- Women employees
- Migrant Workers
- Tier 1 Suppliers
- Tier 2,3 supplier
- Contractors
- Communities
Communication Channels and Grievance Mechanism
The Group's various plant sites have established a "Grievance System" to ensure a fair arbitration mechanism for employees whose human rights have been infringed upon. Inventec's "Global Employee Code of Conduct Management Measures" and "Employee Grievance and External Whistleblowing Management Regulations" explicitly encourage reporting any illegal or unethical conduct and outline disciplinary measures. The "Global Employee Code of Conduct Management Measures" also includes audit mechanisms, stipulating those violations of relevant regulations shall be handled in accordance with the "Global Employee Code of Conduct Management Measures" and "Personnel Management Measures" regarding punishments. Inventec protects whistleblowers from discrimination, coercion, reassignment, or other adverse treatment.
| The Six Major Communication Mechanisms | Practice | Shilin Headquarters | Taoyuan Factory | Pudong Factory | Chongqing Factory |
|---|---|---|---|---|---|
| Two-way communication between grass-root employees and executives | Team leader and workers’ representative forum | ||||
| Discussions on business strategy and operational development | Director level meeting | ||||
| Monthly meeting | - | ||||
| Cross-functional communication | Technical committee meeting, project meeting, and teams meeting | ||||
| Labor-management communication and welfare policy and promotion | Management and labor council | ||||
| Welfare committee meeting | - | ||||
| Problem response and information advisory | iService, LINE, WeChat, and Facebook | ||||
| HR and factory communication website | |||||
| Employee care hotline | |||||
| One-stop service contact | - | ||||
| Suggestion box | |||||
| Employee care group | Employee care committee meeting (forum) |
Employee Satisfaction Survey
In order to gain deeper insight into the core concerns of our employees and to enhance the employee experience, Inventec actively listens to the voices of employees and establishes policies to attract, retain, and develop outstanding talent, while continuously identifying areas for improvement. Through engagement surveys, we analyze employees’ work motivation and satisfaction, covering factors such as workplace benefits. In 2024, 83% of employees at the parent company participated in the survey, with 71% giving high satisfaction ratings. Inventec firmly believes that an increase in workplace satisfaction will drive talent recruitment and retention, boost productivity, and further improve overall business performance.
