GIGABYTE upholds international human rights standards, including the Universal Declaration of Human Rights and the UN Global Compact, while ensuring full compliance with local regulations in all operating regions. We have established a comprehensive “Human Rights Policy” that outlines strict codes of conduct. Furthermore, our “Code of Corporate Conduct” explicitly mandates workplace principles such as “Striving for Organizational Justice, Respecting Diversity and Equality” and “Zero Discrimination, Anti-Violence, and Anti-Harassment.” These standards apply to all members of the organization, including board directors, executives, and general staff.

In our supply chain, GIGABYTEʼs “Sustainable Procurement Guidelines” strictly require suppliers to adhere to labor and human rights regulations. To foster a healthy and vibrant workplace, we further fulfill our “Healthy Workplace Commitment” by implementing initiatives that support employee mental and physical well-being and enhance self-care capabilities.

In 2025, the Company received five reported cases of sexual harassment and two cases of workplace bullying. Following formal investigations by the Grievance Investigation Committee, these allegations were substantiated. The individuals involved were issued disciplinary warnings according to company policy, and the results were disclosed on the internal corporate network.

• GIGABYTE Human Rights Standards: Please refer to the Human Rights Policy.
• Supplier Human Rights Standards: Please refer to the Conflict Minerals Management.
• GIGABTYE healthy workplace management: Please refer to the Healthy Workplace Commitment.

In order to protect all employees from being physically or mentally violated and causing mental illness during the performance of their duties, the company hereby declares in writing that it will never tolerate workplace bullying by any of the companyʼs management executives. Never tolerate workplace violence against employees of the company by colleagues of the company or by consumers, customers, related personnel, and strangers.

• Definition of workplace violence: Incidents in which workers are abused, threatened, or attacked in a work-related environment (including commuting) in such a way as to explicitly or implicitly pose a challenge to their safety, well-being, or health.
• Types of workplace violence:
  (1) Physical violence (such as beating, scratching, punching, kicking, etc.).
  (2) Psychological violence (such as threats, bullying, harassment, abuse, etc.).
  (3) Verbal violence (such as bullying, intimidation, interference, discrimination, etc.).
  (4) Sexual harassment (such as: inappropriate sexual hints and behaviors, etc.).
• All employees (including contractors) of the company are responsible for helping to ensure a working environment free from workplace violence. Anyone who witnesses or hears workplace violence should immediately notify the companyʼs personnel department or call the employee complaint hotline. After receiving the complaint, the company will conduct an investigation in a confidential manner, and if the investigation is true, it will be punished.
• The company absolutely prohibits any retaliation against complainants, informers or those who assist in the investigation, if any, will be punished.
• The company encourages colleagues (including contractors) to use the established internal complaint-handling mechanism to handle such disputes, but if employees (including contractors) need additional assistance, the company will also try its best to provide assistance.
• The companyʼs workplace violence consultation and complaint channels:
  (1) E-mail for complaints: HR@gigabyte.com
  (2) Personal safety is endangered: company security, police station.

To identify potential and actual adverse human rights impacts, GIGABYTE conducts Human Rights Risk Assessment. The assessment covers 81% of group operating sites and evaluates 16 core human rights issues. The methodology integrates likelihood (based on internal operating history and peer industry incidents) and severity—benchmarked against the UN Guiding Principles dimensions of Scale, Scope, and Irremediability—to construct a risk matrix and prioritize salient issues, ultimately identifying 7 salient human rights risks.

Over the past two years, 7 actual adverse human rights impact incidents occurred within our operations. For all confirmed incidents, GIGABYTE activated formal grievance and remediation mechanisms, completed corrective and remedial actions, instituted internal preventive measures and targeted training to mitigate impacts and prevent recurrence. For detailed remediation measures and grievance disclosures, please refer to Section 5.1, “Human Rights Protection,” of the GIGABYTE 2025 Sustainability Report.

GIGABYTE regards “People-Oriented” as a core corporate value. To fully implement human rights risk prevention and management, we go beyond strict legal compliance by integrating human rights principles into our daily management practices. Regarding prevention mechanisms, GIGABYTE consistently promotes human rights training, covering topics such as anti-workplace bullying, sexual harassment prevention, Diversity & Inclusion (D&I), and unconscious bias awareness. These initiatives ensure that every employee collaborates on a foundation of mutual respect, effectively eliminating the risk of discrimination at its source.

Strong labor-management communication is built on a foundation of mutual trust and support. GIGABYTE has established labor unions at both its Dongguan and Ningbo factories in China. In Taiwan, we foster interaction through various channels, including Labor-Management Meetings, the internal corporate portal, online publications, and annual employee surveys, creating a seamless communication platform. In 2025, the Headquarters achieved an average Administrative Satisfaction rate of 87%, while the overall Employee Satisfaction Survey score reached 4.55 (on a 6-point scale).