Human Rights Commitment and Diversity Communication

Commitments and Actions of Humans Right at Workplace

GIGABYTE supports international human rights conventions, such as Universal Declaration of Human Rights (UDHR) and the UN Global Compact, and complies with the local regulations of our operating locations. We have defined a number of human rights rules. For example, “strive for organizational justice, respect for diversity” and “anti-discrimination, violence and harassment” are included in our Code of Business Conduct. All board directors, managers, and employees are expected to protect human rights in the workplace by adhering to human rights and equality. There were no workplace harassment and discrimination occurred at GIGABYTE in 2023.

(For GIGABYTE’s code of workplace human rights, please refer to Chapter 2 of GIGABYTE Code of Business Conduct)

Human Rights Commitment and Actions

For the human rights management for supply chain, please refer to Conflict Minerals and Human Rights Management.

Zero Discrimination, Anti-violence, No Harassment

Written Statement Prohibiting Violence in the Workplace

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 company’s 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 company’s 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 company’s workplace violence consultation and complaint channels:
    (1) E-mail for complaints: HR@gigabyte.com
    (2) Personal safety is endangered: company security, police station

Smooth Communication Channels between Management and Labor

Good communication between management and labor is on the basis of mutual trust and mutual assistance. Although GIGABYTE does not have a labor union, we enhance labor-management interaction and communication through regular labor-management meetings, division-level management discussions, online article promotion, and annual questionnaire surveys every year.

Summary of Labor-Management Communication of the Year

Communication Channels Communication Outcomes of the Year Communication Focuses of the Year (extract)
Labor-Management Meeting Convened regular Labor-management meetings
  1. The leave system returns to normal as the epidemic slows down.
  2. Simplify and loosen requirements for welfare subsidy applications.
  3. Calendar and basic wage adjustments for 2024.
  4. Amend relevant internal working rules to comply with the latest laws and regulations.
  5. Promote the Groupʼs health reward mechanism, on-site masseur services, and rules for using meeting rooms at the operation headquarters.
Internal Web Ad hoc

Announce important information by the Company.

Promote relevant events.

Internal Newsletter “GIGA HI” 119 articles. Report the outcomes of the companyʼs events and highlights of past seminars.
HR Website

Articles sharing: 33 articles regarding career development and 19 articles about management practices

32,437 view times to the Webpages

Guide employees about the companyʼs development direction.

Provide employees with information on career development.

Employee Satisfaction Survey

Conducted once a year in the Headquarters.

Conducted monthly in Nanping Factory.

Conducted irregularly in China bases.

EAP Satisfaction Survey conducted once a year.

Focus on health care, security, cleaning, EAP, and other common services in order to continue improving equipment and services offered by the company.