Human Rights Management and Commitment
Advantech has formulated the "Advantech Human Rights Policy and Commitment", which was reviewed and approved by top management, to protect the fundamental human rights of all employees, suppliers, customers and stakeholders. We consider the international human rights framework, corporate development strategies and external trends, including "Universal Declaration of Human Rights," the "United Nations Global Compact," and the International Labour Organization's "Declaration on Fundamental Principles and Rights at Work." We comply with the laws and regulations of the locations in which the Company operates, and we formulate human rights policies in accordance with the "United Nations Guiding Principles on Business and Human Rights."
Advantech also has a human rights risk investigation process, which involves regular assessments and management improvements for identified areas of concern. The process entails the selection of relevant risk topics (including "Human Rights Risks") by Audit Committees. Risk ratings are reviewed for each issue, and high-risk groups are identified for appropriate management. No cases of discrimination or harassment complaints were reported in 2022. Additionally,
Advantech employees must adhere to the "Advantech Business Conduct," which encompasses labor standards, humane treatment, prohibition of child labor, and non-discrimination against employees. It strictly prohibits any form of discrimination or violation of human rights. To ensure employees' understanding and compliance with these policies, the company conducts annual education and training on the Code of Integrity Management and legal compliance. This training includes providing employees with proper channels for reporting and disciplinary actions while ensuring the confidentiality of whistleblowers' identities and reported content. In 2022, the education and training coverage rate for the
"Advantech Code of Ethics and Business Conduct" was 100% for indirect employees, with a training completion rate of 96.8% (5,627 indirect global employees). In cases where employees still need to complete the training, the system notifies them and their line managers at the beginning of each month, prompting the managers to ensure their direct reports complete the training promptly. Additionally, the Advantech Taiwan Manufacturing Center (factory) conducts mandatory education and training sessions on the
"Advantech Business Conduct," which covers non-discrimination and anti-harassment topics, with a coverage rate of 100% for direct employees.
Freedom of Association
The Company supports all types of employee self-organized clubs and unions at different levels (for instance: Advantech has established labor unions in Germany, the Netherlands, and Japan, as well as labor representatives in Japan and France) to promote employee equality in various regions. In 2023, Advantech's global freedom of association coverage rate reached 94.7% (100% was not achieved due to no information having been collected for other regions* yet).
In Europe, worker councils were started by employees in some regions of Advantech Germany (Advantech Europe BV and Advantech GmbH) and Advantech in the Netherlands. Employee representatives were elected regularly, and the council held regular labor-management meetings with the Company to discuss employee-related issues. Advantech France also regularly elects labor representatives to speak out on employee-related issues and partake in labor-management meetings.
In the U.S., employees of Advantech USA are entitled to the freedom of association and are free to regions* join or form labor unions. However, since Advantech USA continues to treat its employees well, they have not exercised their right to form a union. The Company regularly communicates with employees and collects feedback through HR newsletters.
In Asia, all employees of Advantech Japan are entitled to the freedom of association. In particular, ATJ (Advantech Technologies Japan Corp) has unionized while AJP (Advantech Japan. Co., Ltd.) regularly elects labor representatives to speak out on employee-related issues and partake in labor-management meetings. Advantech China (including plants) regularly discusses and resolves employee welfare-related issues through Employee Welfare Committee representatives. Advantech headquarters is equipped with an Employee Welfare Committee, and quarterly labor-management meetings were convened in various headquarters locations (Rui-guang Headquarters, Yang-guang Building, Donghu, and Linkou plants) to communicate labor rights and interests (including salary, attendance, and benefits), listen to employees' feedback, as well as discuss and decide on various key issues.
Advantech strives to minimize human rights conflicts; hence it has implemented the following management measures on employees, suppliers, and customers. The relevant regulations were also disclosed. After investigation, Advantech does not currently face any risks related to freedom of association and collective bargaining at any of its locations of operation or with any of its suppliers.
Whistle-blowing and Grievance Mechanisms
Since 2015, Advantech has formulated the "Prevention Plan for Prevention of Unlawful Acts against Executing Duties" based on the Occupational Safety and Health Administration guidelines of the Ministry of Labor. This plan aims to prevent employees from experiencing unlawful acts by employers, supervisors, colleagues, or service recipients in the workplace or during work-related activities (including commuting), which may result in physical or mental harm, such as workplace violence, including physical, verbal, psychological, or sexual harassment.
Complaint Mechanism: When employees encounter incidents of physical or mental unlawful acts while executing their duties, they should complete the "Workplace Unlawful Acts Reporting and Handling Form" and report it to their respective supervisors (or the HR department). Alternatively, they can use the complaint channels established on the company's internal website's policy page (phone, fax, email) for reporting, and dedicated personnel will handle the complaints.
Handling of Reports: Handling complaints or reports must ensure objectivity, fairness, and impartiality while safeguarding the rights and privacy of victims, complainants, and reporters. Upon receiving a report, supervisors, HR personnel, and occupational safety personnel must complete the "Workplace Unlawful Acts Reporting and Handling Form" within 24 hours. The process follows the procedures outlined in the "Handling Process for Incidents of Physical or Mental Unlawful Acts against Executing Duties".
Process and mechanism of human rights management
Reporting and Appealing Mechanism
