CSRC deeply understands that employees are the cornerstone of the company's growth. We are committed to establishing a workplace that is equal and respectful, providing employees with a comprehensive and secure employment environment. This commitment is fundamental to our social responsibility and sustainable business practices.

CSRC strictly adheres to international human rights conventions such as the United Nations Global Compact, the Universal Declaration of Human Rights, and the International Labour Organization's Declaration on Fundamental Principles and Rights at Work, as well as labor-related regulations in the locations where we operate. We have established the " CSRC Human Rights Policy," which applies to CSRC Group, its domestic and international subsidiaries, joint ventures, and other group-affiliated organizations with substantial control, covering 100% of our operations. We also comply with personal data protection laws to safeguard and protect the personal data rights of all employees. This policy fully reflects our responsibility to respect and protect human rights, treating and respecting current employees with dignity. We firmly believe that only when employees are happy and respected can they fully utilize their talents and grow together with the company.

The company has conducted internal human rights reviews and assessments of human rights impacts, covering five key areas: workplace inclusion and diversity, forced labor, excessive working hours, sexual harassment, workplace misconduct, child labor, and employment and occupational discrimination. These assessments cover 60% of our facilities. In 2024, there were no incidents of labor rights violations.

CSRC's Human Rights Policy and Implementation Status in 2024

CSRC Human Rights Policy

In the Greater China region, 100% of personnel have completed the online reading and advocacy of the human rights policy in 2023. The content of the human rights policy, which includes prohibitions against employment discrimination, promotion of diversity and inclusion, equal employment opportunities, anti-discrimination and harassment, prohibition of child labor, prohibition of human trafficking, and prohibition of forced labor, has been incorporated into the training materials for new employees. This ensures that all new hires receive training on these policies, maintaining a 100% completion rate of human rights policy advocacy among employees in the Greater China region.

In India, the human rights policy is also included in the training for new employees at both plants, which covers the advocacy of the sexual harassment policy. Additionally, a mandatory annual sexual harassment prevention seminar is conducted in accordance with legal requirements.

CSRC will continue to utilize online platforms for educational training and will employ various methods to promote human rights advocacy and training. This approach aims to ensure the practice of human rights advocacy across all operational sites.

Percentage of CSRC employees in each region who received training on diversity, discrimination, harassment, or related topics over the past three years.

Coverage rate of human rights policy training advocacy

CSRC’s human rights policy ensures compliance with all national labor laws. It explicitly prohibits child labor and forced labor, with these issues incorporated into the annual audit program. Regardless of whether employees work overtime, shifts, or during holidays/day-off, appropriate measures are in place to protect their rights and interests, thereby reducing the risk of forced labor. In 2024, no incidents of forced labor were reported across the CSRC Group.

CSRC has set up "Measures for Prevention and Control of Sexual Harassment in the Workplace and Measures for Complaints and Handling of Cases" to provide a working environment free from sexual harassment for all employees, dispatched personnel, and job applicants. Furthermore, we take appropriate preventive, corrective, disciplinary, and handling measures to protect the rights and privacy of the parties. The scope of application of the Measures includes all employees of subsidiaries under the direct jurisdiction of the Company. The sexual harassment complaint process involves submitting a complaint to the Human Resources Department after an incident occurs. Upon receiving a complaint, a handling committee is formed to conduct an investigation confidentially. Based on the investigation results, appropriate actions are taken. In accordance with the relevant work rules, the accused will be subject to appropriate disciplinary action, which will be recorded in their personnel file. Follow-up actions include tracking, evaluating, and supervising related behaviors to ensure the effective implementation of disciplinary or handling measures and to prevent recurrence or retaliation. If the involved parties require counseling or medical assistance, they will be referred to professional counseling or medical institutions for treatment and counseling upon request. Additionally, the Employee Assistance Program (EAP) will be involved to provide professional psychological counseling services.

In addition to incorporating anti-recruitment discrimination and anti-career development discrimination policies into the "New Employee Recruitment and Employment Measures" and promoting these policies among HR colleagues and hiring managers, we also conduct training on the prevention of sexual harassment. This includes providing new employees with information on the definition of sexual harassment, behavioral patterns, the company's complaint channels, and internal investigation procedures. For instance, at the Linyuan Advanced Plant in the Greater China region, new employees are required to sign the "Linyuan Advanced Workplace Sexual Harassment Written Statement." Additionally, a complaint mailbox has been established: csrc_hr@csrcgroup.com.

To prevent workplace violence, we have established the "Linyuan Advanced Workplace Misconduct Prevention Plan." This plan addresses incidents of workplace violence by providing affected employees with health and psychological counseling, as well as making necessary work adjustments. We also assist in mediating between the parties involved in workplace violence, including providing necessary legal assistance and internal disciplinary actions. Subsequent reviews and improvements will be conducted, and relevant records will be retained for at least three years.

In the Greater China region, the Maanshan Plant regularly promotes related policies and supervises employee behavior to prevent workplace violence, sexual harassment, and discrimination.

In India, both the CCIPL and CCET plants have established anti-sexual harassment policies. These policies, based on the principles of gender equality, clearly define prevention regulations and complaint channels. They are also included as fundamental topics in the onboarding training for every employee.

Additionally, to protect the rights of individuals with disabilities and ensure their equal participation in social, political, economic, and cultural opportunities also to promote their independence and development, in response to the Ministry of Health and Welfare's People with Disabilities Rights Protection Act, the Linyuan Advanced Plant in the Greater China region has installed accessible restrooms and ramps for individuals with disabilities. Similarly, the CCET plant in India has also installed ramps for individuals with disabilities to improve their working environment. In 2024, there were no incidents of discrimination or harassment reported within CSRC Group.

Number of discrimination or harassment reports in the past three years at CSRC

Accessible facilities at the Linyuan Advanced Plant in the Greater China.

Accessible facilities at the CCET Plant in the India.