CSRC regards employees as its most important asset. A deep understanding of employees is an important cornerstone of the Company’s growth. Therefore, we are dedicated to creating an equitable and respectful workplace, providing employees with a comprehensive and secure employment environment, and upholding our fundamental commitment to society and sustainable operations. In formulating its “CSRC Human Rights Policy,” CSRC strictly adheres to the United Nations Global Compact, the United Nations Universal Declaration of Human Rights, and the ILO Declaration on Fundamental Principles and Rights at Work, along with labor-related laws and regulations applicable to each of its operational locations. The policy applies to CSRC, its domestic and foreign subsidiaries, joint ventures, and other Group-affiliated enterprise organizations with substantial control capabilities, covering 100% of its operations. It aims to fully demonstrate the responsibility to respect and protect human rights and to treat current colleagues with dignity and respect. We firmly believe that only when employees are happy, respected, and able to fully unleash their talents, can they grow together with the Company. Although the Company has not conducted a human rights due diligence assessment, it has conducted an internal employee risk assessment within the Group, covering inclusivity in the workplace, forced labor, human trafficking, sexual harassment, workplace misconduct, overtime work, child labor, occupational health and safety management, employment and occupational discrimination, totaling nine items.
In 2023, CSRC Group had no incidents violating labor rights in the Greater China region, and the Maanshan Plant was recognized by the local government of Anhui Province as an Integrity Demonstration Unit for Labor Security and an A-grade unit in the Labor Security Integrity Evaluation of Maanshan City.
In 2023, CSRC implemented human rights policy advocacy and training. In Greater China, 100% of personnel completed online readings of the human rights policy. Regarding training, new employees received education on the human rights policy (including prohibition of employment discrimination, diversity and inclusion, anti-discrimination and harassment, prohibition of child labor, prohibition of human trafficking, and prohibition of forced labor), maintaining a 100% compliance rate. In the future, CSRC will continue to conduct human rights advocacy and training in a variety of ways through online platform education and training in May 2024, and promote the practice of human rights advocacy across all operational sites.
Percentage of CSRC employees in each region receiving diversity, discrimination and/or harassment or related training in 2023
Coverage rate of human rights policy training advocacy
CSRC’s human rights policy guarantees the implementation of all national labor laws, prohibiting child labor and forced labor. Regardless of whether workers work overtime, shifts or regular holiday (leave) duty, there are corresponding measures to protect the rights and interests of employees and reduce the risk of forced labor by CSRC. In 2023, the CSRC Group did not have any forced labor incidents.
| Note 1 | Outbound overtime means that if there is an abnormality in equipment in urgent need of repair in the middle of the night, the on-duty workers will go to the plant temporarily for repairs. |
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 complaint process for sexual harassment is to file a complaint with the Human Resources Department after the incident. After the case is accepted, the application department will be established to conduct investigations in a private manner and the disposal will be implemented based on the investigation results. In response to the sexual harassment that has occurred, the target of a complaint shall be appropriately punished in accordance with the relevant provisions of the work rules and it shall be recorded in his or her personnel data. There shall be subsequent follow-up, assessment, and supervision of related behaviors to ensure the effective implementation of disciplinary or handling measures, and to avoid retaliation or any similar incident. If the subject has counseling or medical needs, he/she will be referred to professional counseling or medical institutions for treatment and counseling upon application. Additionally, the EAP shall be engaged for professional psychological counseling services.
We also conduct education and training on the prevention of sexual harassment, providing new employees with guidance on sexual harassment prevention, and explaining to employees the definition of sexual harassment, behavior patterns, internal complaint channels, and internal investigation procedures. For example, at the Linyuan Advanced Plant in the Greater China region, new employees are required to sign the “Linyuan Advanced Written Statement on Prohibition of Sexual Harassment in the Workplace.” There is also a complaint mailbox: hrservice@csrcgroup.com.
In order to prevent workplace violence, we have established plans to prevent illegal harassment while performing duties. The “Linyuan Advanced Prevention Plan for Illegal Harassment while Performing Duties” aims to respond to workplace violence that has occurred, in addition to providing health and psychological counseling for associated employees while making work adjustments. We will also assist both parties in the coordinated handling of workplace violence, including necessary legal assistance, internal discipline, and so on, and follow up with related reviews and improvements. Furthermore, the relevant file records will be kept for at least three years.
At the same time, in order to protect the rights and interests of the physically and mentally handicapped, ensure their equal opportunities to participate in society, politics, economy, culture, etc., and promote their self-reliance and development, and in response to the Physically and Mentally Disabled Citizens Protection Act of the Ministry of Health and Welfare, our Linyuan Advanced Plant in the Greater China region has established barrier-free toilets and special physical ramps for people with disabilities to improve the working environment. No incidents of discrimination or harassment occurred at CSRC Group in 2023.
Number of discrimination or harassment reports in the past three years at CSRC
Barrier-free facilities at the Linyuan Advanced Plant in the Greater China
