Human Rights Protection
OUCC is committed to treating every employee fairly, continuously promoting equal rights, equality, and diverse mechanisms, creating a work environment conducive to employees’ strengths development, and demonstrating its commitment to human rights in its interactions with suppliers and the community.
OUCC actively adheres to the core spirit of the “Universal Declaration of Human Rights”, the “ILO Declaration,” the “The United Nations Global Compact” and “Responsible Business Alliance Code of Conduct.” We abide strictly by all labor-related laws and regulations. Human rights issues concerning employees, suppliers, and community members are included in the assessment and consideration of all aspects of our operations. OUCC has established a diversified work environment where everyone receives fair treatment and is given equal rights and opportunity, fulfilling our corporate social responsibility.
OUCC actively adheres to the core spirit of the “Universal Declaration of Human Rights”, the “ILO Declaration,” the “The United Nations Global Compact” and “Responsible Business Alliance Code of Conduct.” We have established the “Human Rights Policy of Oriental Union Chemical Corporate” and strictly comply with government regulations on labor and human rights. In all aspects of our operations, we incorporate human rights considerations and assessments, covering employees, suppliers, community members, etc. We strive for fair treatment, equal opportunities, and a diverse working opportunities and environment where everyone is respected.
Relevant regulations are available to employees, which include “Work Rules,” “Rules Governing Personal Information,” “Rules Governing Employee Grievances,” and “Act of Gender Equality in Employment and Sexual Harassment Prevention, Grievance, and Discipline.”
Human Rights Training
We actively incorporate human rights education courses into safety and health training to help employees gain a deeper understanding of the basic principles and core values of human rights and are dedicated to enhancing all employees' awareness of human rights and their importance.
In 2025, OUCC's human rights outreach focused on topics such as gender-friendly care and labor rights, with a total of 381 participants and 210 hours of training. Furthermore, we have made relevant regulations, including the "Work Rules,""Personal Data Management Regulations,""Rules Governing Employee Grievances,"and"Act of Gender Equality in Employment and Sexual Harassment Prevention, Grievance, and Discipline," publicly available in our documentation system for easy access by employees. This measure aims to further protect employee rights.
We value the ethics and integrity of our employees and require all employees to sign an "Employee Ethical Conduct Consent Form" upon joining the company. This form is included in their personnel files. This consent form specifically states that the employee agrees to abide by company regulations, personnel management rules, and confidentiality. All relevant documents are publicly available on the company's website for all employees to review.
In addition, new employees receive training and assessment in the Codes of Ethics upon joining the company. To reinforce employee adherence to ethical standards, we conduct training on the Codes of Ethics and the Best Practice Principles, and all employees are required to participate.
Human Protection Mechanism
Multiple Communication Channels
OUCC pays careful attention to the voices of the employees, promotes right communications with the employees via various approaches. In addition to regular labor-management meetings, the company communicates and discusses the labor/management coordination by means of diverse internal meetings, employee seminar and timely manner, to ensure the voices of employees are fully conveyed and attended.
A comprehensive communication platform not only allows the company to understand employee needs and concerns, but also enables immediate responses and negotiated solutions, effectively promoting labor-management harmony and thereby improving employee satisfaction and overall work efficiency.
2024 Employee Seminars in Linyuan
2025 OUCC Employee Satisfaction Survey Results and Implementation Status
I. Survey Overview
Since 2023, the Human Resources Department of OUCC has conducted an employee opinion survey every two years to better understand workforce dynamics and identify key talent retention indicators. The employee satisfaction survey was updated in August 2025.
• Survey Target: All employees (total of 372 employees)
• Coverage Rate: 100%
• Survey Frequency: Biennial (once every two years)
• Administering Department: Human Resources Department
• Survey Period: August 2025
• Valid Responses: 284 employees
• Response Rate: 76%
• Survey Dimensions:
The survey covered 10 dimensions, including:
1. Employee Care and Life Benefits
2. Growth and Development
3. Corporate Culture
4. Team Collaboration
5. Leadership and Governance
6. Operational Excellence
7. Technology Empowerment
8. Innovation
9. Sustainability and Social Responsibility
10. Overall Experience
• Rating Scale: 5-point Likert scale
II. Summary of Survey Results
Overall Satisfaction
• The overall satisfaction score was 3.52 out of 5, equivalent to 70.4 points on a 100-point scale.
• Approximately 70% of employees expressed agreement or satisfaction with the company overall.
High-Performing Dimensions
• Team Collaboration
• Leadership and Governance
• Sustainability and Social Responsibility
Dimensions Requiring Improvement
• Growth and Development and Technology Empowerment received relatively lower recognition, which indicates employees’ expectations and needs regarding
further enhancement in terms of career development and AI / digital tool applications.
III. Improvement Plans Based on the 2025 Employee Satisfaction Survey
In response to the survey items with lower satisfaction levels, the following targeted improvement plans have been formulated:
1. Employee Growth and Development
To reduce employees’ uncertainty regarding promotion and future career development and to strengthen managers’ coaching roles:
• Establish a Transparent Evaluation Mechanism
Clearly define promotion criteria and competency requirements for each job level to ensure fairness and transparency in the evaluation process.
• Develop Career Roadmaps
Create clear career development pathways for employees, enabling them to understand long-term growth opportunities within the company.
• Strengthen Managerial Accountability for Talent Development
Require managers to consistently provide performance feedback and designate “talent development” as one of their core managerial responsibilities.
2. Operational Excellence
Focus on improving organizational communication efficiency and precision in resource allocation:
• Enhance the Quality and Pace of Decision-Making
Clarify decision-making principles to reduce repeated revisions and accelerate execution efficiency.
• Strengthen Decision Communication
Provide transparent explanations for key decisions so employees understand the rationale and objectives, thereby minimizing communication gaps.
• Align Resources with Strategy
Reassess strategic objectives to ensure that workforce and resource allocation are aligned with business goals and to prevent misallocation of resources.
3. Technology Empowerment
Emphasize practical application rather than merely introducing new tools, with the goal of addressing frontline employees’ pain points:
• Digitalize High-Workload Processes
Prioritize digital transformation of frontline processes that are the most time-consuming and repetitive.
• Practice-Oriented AI Training
Move beyond conceptual advocacy by providing role-specific AI tools and hands-on scenarios that can be immediately applied in daily work.
• Use “Usability” as the Key Success Metric
The success of system enhancements will no longer be measured by whether a system is implemented, but by whether it is user-friendly and effectively solves real problems.