Respect Human Rights

Respect for Human Rights

Human rights policies

WNC complies with the Universal Declaration of Human Rights, the UN Global Compact, the UN Guiding Principles on Business and Human Rights, OECD Guidelines for Multinational Enterprises on Responsible Business Conduct and the RBA Code of Conduct. It does not discriminate against employees based on their gender, sexual orientation, age, race, nationality, religion, marital status, or political views. In 2025, WNC launched a Human Rights Policy, extending human rights protection to employees, customers, suppliers, partners, and subsidiaries. Through comprehensive training, grievance and communication mechanisms, and rigorous due diligence, WNC is dedicated to safeguarding human rights. WNC incorporates human rights concepts and related regulations into new and existing employee training and has established diverse and transparent proposal and communication channels. Additionally, the company regularly reviews its performance and track progress on issues such as the prevention of child labor and minor workers, forced labor, sexual harassment, labor-management communications, and freedom of expression.  

WNC ensures robust human rights management across the value chain, spanning employees, suppliers, contractors, customers, and local communities, while safeguarding the surrounding environment. This commitment is realized through clear policy guidance, due diligence, and transparent grievance mechanisms. In compliance with relevant regulations, no WNC sites employ workers under the age of 16. In 2025, no child labor was employed at any WNC site. In response to the global focus on living wages, WNC launched a training session dedicated to human rights and living wage standards. In addition, the company updated its annual ESG training materials to enhance sustainability awareness among all employees. Looking ahead, WNC will develop a living wage commitment statement in line with international trends to strengthen basic living safeguards for employees, suppliers, and other stakeholders. 

Human rights risk identification

Each year, WNC assesses its risks in accordance with global trends, the RBA Code of Conduct, the ISO 45001 management system, and stakeholders’ expectations. In 2025, the company conducted employee “labor rights due diligence,” under which relevant functional units worldwide identified human rights risks based on impact severity and likelihood, ensuring that corresponding management measures are in place and effectively implemented. For more information, go to Management Systems on WNC’s official website. 

Medium and high-level human rights risks in 2025 and mitigation measures 

Prevention of Workplace Harassment

To safeguard employees from workplace harassment, including physical, verbal, and psychological abuse as well as sexual harassment, WNC established Regulations on the Reporting and Handling of Workplace Harassment. The HR department is responsible for managing the corresponding prevention, grievance, and disciplinary mechanisms. Within 24 hours of receiving a complaint, a task force consisting of personnel from the HR and legal departments and the units of the involved parties is formed. The task force investigates, interviews, and reviews before submitting a report to the CEO. In 2025, WNC received 12 workplace grievance complaints, comprising 10 cases in Taiwan, one in Vietnam, and one in the United Kingdom. These incidents consisted of six workplace bullying cases and six sexual harassment cases. Internal disciplinary actions were taken, and all cases have been closed. 
 

Remedial measures include reviewing and adjusting work procedures, enhancing security monitoring, increasing promotion, initiating investigation procedures and implementing appropriate disciplinary actions. In 2025, WNC continued to promote its “A Workplace You Can Feel Safe In – Workplace Well-being” series of activities, including mandatory training for all employees and dedicated sessions for managers on “Preventing Unlawful Infringement in the Workplace and Preventing Workplace Sexual Harassment.” Through lectures on gender equality, WNC enhances employee awareness of personal rights and responsibilities, fostering a friendly and inclusive workplace. In compliance with local cultural and statutory requirements, WNC’s China, Vietnam, and Mexico sites have also established internal grievance mechanisms to address complaints, including those concerning sexual harassment. The HR department is responsible for conducting investigation, implementing appropriate measures, and notifying the involved parties, while employee representatives and the union supervise all related procedures. 
 

General Principles for Reporting and Handling Workplace Harassment

Step 1

Employees’ complaints or reports of workplace harassment incidents

Step 2

The Human Resources Department receives and is responsible for investigating

Step 3

Disciplinary action, reporting, and feedback to the parties involved in the incident

Step 4

Strengthen employee training and awareness campaigns to foster a safe workplace together

A Workplace You Can Feel Safe In

WNC introduced the “A Workplace You Can Feel Safe In” initiative at its Taiwan sites in 2021. The goal of this initiative is to create a workplace that ensures, emphasizes, promises, and protects the physical and mental wellbeing of employees. Through its Five Elements of Workplace Well-Being, WNC creates a friendly workplace where employees can feel safe. Following the introduction of this initiative at its China and Vietnam sites in 2025, WNC plans to expand it to the United States, Mexico, and Europe in 2026, progressively building a globally friendly workplace. 

WNC's Five Elements of Workplace Well-Being

 

Common good of WNC employees

 

 

Diversity and inclusion

 

 

Safety & Health

 

 

Healthcare

 

 

Consultation & Assistance

 

Common good of WNC employees

• WNC continues to offer training courses on Preventing Unlawful Workplace Infringement and Combating Workplace Sexual Harassment, including general courses for all employees and dedicated sessions for supervisors, to strengthen responsibility awareness and response capabilities across different roles.
• WNC hosted lectures on gender equality to enhance employee awareness of diversity and equality.

Diversity and inclusion

• WNC respects employees’ self-identification regarding gender, marital status, ethnicity, political affiliation, and religion.
• In 2025, WNC focused on cross-cultural and cross-generational themes, hosting a multicultural carnival and Intergenerational Communication Salon in Taiwan to foster interpersonal understanding and dialogue.

Safety & Health

• Leveraging educational videos, WNC enhances employee understanding of equipment safety and hygiene management.
• WNC’s employee cafeterias serve organic vegetables. In 2025, WNC received the Organic and Eco-Friendly Ingredients Utilization Award from the Green Dining Guide.

Healthcare

• WNC launched an influenza prevention initiative in 2016, providing all employees with free vaccinations. In 2025, a total of 2,461 vaccinations were administered, achieving a vaccination rate of 42.18%.
• Conducted health awareness training for employees on overseas business trips and subsidized preventive vaccines.
• All WNC sites in Taiwan obtained the Health Promotion Administration’s “Workplace Health Promotion Self-Assessment” certification.

Consultation & Assistance

• WNC integrated an Employee Assistance Program with a digital app to provide timely and professional consultation services. In 2025, 112 employees utilized this service.

Employee Communication 

WNC provides open and transparent feedback and communication channels to facilitate two-way and immediate dialogue with employees. In addition, public email addresses for stakeholder interaction and the reporting of violations are provided for employees to raise questions, offer suggestions, or file complaints with or without disclosing their identity. 

Communication channels at WNC sites 

Communication mechanism and participants		Taiwan sites	China sites	Vietnam site	Mexico Site
Consultative organizations	All employees	Labor-management committee Employee welfare committee  OSH Committee	Labor unions	Labor unions	Labor-management committee
Physical mailboxes		Plant manager’s mailbox	Suggestion box	Suggestion box	Physical mailboxes
System platforms		Employee Suggestions Platform	WeChat public platform	-	HR online platform
Email addresses		-	-	Plant manager’s mailbox [email protected]	[email protected]
Hotlines		-	8585 employee care hotlines	-	-
Forums	All employees	A Talk with the CEO forums	Employee Representative Forums	Employee Representative Forums	Town hall meeting
	Production line employees	Plant manager/shift manager/foreign employee forums	DL forums	Shift manager forums	Production line forums
	New employees	New Hire Forums New Hire Forums Experiencing WNC culture and a talk with the CEO forum	New employee forums	-	New employee forums
	Management	-	IDL/personnel on overseas assignment forum	Cultural experience forum for foreign managers	-
Complaint mechanisms	All stakeholders	Mailbox for violation reporting: [email protected] Mailbox for reporting workplace harassment and sexual harassment: [email protected] Stakeholder engagement mailbox: [email protected]

Note「 」The main channel at each site