All stakeholders including Hyosung TNC employees, customers, and local communities have the right to dignity and happiness that cannot be transferred as human beings. We promise to grow together with all stakeholders through Hyosung Way, a value system of Hyosung TNC that leads the better life of mankind based on the best technology and management capability. Hyosung TNC supports the UNGC principles, the OECD Guidelines for Multinational Enterprises, and the labor standards laid down by the ILO, as well as the Universal Declaration of Human Rights adopted at the UN General Assembly. In addition, we promise to comply with the standards of labor rights and working conditions of all the countries in which we operate, as well as in Korea where our head office is located. This commitment is equally applicable to all stakeholders, including employees of Hyosung TNC, customers, local communities, and employees of partner companies.

Since 2021, we have been conducting human rights impact assessments on the holding company and its subsidiaries from the perspectives of company operation. These assessments are conducted at least once a year according to the human rights management guidelines and checklist issued by the National Human Rights Commission, and are subjected to thorough reviews by external experts, as part of our continuous efforts to improve the human rights of our workers.

Through the operation of external and in-house reporting channels, we actively receive opinions of internal and external stakeholders, including our employees, to protect human rights, improve the working environment, prevent violations of laws and codes of ethics, and enhance satisfaction. Cases received through external reporting channels are received directly by the person in charge of the Compliance Support and Audit Team and investigated according to the company's internal processes, and the contents of the report and the identity of the informant are investigated in strict secrecy to ensure that the contents of the report and the identity of the informant are not disclosed, and the progress is shared with the informant. We operate a separate HR consultation center for our employees and employees, and conflicts with superiors/co-workers received through the center, job aptitude problems, and harassment within the company are handled by the HR team personnel through individual consultation to take appropriate action and resolve the problem. Employees' suggestions such as the improvement of the in-house system and working facilities are reported through the company's anonymous bulletin board, and the person in charge of the human resources team forwards the agenda to the relevant department to carry out improvement activities.