Human Rights Policy

 Human Rights Management

To protect the legal rights of employees, Realtek complies with the local labor regulations at each of our operating locations around the world. It adheres to the spirit and basic principles of human rights protection set out in international human rights conventions, such as the “International Bill of Human Rights”, the “UN Global Compact”, and the “International Labor Organization (ILO) Declaration on Fundamental Principles and Rights at Work”. We adhere to the standards and spirit of the “RBA Code of Conduct” when formulating the “Human Rights Policy of Realtek Semiconductor” and “Realtek Semiconductor Labor Policy” to disclose policies and commitments, goals, mitigation measures and complaint channels on human rights-related issues, fully expressing our commitment to protecting human rights as well as the dignified treatment and respect of all employees and contractors.

We strictly prohibit unreasonable labor constraints on employees. We do not employ forced or bonded labor (including debt bondage), nor do we engage in the employment of involuntary or exploited labor, or individuals subjected to slavery or trafficking. Measures are taken to ensure that human resources policies do not contain discrimination based on gender, race, socioeconomic status, age, and marital and family status. We uphold equal and fair treatment in employment, including hiring conditions, remuneration, benefits, training, evaluation, and promotion opportunities. Additionally, we strictly adhere to the policy of not employing employees under the age of 18 (inclusive).

To strengthen human rights awareness among employees, in Realtek’s management seminars and training camps for new employees, everyone learns about the Company’s internal policies, guidelines, and sustainable development achievements. The activities enable all participants to fully understand the content of Realtek’s human rights policy. In 2023, human rights-related education and training totaled 94.6 hours, and enrollment in these classes totaled 647. There were no instances of non-compliance with human rights regulations at Realtek in 2023.           

  ‧ The Human Rights Policy of Realtek Semiconductor is 

  Policy implemented through the following guidelines: 

  1. Protection of Free Labor Rights

  2. Abolition of Child Labor and Underage Workers

  3. Providing Safe Working Environment and Legal Remuneration

  4. Attaching Significance to Employee's Physical and Mental Health

  5. Promoting Responsibility of Equality and Security

  6. Supporting Freedom of Association

  ‧ The Realtek Labor Policy:     

 

  1. Protect the rights and interest of employees

  2. Provide a healthy work environment

  3. Comply with national labor laws

  4. Advocate equality, safety, and accountability

  5. Value employee training and development

  6. Promote corporate engagement and responsibility

 Human Rights Due Diligence

Realtek firmly believes that talents are the most important asset of the Company. In order to fulfil corporate social responsibility and protect the legitimate rights and interests of employees, the Company creates an environment that values and respects human rights, and ensures the implementation of human rights management in the process of operation. The Company has treated and respects all employees and contractors with dignity. We have conducted a labor risk and regulatory compliance assessment since 2017. In 2022, we further aligned with the requirements of the UN Guiding Principles on Business Human Rights in respect of human rights due diligence and the guidelines of the GRI Standards in respect of due diligence to identify major issues related to human rights, compiled mitigation and remediation measures to comprehensively protected the human rights of our employees. The ESG committee members also took advice of the recommendations from external professional consultant during a special meeting on human rights due diligence and identified the material issues related to human rights.

Based on the laws and regulations, international human rights initiatives, past customer surveys, and key human rights issues of benchmark companies, Realtek gathered the sustainability members (representatives of relevant departments), led by external professionals, and discussed the risk categories and characteristics, past experience of relevant incidents, as well as the extent of subsequent remediation and mitigation measures through designated meetings, to identify the material topics related to human rights in 2022 and put forward seven basic human rights issues. All seven human rights issue risks are potential risks with low possibility of occurrence, as the management of human rights issue is vital. In order to actively strengthen the management of human rights issues, the Company listed the four issues with relatively high possibility of occurrence as major human rights issues. In addition, the Company analyzed the mitigation and remedial measures, continued to track the management, improved the actual management of human rights issues, and promoted the workplace environment of all employees.

‧ Realtek’s human rights due diligence process and identification results: 

 

 Human Rights Policy Download

 

 Comprehensive Communications and Service Channels

Realtek respects the characteristics, perspective, and voice of each employee while encouraging a culture of open and sincere communication throughout the Big Crab Family. To support these goals, we build a timely, two-way “employee communication” channels and hold both quarterly organizational communications meetings (labor-management meetings) and Employee Welfare Committee meetings. Realtek adheres to the principle of equal in speech, listen to and value diverse thoughts and opinions within the team. Employees can express their professional or constructive feedbacks and freely through various effective communication channels. Based on the situation, the Company responds to or provides support according to different needs. Realtek values the opinions expressed by employees and heeds constructive communications mechanisms as part of a commitment to building and maintaining a sustainable workplace that is friendly, thus promoting positive and harmonious relationships.