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Human Rights Management

GS E&C practices human rights management in compliance with international standards and guidelines such as the Universal Declaration of Human Rights and the UN Guiding Principles on Business and Human Rights. To this end, the company has established a human rights risk management system based on its Human Rights Charter, regularly assesses and improves human rights risks, and shares the results with stakeholders, aiming to minimize and prevent potential human rights violations in the course of business activities.

Human Rights Management System

인권경영 내재화 이해관계자 인권 향상

인권경영 내재화 이해관계자 인권 향상

기본 원칙

  • 차별금지
  • 결사 및 단체교섭 자유 보장
  • 책임있는 공급망 관리
  • 근로조건 준수
  • 강제노동 및 아동노동 금지
  • 지역주민 인권 보호
  • 인도적 대우
  • 산업안전 보장
  • 고객 인권 보호

국제 표준 및 가이드라인 준수

세계인권선언, UN 기업과 인권 이행원칙, 국제노동기구 핵심협약, OECD 실사 가이드라인 등등

Human Rights Management Policy

This policy applies to all directors, officers, employees, and subsidiaries of GS E&C in all their functions and at all locations worldwide, including joint ventures that GS E&C enters. We also expect our business partners, suppliers and contractors to comply with fundamental Human Rights.

Human Rights Management PolicyOpen/Close

Article 1 Overview

1) Purpose of Establishment

GS E&C recognizes the importance of the universal values of human rights and corporate social responsibility in the corporate management process, and pursues the company’s sustainable growth and development by respecting the human rights of all stakeholders, including employees, consumers, partners, and local residents. GS E&C hereby establishes the Human Rights Management Policy to actively implement human rights management and to minimize and prevent human rights violations that may occur due to corporate activities

2) Scope

The Policy applies to all executives and employees of GS E&C. If the matters handled under the Policy conflict with the laws and regulations of a local country, it is recommended to first comply with local laws and actively implement the Policy to the extent that it does not harm the compliance policy of GS E&C.

Article 2 (Basic Principles)

The Human Rights Management Policy of GS E&C supports international standards and laws of labor and the principles established by human rights related international organizations and bodies such as the Universal Declaration of Human Rights, the UN Guiding Principles on Business and Human Rights, the International Labor Organization Constitution, and the OECD Due Diligence Guidance for Responsible Business Conduct.

1) Prohibition of Discrimination

GS E&C shall not discriminate against anyone in its human resource management process, including employment, promotion, education, wage, and welfare, on the ground of race, gender, ethnicity, nationality, religion, disability, age, family status, social status, and political opinion. The company shall structure its organizational culture to promote respect for the diversity of employees.

2) Working Conditions

GS E&C complies with the legal work hours of each country in which it engages in business, and it pays all employees reasonable wages for their work. In addition, GS E&C provides a work environment appropriate for the performance of duties and sufficient opportunities for education to develop the competency of all employees and improve their quality of life.

3) Humane Treatment

GS E&C respects the privacy of executives and employees and fully protects personal information. It does not abuse, mentally or physically, or adversely treat any executives and employees.

4) Guarantee of the Freedom of Association and Collective Bargaining

GS E&C recognizes the freedom of association and the right to collective bargaining guaranteed by national and regional laws and creates an environment that facilitates smooth communication with the company. In addition, employees shall not be treated unfairly due to the formation, membership, and activities of labor unions.

5) Prohibition of Forced Labor and Child Labor

When hiring employees, GS E&C does not force any form of labor against the free will of its employees and complies with the minimum age of employment specified in the national and local laws and regulations of the regions in which it operates businesses.

6) Guarantee of Industrial Safety

A safe and hygienic working environment is provided to all executives and employees, and separate safety equipment and safety training are provided to employees working in dangerous working environments. GS E&C shall promptly provide appropriate compensation for accidents or diseases that occur in its worksites.

7) Management of a Sustainable Supply Chain

GS E&C recommends major suppliers and partners to comply with their human rights protection obligations, and if necessary, takes appropriate measures to implement the human rights management of suppliers and partners.

8) Protection of the Human Rights of Local Residents

All executives and employees of GS E&C are cautioned not to interfere with the human rights of local residents when carrying out their work. In particular, the rights to safety and health of local residents and freedom of residence are protected.

9) Protection of the Human Rights for Customers

All executives and employees of GS E&C shall not harm the health and safety of consumers and shall not exaggerate or mislead consumers in advertising or marketing. GS E&C shall respect the privacy of consumers as much as possible and take the best measures to protect personal information collected and saved by the company.

Article 4 (Risk Management System)

GS E&C regularly evaluates and improves human rights risks and shares the results with stakeholders. In addition, an organization or a person in charge of human rights management may be designated to establish the human rights risk management system.

리스크 관리체계

  • 인권헌장 제정 및 선언
  • 인권경영 시스템 수립/이행
  • 인권 리스크 점검 및 평가
  • 인권 리스크 개선 지원
  • 인권경영 이행현황 공시

Article 5 (Relief Procedure)

GS E&C operates a grievance handling system as a human rights relief procedure for stakeholders. Issues received through various reporting channels online and offline shall be dealt with in accordance with the process for prompt and reasonable resolution. The confidentiality of reporters or victims shall be guaranteed in the process. Measures shall be taken to ensure that the reporter does not suffer any disadvantages for reporting.

구제절차

  • 상담/접수
  • 조사
  • 보완조치
  • 모니터링

Article 6 (Goal)

1) Expanding Awareness of Human Rights Management Among Executives and Employees

GS E&C provides various human rights education programs for executives and employees, including programs to improve awareness of disabilities and prevent sexual harassment and bullying in the workplace. GS E&C strives to internalize human rights management by improving the completion rate and effectiveness of employee education through various educational methods.

2) Expanding the Scope of Human Rights Due Diligence

GS E&C conducts human rights due diligence every year to identify human rights risks and aims to improve the human rights of stakeholders in all value chains by gradually expanding the scope of its human rights due diligence.

Appendix

This Policy shall enter into effect on May 18, 2023.

Human Rights Management Implementation Organization

GS E&C has established a systematic governance structure to enhance employees’ awareness of human rights and to mitigate human rights risks. The ESG Committee under the Board of Directors serves as the highest decision-making body for the implementation of human rights management, making key decisions on significant human rights issues. Relevant departments, including the ESG Team, are responsible for executing human rights management practices through the Human Rights TF.

인권경영 추진 조직도

  • 이사회
  • ESG 위원회
  • ESG부문(ESG팀)
    인권TF
    HR, Compliance, 조달, 안전·품질·환경, BM관리, 본부CM팀 등

Human Rights Risk Management

GS E&C regularly assesses and improves human rights risks by considering various stakeholders related to its business sites, value chain, and other business relationships, and shares the outcomes with relevant stakeholders.

Human Rights Risk Management System

인권경영 추진 조직도

  1. Enactment and declaration of the Charter of Human Rights
  2. Establishment/implementation of human rights management
  3. Inspection and evaluation of human rights risks
  4. Helping to reduce human rights risks
  5. Disclosure of human rights management performance

Human Rights Due Diligence Process

인권실사 프로세스

  1. Human Rights Impact Assessment
    1. Human Rights Risks Identification
      • Human Rights Survey
      • Self-Assessment on Human Rights
      • Employee Interviews
    2. Human Rights Risks Assessment
      • Key management items are selected based on likelihood, severity, and the company's current status.
  2. Mitigation Planning and Execution
    • Awareness Improvement for Employees(Training, Campaigns)
    • Improvement of Systems and Procedures
    • Preventive Actions & Monitoring
  3. Effectiveness Assessment
    • Measure effectiveness through regular comparative improvement
    • Implement corrective actions for identified shortcomings

Supply Chain Human Rights Management

GS E&C includes its partners and some subsidiaries within the scope of human rights due diligence. Through human rights surveys, the company identifies human rights risks in the supply chain, shares its human rights management policy, and clearly defines the obligation for partners to comply with the Code of Conduct. Additionally, GS E&C promotes awareness of human rights through education and campaigns.

Relief Procedure for Human Rights Violations

GS E&C operates a grievance handling system to promptly and fairly resolve issues reported through various reporting channels. We ensure confidentiality for whistleblowers and victims, and take measures to protect them from any disadvantage or retaliation.

Counseling/
Reception
  • Type: Verbal abuse, physical assault, personal insults, sexual harassment, bullying, unfair work orders, etc. (Workplace harassment)
  • Reporting Channels: Cyber reporting system, email, phone, in-person visit
  • Investigation: Investigator designated by the Compliance Team
Investigation
  • Review of the report and evidence
  • Separate interviews with the victim, perpetrator, and witnesses
  • During the investigation, depending on the case, the victim and perpetrator may be separated in the workplace or placed on paid leave
Results
Reporting
  • If it is deemed a human rights violation, appropriate personnel or disciplinary action will be taken depending on the severity.
  • If it is not considered a human rights violation, the parties involved will be notified and the case will be closed.
Remedial
Actions
  • Provide feedback to the whistleblower on investigation results and actions taken
  • Conduct monitoring to prevent secondary and tertiary harm
  • Report the status of human rights violation cases and investigations to the Ethics Committee