Labor Rights

Diamond Biofund > ESG > Social > Labor Rights

Labor Rights

Company Commitment

Diamond Biofund is committed to fulfilling its corporate social responsibility by protecting the basic human rights of all employees, customers, and stakeholders. The company adheres to international human rights conventions such as the “Universal Declaration of Human Rights (UDHR),” “UN Guiding Principles on Business and Human Rights (UNGPs),” “UN Global Compact (UNGC),” and the “International Labour Organization (ILO),” and complies with labor laws in the regions where it operates. The company has formulated human rights policies and specific management plans.

  • Support and respect for internationally recognized human rights declarations and ensuring no involvement in human rights violations.
  • Diversity, inclusion, and equal opportunities.
  • Prohibition of human trafficking, forced labor and child labor.
  • Provision of fair and reasonable salaries and working conditions.
  • Provision of a safe, sanitary, and healthy working environment.
  • Diamond Biofund does not have a labor union, but it holds regular labor-management meetings as required by law, respecting employees’ freedom of assembly and association. Employees can participate in external labor organizations.

To implement labor rights policies within its operations, Diamond Biofund provides education and training during onboarding and arranges at least one human rights-related training session annually, covering equality and non-discrimination requirements. In 2025, the company held sexual harassment and workplace violations prevention training in November, requiring all employees to participate. These courses deepen employees’ understanding of workplace bullying and sexual harassment and inform them about the company’s grievance mechanisms, providing a friendly work environment. To ensure compliance with legal regulations, all employees are required to take an exam, with a passing score of 80 or above.

Labor Practices Commitment

Communication, Feedback, and Grievance Channels

Diamond Biofund values all opinions and ideas and strives to provide open and transparent communication channels. Internally, the company has set up complaint hotlines and an email address, holds quarterly labor-management meetings, conducts interviews with new employees after their probationary period, and conducts exit interviews. Employees can use various channels to express concerns about organizational systems and the work environment. The company’s website offers contact platforms for expressing opinions to regulatory authorities, shareholders/investors, investee companies, employees, communities, and the media. Moreover, upholding a core culture of continuous improvement, the company conducts annual employee feedback surveys. Through anonymous surveys, employees can provide suggestions for improving work processes and systems. After compiling the survey results, the relevant departments use them to continuously optimize processes and systems. In 2025, no complaints were received.

Internal Communication and Grievance Channels
Communication and Grievance Email: hr@diamondbiofund.com

Human rights topic

Management and Mitigation Measures, Compensation Measures, and 2025 Implementation Results

(As Diamond Biofund has only one operational site, all management and mitigation measures, compensation measures, and 2025 implementation outcomes pertain to this site.)

Human rights topic

Management measures and mitigation measures

Compensation measures

2025 implementation results

Safe and Healthy Work Environment
  • Occupational safety and health management by Class-B qualified personnel.
  • Implement occupational health and safety management, regularly identify and evaluate effectiveness, improve workplace health, and reduce risks of occupational injuries.
  • Regularly hold occupational safety and health-related training and provide necessary insurance.
  • Arrange workplace health safety lectures.
  • Provide sufficient medical assistance.
  • Arrange regular health checks for employees. If an occupational injury prevents them from performing their original duties, offer flexible relocation or reduced hours.
  • If a major occupational injury occurs, provide leave and salary compensation as required by law.
  1. No major occupational diseases caused by work.
  2. No occupational accidents occurred.

Wage Equality

 
  • The “Remuneration Committee” adjusts salaries annually based on the overall economic environment and employee performance.
  • Establish a fair and just evaluation system as the basis for employee salaries, bonuses, and promotions.
  • Achieve internal fairness and enhance external competitiveness.
  • Reference industry salary adjustments, set salary ranges, and evaluate employee salary levels.
  1. 100% employee evaluation rate

Freedom of Assembly and Expression

 
  • Respect employees’ freedom of association; employees are also free to participate in external labor organizations.
  • Establish an “Internal Communication and Grievance Channel” hr@diamondbiofund.com
  • Although no union is established, hold regular labor-management meetings by law, respecting employees’ freedom of assembly.
  • Provide grievance mailbox channels to help employees improve any major workplace issues.
  1. No related grievances.
  2. Four labor-management meetings held.

Prohibition of Child Labor
  • Hiring and onboarding processes must be handled in person.
  • Verify employees’ identity and documents to ensure authenticity.
  • If child labor is discovered, immediately remove them from the workplace, arrange a legally compliant health check, and ensure their health is unaffected.
  1. No child labor hired.

Reasonable Working Hours
  • Review overtime work status in each department monthly and issue timely reminders.
  • If it is necessary to work beyond regular working hours, an extension may only be granted with the agreement of the labor-management meeting, and the total extended working hours must not exceed the legally prescribed 46 hours.
  • If department supervisors require overtime due to work needs and with the consent of the respective personnel, they must submit a prior application and obtain post-approval.
  • If it is found that there is evidence of forced labor or excessive working hours, the supervisor will be required to take necessary corrective measures and provide compensation according to the law.
  • If frequent overtime occurs, optimize work processes and reduce labor and work hours.
  1. No overtime work.
  2. No related grievances.

Prohibition of Forced Labor

 
  • The HR department proactively conducts regular conversations with employees.
  • Comply with local laws when applying for and hiring foreign workers.
  • If it is found that there is evidence of forced labor or excessive working hours, the supervisor will be required to take necessary corrective measures and provide compensation according to the law.
  1. No forced labor.
  2. No related grievances.

Prohibition of Human Trafficking

 
  • Monitor hiring procedures to meet standards and prevent human trafficking risks.
  • If discovered, immediately remove them from the workplace and report to law enforcement for investigation.
  1. No human trafficking.
  2. No related grievances.

Family Life Rights

 
  • Manage employees’ work hours by law, regularly reviewing monthly work hours to ensure compliance with regulations and prevent excessive hours.
  • Provide various benefits to care for employees and strengthen work-life balance.
  1. No overtime work.
  2. No related grievances.

Gender Equality and Sexual Harassment Prevention

 
  • Human rights policy integrated into recruitment, employment, retention processes, with no gender differences.
  • Implement equal pay for equal work, fair benefits, promotion conditions, and unemployment protection, and regularly disclose gender equality data.
  • Regularly arrange workplace sexual harassment prevention courses and set up sexual harassment prevention measures in the workplace.
  • If gender discrimination or sexual harassment occurs, consider adjusting personnel duties or work areas.
  • Penalize violators according to company regulations. For severe cases, legal action will be taken.
  1. For gender equality-related data, please refer to the content in the Gender Equality section of this chapter.

Workplace Discrimination and Bullying
  • The “Sexual Harassment Prevention Measures, Complaints, and Disciplinary Measures” has been formulated.
    Establish an “Internal Communication
  • Establish an “Internal Communication and Grievance Channelhr@diamondbiofund.com
  • If gender discrimination or sexual harassment occurs, consider adjusting personnel duties or work areas.
  • Penalize violators according to company regulations. For severe cases, legal action will be taken.
  1. No related grievances.

Environmental Pollution

 
  • Establish an ESG Statement for investment targets, and annually review the implementation status of each investment target.
  • If an environmental pollution incident occurs with an investment target, it is required to respond and handle it in the shortest possible time, minimize the extent of pollution, and take responsibility for compensation and restoration.
  1. 100% of investment targets have signed the ESG Statement.
  2. No related complaints or penalties.

Personal Data Protection and Privacy
  • Implement the “Personal Data Protection Management Measures” to avoid violations of personal rights.
  • Regularly conduct training sessions.
  • Sign a personal data collection, processing, and use notification and consent form.
  • If personal data is lost or leaked in the workplace, report it to the General Management Department (HR), notify the affected party as soon as possible, and take corrective actions.
  • Continue employee education to strengthen data security awareness and adhere to employee ethics and conduct guidelines.
  1. No related grievances.
  2. 3-hour “Intellectual Property Concepts and Protection of Trade Secrets”personal data protection training course held.