Talent Attraction, Retention and Development

Diamond Biofund follows the United Nations Sustainable Development Goals “SDG 3: Promote Health and Well-being,” “SDG 5: Gender Equality,” and “SDG 8: Promote Economic Growth and Employment” to create a friendly, motivating work environment that encourages employees to enhance their self-worth. We believe that achieving sustainable business practices and continuously building and developing talent is key to success. The company enhances human capital from multiple angles, offering diverse learning channels and comprehensive training programs to equip employees with the professional knowledge and communication and management skills needed to face new challenges, while also ensuring mental and physical well-being.

2025 Training Goals
Diamond Biofund continues to invest in talent development, aiming for mutual growth with employees. In 2025, through general education, the company fostered a learning atmosphere within the organization, aiming to enhance professional and ESG general competencies. Below are our employee career development plans and learning outcomes:

• Internalizing ESG within the Organization
  Through annually scheduled ESG education and training, we aim to enhance employees’ understanding of ESG concepts and integrate these concepts into their daily work. In 2025, two ESG-related courses, “Smart Energy Saving” and “Soil Carbon Sequestration,” were arranged. In addition, in response to the implementation plan for IFRS S1 and S2 (Sustainability Disclosure Standards), the Finance Department and department heads jointly participated in the course “Education and Training on the Interpretation of International IFRS Sustainability Disclosure Standards.”

• Enhancing Integrity Management Concepts
  • To enhance employees’ understanding of integrity management, we added and planned educational content related to integrity management policies and encouraged all employees to participate.
  • During new employee orientation, we organized training on the “Code of Ethical Management,” providing integrity management knowledge and implementing related policies from the start of employment.
  • Annual training sessions on “Code of Ethical Conduct” and “Legal Compliance” are held annually. With all employees as the trainees, in December 2025 the courses “Protection of Trade Secrets and Case Analysis of Legal Liabilities” and “Insider Trading Prevention” were conducted, with a combined total duration of three hours and 22 participants attending each course (91.7%). In addition, the course “Intellectual Property Concepts and Protection of Trade Secrets” was conducted for three hours, with 20 participants in attendance (87%). Regarding other regulatory compliance courses, the “Gender Equality and Workplace Sexual Harassment Prevention Training” course was conducted, with a duration of one hour and a total of 21 participants (91.3%). The courses used case studies to reinforce the concept of integrity management, as well as to manage and prevent unethical behavior. Employees are also reminded of their confidentiality obligations regarding the company’s intellectual property. To ensure compliance with legal regulations, all employees are required to take an exam, with a passing score of 80 or above.
• As companies rapidly develop digital information, Diamond Biofund places increased importance on information security. In 2025, the company conducted training on information security topics such as “Personal Data and Smartphone Security Protection,” “Practical Personal Data Protection,” “IoT Security and Analysis of Recent Cybersecurity Cases,” “Corporate Anti-Corruption and Information Security Awareness,” “ISO 27001 Information Security Protection and Personal Data Protection Training,” “AI Applications and Cybersecurity Prevention,” and “Social Engineering and Password Protection Strategies.” to help employees better protect personal and company data in the digital era. In addition, training sessions on “Roles and Precautions for Each Unit During Information Security Incidents” were provided to department heads and audit personnel to enhance information security awareness and support the execution of information security drills.

In August 2021, Diamond Biofund introduced the “New Employee Mentoring System.” The company assigns managers or senior colleagues as mentors to assist new employees in quickly mastering company operations, departmental tasks, and job responsibilities.

Diamond Biofund’s human resource management follows three core pillars: recruitment, talent development, and retention. In terms of retention, the company bases its compensation system on industry characteristics, market trends, and future development. Compensation and rewards are provided based on the achievement of company goals and departmental and employee performance evaluations, with stock options offered as an incentive to encourage employees to contribute to the company’s operational performance and long-term value. The company’s compensation policy is based on job roles and responsibilities, with no differences in employee compensation based on gender, race, religion, political stance, marital status, or union membership. The company is committed to sharing its operational results and profits with employees, ensuring that compensation complies with the Labor Standards Act. The compensation policy is based on roles and responsibilities, with bonuses distributed according to annual performance evaluations, without gender-based differences.