Human rights policies
BOT firmly believes that abiding by the principles and spirit of the Universal Declaration of Human Rights (UDHR), human rights policies of Taiwan Financial Holdings Co., Ltd., and the local regulations in the places where its global operating sites are located is crucial for itself and its value chain partners, and complies with expectations of stakeholders including the government, consumers, and customers.
BOT has included human rights related policies in its operating instructions, including the "Key Points for the Prevention, Complaint, and Punishment of Workplace Sexual Harassment", the "Key Points for the Prevention, Complaint, Investigation of Sexual Harassment and the Plan for the Prevention of Unlawful Infringements in the Performance of Duties", to oppose any form of discrimination or violation of human rights, such as sexual harassment or workplace bulling, and to standardize sexual harassment prevention measures.
| Reduction of Human Rights Risks in Workplace – Sexual Harassment Prevention Measures |
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While creating a healthy workplace, BOT has established the "Key Points for the Prevention, Complaint, and Punishment of Workplace Sexual Harassment" and set up a Workplace Sexual Harassment Complaint Evaluation Committee to monitor for any workplace harassment, discrimination or intimidating behavior behaviors, and prevent and control sexual harassment and protect victims' rights and interests. The Key Points for the Prevention, Complaint, Investigation, and Handling of Sexual Harassment monitor sexual harassment incidents outside the workplace as well. If BOT receives a complaint regarding unlawful infringement or sexual harassment in workplace, it immediately handles the situation according to the relevant regulations. The competent units are responsible for investigating and handling the case. Besides punishing the offenders and conducting gender equality education, we also help the victims receive psychological counseling through our employee assistance plan, and assist them with a smooth return to the workplace. To strengthen awareness of gender equality in the workplace and prevent the occurrence of sexual harassment cases, BOT requires each unit to convene internal meetings every month. We also post measures for the prevention of sexual harassment on the bulletin board and provide managers at each level with workplace sexual harassment prevention education and training, and general bank clerks with lectures on gender equality and sexual harassment prevention, creating an organizational culture of gender equality, friendship, and mutual respect. In 2023, BOT arranged training courses related to gender equality and other relevant topics in new employee training classes, with a course duration of 52 hours and 3,086 people participating. |
Employee Welfare Guarantee
In addition to basic rights in compliance with regulations such as public insurance, labor and health insurance, and special leave, BOT's employees may benefit from maternity leave, parental leave, family care leave, paid casual leave, sick leave, menstrual leave, miscarriage leave, and paternity leave according to the leave application rules of government functionaries and workers as well as the Gender Equality in Employment Act. By establishing an Employee Welfare Committee, BOT provides various welfare and subsidy measures. Two-thirds of the members of the Welfare Committee are elected by BOT's trade union, and the remaining one-third of members are appointed by management. Furthermore, to enhance employees' lives, improve physical and mental health, and enhance working efficiency and dedication, BOT is working on a "Plan for the Implementation of Knowledge Education and Cultural and Recreational Activities" to offer activities, and subsidize lecturers' fees every year. In 2023, it applied to set up 11 classes with 215 participants in total.
Free Childcare Service for Employees
Based on the initial intention of employee care and creating childcare-friendly environment, BOT established workplace childcare centers at the Taoyuan Building, Taoyuan Branch, Fengshan Branch, and Annan Branch in 2022. In the school year of 2023 (2023-2024), the children of 22 bank employees received childcare. The admission ratio of employees' children and the overall recruitment rate improved compared with those in the first opening year, showing the commitment of BOT to taking care of its employees and their children. The admission status is as follows:
| Workplace childcare center | Description |
|---|---|
| Taoyuan Building (Taipei City) | Founded on August 1, 2022, with childcare services launching on August 8. As of the end of 2023, 40 children were admitted (including 17 children of employees of BOT, 21 other children, and two children with special needs). |
| Taoyuan Branch (Taoyuan City) | Founded and childcare services launched on August 19, 2022. As of the end of 2023, 24 children were admitted (including one child of an employee of BOT, 19 other children, and four children with special needs). |
| Fengshan Branch (Kaohsiung City) | Founded and childcare services launched on August 1, 2022. As of the end of 2023, 37 children were admitted (including one child of an employee of BOT, 33 other children, and three children with special needs). |
| Annan Branch (Tainan City) | Founded and childcare services launched on October 19, 2022. As of the end of 2023, 24 children were admitted (including three children of employees of BOT, 16 other children, and five children with special needs). |
Unpaid Parental Leave
To promote a work-life balance, BOT has established an unpaid parental leave mechanism. With the prevalence of gender equality and work-life balance, the ratio of male employees applying for unpaid parental leave is rising. The assessment of employees on maternity leave is also independently calculated to ensure that their rights and interests are not affected by parenting. The reinstatement rate of employees from unpaid parental leave reached 97.7% in 2023, higher than the short-term goal of 95%. The detailed statistics of the number of employees on unpaid parental leave are as follows:
| Items | Male | Female | Total |
|---|---|---|---|
| Number of employees eligible for parental leave in 2023 (A) | 217 | 326 | 543 |
| Actual number of applicants for parental leave in 2023 (B) | 9 | 59 | 68 |
| Number of employees on parental leave scheduled for reinstatement in 2023 (C) | 15 | 72 | 87 |
| Actual number of employees on parental leave reinstated in 2023 (D) | 15 | 70 | 85 |
| Actual number of employees on parental leave reinstated in 2022 (E) | 3 | 82 | 85 |
| Number of employees who continued working for one year following reinstatement in 2022 (F) | 3 | 81 | 84 |
| Application rate (B/A) | 4.15% | 18.10% | 12.52% |
| Reinstatement rate (D/C) | 100.00% | 97.22% | 97.70% |
| Retention rate (F/E) | 100.00% | 98.78% | 98.82% |