Arcadyan adheres to international labor-related human rights norms such as the International Labor Organization conventions, the United Nations Universal Declaration of Human Rights, and the United Nations Global Compact. The company has established a "Human Rights Policy Declaration," committing to providing a safe, healthy, harassment-free, and non-discriminatory work environment. Forced labor and child labor are strongly prohibited, and discrimination is strictly forbidden. Arcadyan ensures equal job opportunities and promotes a culture of open communication, respect, and diversity. An open management model has been established to assist employees in maintaining physical and mental well-being, as well as achieving work-life balance.
Key operational locations of Arcadyan participate in the Responsible Business Alliance (RBA) Validated Assessment Program (VAP) and undergo Joint Alliance for CSR (JAC) audits to ensure compliance with human rights management. As of 2023, Arcadyan's global operational sites have not experienced any significant human rights violations.
Arcadyan Human Rights Policy
- Takes into respect in all aspects of our operations, including economy、society、culture、citizen.
- Respect differences, accommodate multiculturalism, and provide a non-discriminatory working environment.
- Provide a safe、healthy working environment without harassment.
- Eliminate unlawful discrimination to ensure equal employment opportunity.
- Eliminate forced labor and abolish child labor.
- Forbid the suppliers to use the raw materials considered as the conflict minerals.
- Create an environment conducive to communication and establish an open-minded management model.
- Support and assist employees in maintaining and work -life balance.
Management Indicator
- Zero on-site accident in 2023
- Zero child labor in 2023
- Zero forced labor complaints in 2023
- 100% human rights awareness training rate for new employees in 2023
Human Rights Due Diligence
Arcadyan established Human Rights Risk Management Cycle to conduct risk identification, prevention, and improvement concerning potential human rights issues within its operations and supply chain. By adhering to the RBA Code of Conduct and stakeholder expectations, Arcadyan continuously safeguard workers' labor rights.
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Prohibition of Child Labor
Arcadyan adheres to the law and does not employ individuals under the legal minimum employment age (16 year-old). Ascadyan's "Corporate Social Responsibility Best Practice Principles" explicitly prohibits the use of child labor. To prevent inadvertent hiring of individuals under 16, Arcadyan's "Recruitment and Appointment Rugulations" and "Control Procedures for the Use of Child Labor, Juvenile Workers and Student Workers" require new employees to present identification documents for verification upon onboarding. In 2022, there were no instances of child labor employment at any Arcadyan operational sites.
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Prohibition of Forced Labor
Arcadyan ensures that all its operational sites comply with the International Labor Organization (ILO) Conventions, the United Nations Universal Declaration of Human Rights, the United Nations Global Comp act, and various international human rights conventions and local regulations. Any actions that infringe on or violate human rights are strictly prohibited. Arcadyan also adheres to the UK Modern Slavery Act 2015, firmly banning forced labor and protecting employees' personal freedom. This includes respecting employees' rights to freely choose employment, resign, work overtime, and move freely without any form of coercion, such as contract labor or debt bondage. The company prohibits the confiscation of employees' identification cards, passports, or work permits and ensures that employees are not subjected to retaliation or threats for their work or service, including debt repayment-related tasks. Employees have the right to resign by providing the company with the legally required notice and completing the necessary departure procedures. Arcadyan conducts regular internal audits and controls to ensure compliance with regulations against forced labor. In 2023, there were no violations of forced labor regulations at any of Arcadyan's operational sites.
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Diversity, Equity and Inclusion
Arcadyan respects employees' diversity, gender equality, and well-being. All Gender Restrooms are accessible for employees of all gender identities and those with physical limitations. Arcadyab actively seeks to attract a diverse range of job candidates, arranging for female managers to represent the company at campus recruitment events. Female managers share their experience on women's involvement in the technology industry to encourage and guide women in STEM (science, technology, engineering and mathematics) to realize their full potential. Starting in 2023, Arcadyan has also offered leadership training courses for female managers to support their personal growth and excellence.
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Prevention of Discrimination, Harassment, and Workplace Violence and Aggression
Arcadyan prohibits all forms of discrimination and adheres to principles of fairness and equality in matters such as recruitment, compensation, benefits, training, promotion, dismissal, or retirement. Discrimination based on region, race, ethnicity, background, social class, ancestry, religion, disability, gender, sexual orientation, gender identity and expression, pregnancy, marital status, political stance, appearance, age, or union affiliation is strictly forbidden.
Arcadyan has established the "Procedures for Workplace Sexual Harassment Prevention Measures, Complaint, and Disciplinary" in accordance with Article 13, Paragraph 1 of the Gender Equality in Employment Act. The company prohibits any form of sexual harassment, including gestures, language, and physical contact. An internal grievance mechanism, including a dedicated email, hotline, and fax, is available to protect employees from retaliation when reporting incidents. Designated personnel with no conflicts of interest conduct confidential investigations and take corrective actions promptly. In 2023, Arcadyan headquarters received one workplace bullying complaint. The Human Resources Department processed the complaint, and after an investigation by relevant units, it was assessed and concluded that the complaint was unsubstantiated and the case was closed.
