Human Rights Management

Hanmi Science recognizes human rights management, talent development, and labor-management relations based on trust and respect as essential conditions for sustainable management and growth. Hanmi Science operates various talent development programs to ensure that each employee's capabilities are autonomously and creatively utilized, and conducts regular human rights impact assessments to proactively identify and mitigate negative human rights risks. Furthermore, Hanmi Science is strengthening labor-management relations based on respect through various channels. Going forward, Hanmi Science will continue to enhance the value of respect for humanity by achieving work-life balance and implementing various welfare systems.

Decision-Making Structure

Hanmi Science is striving to address employees' opinions and grievances by establishing various channels to listen to them. We have established employee councils and grievance handling committees at each workplace to hear employees' human rights-related grievances and suggestions.

Roles and Responsibilities of Dedicated Organizations

Strengthening Employees' Expertise in Human Rights Management

Hanmi Science provides training on preventing workplace harassment and sexual harassment, and improving disability awareness to all employees, including the CEO.

Human Rights Management Strategy

Hanmi Science complies with domestic and international human rights norms for responsible human rights management. Accordingly, Hanmi Science has selected eight key themes, including non-discrimination, freedom of association, and human rights protection, and applies them across the entire company, further striving to apply them to all stakeholders in its business relationships.

Proactive Identification and Action on Human Rights Risks

Human Rights Due Diligence

Hanmi Science conducts human rights impact assessments in accordance with human rights management regulations to identify potential and actual human rights risks. Hanmi Science's human rights due diligence is based on global guidelines such as the Universal Declaration of Human Rights and ILO Core Conventions, and involves an assessment of its human rights management system and surveys of all employees. In the future, Hanmi Science plans to expand the scope of its human rights due diligence to include various stakeholders, such as its supply chain.

2025 Human Rights Impact Assessment Results

In 2025, Hanmi Science conducted its first human rights impact assessment for all employees across all business sites, including production, office, and sales functions. The human rights impact assessment, conducted on a total of 10 elements, revealed no severe risks. It did identify 10 potential (lower-level) human rights risks, and immediate corrective actions have already been completed for 9 of them.

2025 Human Rights Impact Assessment Results Details

TOP 5 Most Important Human Rights Issues Selected by Employees

2025 Hanmi Science Employee Satisfaction Survey

Hanmi Science conducted an employee satisfaction survey targeting executives and employees to improve organizational culture in 2025. The Hanmi Science employee satisfaction survey consisted of a total of 57 indicators, including company life, human satisfaction, operational systems, and organizational culture, and was analyzed on a 5-point scale. Hanmi Science plans to conduct an employee satisfaction survey annually and will strive to create a better organizational culture through it.

Grievance Handling and Sexual Harassment Prevention Process

Hanmi Science complies with relevant laws such as the Labor Standards Act and the Equal Employment Act, and is making various efforts to establish human rights management, including preventing sexual harassment and workplace bullying. Hanmi Science is expanding its grievance handling process to not only its executives and employees but also stakeholders connected to Hanmi Science through business, and operates 'Report (K-Whistle)', a third-party anonymous reporting channel, to establish an organic corporate culture that prevents workplace disputes and fosters cooperation between labor and management. We will endeavor to promote the reporting channel in the future so that stakeholders can actively utilize it.

Hanmi Science Grievance Handling Receipts and Measures

Human Rights e-Newsletter with Hanmi Family 'Hanmi is Good! Human Rights e-News!'

Hanmi Group Human Rights e-Newsletter 'Hanmi is Good! Human Rights are Good!'

Hanmi Science has been publishing the human rights e-newsletter, 'Hanmi is Good, Human Rights e-News' since 2023 to strengthen communication with employees regarding human rights management.
'Hanmi is Good, Human Rights e-News' is shared with all Hanmi Science employees via email and the internal bulletin board, containing information on overall human rights management, including safety and health, welfare benefits, human rights policy guidance, and various reporting systems. To expand education on work-life balance and grievance procedures in 2026, it will be expanded from twice a year to four times a year.
Moving forward, Hanmi Science will continue to develop various policies and strengthen communication to spread and advance human rights management.

Achieving Gender Equality

Hanmi Science is actively striving to create a women-friendly work environment to encourage women's social participation and enhance their status. In particular, it provides equal opportunities without discrimination based on gender in recruitment and promotion. Among the total 24 executives at Hanmi Science, five are women, who are active in various fields. Additionally, to foster a women-friendly work environment, the company operates women's lounges and an on-site daycare center.

Employment of Persons with Disabilities

Hanmi Science is fulfilling its social responsibility of creating quality jobs for people with disabilities and ensuring employment stability, as well as pursuing diversity. Starting with the establishment of a Task Force for Recruiting People with Disabilities in 2020, the company strives to employ individuals with disabilities who fit the company's job roles and to discover new roles where they can work. Recruitment of people with disabilities is conducted through general recruitment and customized training recruitment in cooperation with the Korea Employment Agency for Persons with Disabilities, supporting them to quickly adapt to the company and demonstrate their capabilities. Currently, employed individuals with disabilities are demonstrating their skills in various roles such as in-house cafe baristas, office assistants, IT developers, web designers, video editors, and athletes who can work remotely.

Communication and Agreement Between Labor and Management

Hanmi Science listens to the voices of its employees to realize a corporate culture of trust and harmony. The Employee Council is a key communication channel, which operates quarterly at the headquarters and the Songtan plant. The Employee Council serves as a labor-management communication channel for sharing employee suggestions and improvements, where labor and management collaboratively discuss corporate culture, including HR regulations and welfare benefit systems. As of the end of 2025, 100% of all employees participate in the Employee Council. Furthermore, the working and employment conditions for all executives and employees are determined based on internal and external environments, employee needs, collective agreements, and management circumstances.