ESG
A set of standards for Adimmune’s values is in alignment with Environmental, Social, and Governance factors
Human Rights Policy
Adimmune Corporation recognizes and complies with internationally recognized human rights standards such as the United Nations Universal Declaration of Human Rights, the United Nations Global Compact, the United Nations Guiding Principles on Business and Human Rights, and the United Nations International Labour Organization. Adimmune also complies with the relevant labor laws and regulations, and establishes personnel management and guidelines to eliminate any infringement or violation of human rights, and is committed to treating all employees with fairness, equality, and dignity. The human rights policies of Adimmune are as follows:
Creating an Anti-Discrimination, Affirmative, and Friendly Work Environment
Adimmune is committed to treating all employees fairly and equally in all hiring and employment practices, including promotion, incentives, training opportunities, job assignments, salary, benefits, disciplinary actions, and termination. We strive to create a workplace free of discrimination, ensuring inclusivity regardless of race, color, age, gender, sexual orientation, ethnicity, physical or mental disability, religion, political affiliation, union membership, national origin, marital status, gender identity, medical condition, pregnancy, or parental needs. We are also committed to gender equality in the workplace by providing gender-friendly pregnancy practices, setting up special chapters in the work rules on gender equality and sexual harassment prevention, and offering training on sexual harassment prevention, so as to introduce the concept of gender equality and create a gender-friendly workplace that respects diversity.
No Forced Labor
Adimmune respects the will of its employees, does not force or coerce unwilling employees to work, and specifies working hours and extended working hours to ensure compliance with labor laws and regulations.
Prohibition of Child Labor
Adimmune undertakes to prohibit the employment of child labor under the age of 16, and has never employed any child laborers. Adimmune also prohibits hazardous work for employees under the age of 20 and ensures their physical and mental health and safety.
Healthy and Safe Workplace
In accordance with safety and health laws and regulations, Adimmune regularly reviews employee health and safety risks and establishes preventive measures to establish and ensure a healthy and safe work environment.
Collaborative Labor-Management Relations
Adimmune is committed to creating a collaborative atmosphere between employees and employers. Adimmune has set up diversified communication channels and holds regular labor-management meetings to promote communication and coordination between employees and employers, so as to effectively resolve the differences in opinions.
Human Rights Policy Enforcement
| Project | Implementation Measures | 2024 Achievements |
|---|---|---|
| Creating an Anti-Discrimination, Affirmative, and Friendly Work Environment | 1. The Company advocates equal opportunity and stipulates that no improper qualification restrictions shall be imposed on the basis of age, gender, or racial group, which cannot be changed by individual efforts. 2. The Company has formulated a written statement and a complaint procedure on sexual harassment prevention, which every new employee is required to read and sign on the day of employment to confirm that he/she has clearly understood the contents. The Company also provides gender equality training programs. In addition to physical courses, online course videos on workplace sexual harassment and other unlawful abuse prevention are offered to all employees and supervisors. 3. The Company provides pregnancy-friendly practices, including breastfeeding rooms, parking spaces, maternity gifts, and childcare allowances. | No cases of illegal incidents or discriminatory harassment. |
| No Forced Labor | The Company has clearly defined working hours and extended working hours, and regularly reviews the attendance status of employees to avoid forced labor. | No cases of forced or compulsory labor. |
| Prohibition of Child Labor | The Company prohibits the employment of child labor under the legal employment age. New employees are required to provide identification to the Company on the day of employment to ensure that there are no oversights and that they are recruited legally in accordance with local laws and regulations and the regulations of the competent authorities. | No cases of child labor. |
| Healthy and Safe Workplace | The Company has an environmental safety and health policy and provides complete fire safety training, occupational safety and health training, health promotion, annual health checkups, and free influenza vaccinations to ensure the safety and health of our employees in the workplace. | No major occupational accidents. |
| Collaborative Labor-Management Relations | The Company holds labor-management meetings once every three months or when necessary, to ensure smooth communication and co-prosperity between employers and employees. It also provides channels for complaints, such as telephone, physical mailboxes, and email, to protect employees’ rights and interests and assist them in resolving issues related to personal rights or unfair treatment at work, so as to enhance a harmony workplace. | Convene regular labor-management meetings to ensure smooth communication between labor and management. |