Human rights management
Amorepacific declared its support for the UN Global Compact (UNGC) in 2007 and upholds the Universal Declaration of Human Rights and the recommendations of the National Human Rights Commission of Korea. In 2018, we also established and announced our human rights policies reflecting our commitment towards human rights management, while promoting the implementation of human rights management across the overall value chain.
Human Rights Policy Statement
Amorepacific Group upholds the Universal Declaration of Human Rights and the recommendations of the National Human Rights Commission of the Republic of Korea. We are dedicated to identifying and managing any potential human rights issues throughout our entire business operation, including subsidiaries and supply chain.
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Identifying Human Rights Risks and Human Rights Due Diligence
Human Rights Due Diligence Process
Amorepacific Group identifies human rights issues in its subsidiaries and overall business activities by comprehensively considering past human rights issues, frequency of occurrences and severity. Our human rights due diligence focuses on vulnerable areas based on the characteristics of each subsidiary and local laws and regulations, and findings are reflected in the Group's remediation action to improve and prevent recurrence.
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Risk Identification of Human Rights
Checklists are created based on the Universal Declaration of Human Rights, ILO standards, labor-related laws, group human rights policies, and partner sustainability guidelines. Business characteristics of each subsidiary and local laws are considered.
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Risk Assessment of Human Rights
Evaluations are conducted targeting employees, partners, and customers. Compliance with sustainability guidelines and identification of vulnerable areas are inspected.
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On-Site Inspection of Human Rights
Voluntary checks and on-site inspections are carried out.
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Corrective Actions and Management
Demands for corrections and monitoring are made. Support is provided through the involvement of responsible, collaborative staff and external experts.
Human Rights Due Diligence
Amorepacific Group has established a systematic human rights management system to prevent possible human rights violations during the business process. We conduct a regular human rights due diligence process once a year to identify human rights risks in business operations and prevent potential violations. In order to identify the human rights issues that may arise throughout the value chain, such as forced labor, human trafficking, child labor, freedom of association, qualification for collective bargaining, equal pay, discrimination, and consumers’ human rights, as well as environmental rights of the local community, we take into consideration of the past human rights issues, their occurrence frequency, severity, and other relevant factors comprehensively. In addition, through the human rights due diligence process, we check vulnerable areas intensively for each stakeholder category such as employees, customers, local communities, and suppliers, considering the business characteristics and local laws for each subsidiary. The identified vulnerable areas are improved through specific corrective actions, and relevant personnel in the field and external experts are deployed to support the implementation of remedial actions. The human rights due diligence in 2022 was conducted through written surveys (in Korean and English) and pre-planned on-site due diligence. As a result of the due diligence, one issue related to sexual/work harassment at workplace was identified through the reporting channel, so corrective action was taken. For other major issues that were considered to have potential risks, a risk management task list tailored to the topic of the issue had been established and delivered to the business site.
Employee Education on Human Rights
We internally train all of our employees on preventing sexual harassment at workplace and improving understanding of disabilities. Through such human rights trainings, we thrive to prevent sexual harassment at the workplace, spread the value of coexistence, and improve perceptions regarding disabled coworkers. Regular online trainings were conducted in 2022, and additional trainings were provided for the new employees and those who did not receive training.
Building Labor-Management Relations of Trust
For the past 30 years, Amorepacific has maintained a dispute-free labor-management relationship by building mutual trust and continuous communication. Amorepacific and all subsidiaries comply with Labor Relations Act and relevant regulations and conduct self-inspections of work conditions at least once a year. Our Labor Relations and HR Teams provide support in areas that need improvement according to inspection findings. As of end of 2022, Amorepacific Labor Union consists of 2,006 members, which account for 67.5% of all employees. Employees can freely join or withdraw from the union and the collective bargaining agreement entered every two years applies to all employees. Amorepacific labor-management council is held every quarter as a venue to discuss employee welfare, grievance handling, safety management and other ways to achieve mutual growth. There are other various communication channels as well such as business briefings, sharing business plans, and labor union members’ meetings, encouraging active communication between labor and management.