Human Rights Commitment and Management
• Implementation of Human Rights Policies
momo established its "Human Rights Policy," committing to support and comply with international human rights standards—such as the United Nations Universal Declaration of Human Rights (UDHR), the United Nations Guiding Principles on Business and Human Rights (UNGPs), the United Nations Global Compact (UNGC), and International Labour Organization (ILO) Conventions—as well as various international human rights conventions and local laws and regulations, ensuring that fundamental human rights are not infringed upon and that both internal and external members of the company are treated with equality and dignity. Furthermore, the policy clearly delineates a reporting mechanism for human rights issues to maintain open communication channels with stakeholders. In 2025, there were zero reported incidents of discrimination related to gender, race, or other factors; no incidents of discrimination or human rights violations occurred during employee recruitment; and no operational locations experienced impacts on company operations due to human rights issues or forced labor.
Additionally, to encourage business partners to enhance the intensity of human rights management, momo formulated the "Sustainable Development Code for Suppliers and Contractors" as a foundational requirement governing business dealings between suppliers and momo. All new suppliers and contractors are required to sign this code before conducting product sales or partnerships. By actively engaging with suppliers, momo joins hands with suppliers to jointly implement human rights protection.
• Human Rights Management Mechanism
momo's human rights management mechanism is supervised by the Sustainable Development Management Committee, which tracks project implementation status through bi-annual Sustainable Development Management Committee CEO meetings to actively achieve set short-, medium-, and long-term targets, and periodically discloses progress to strengthen external communication.
?Additionally, opinions are gathered from various parties through internal and external feedback mechanisms, such as stakeholder questionnaires, stakeholder forums, and various feedback mailboxes, serving as an important reference for enhancing momo's human rights governance.
• Human Rights Due Diligence
momo conducted human rights due diligence by convening executives from relevant departments and colleagues from units in primary contact with value chain partners (merchandise/logistics/general procurement suppliers, contractors, and consumers) in daily business operations. Through workshops and questionnaire surveys, momo systematically reviewed potential human rights issues across company operations and the overall value chain, generated a risk matrix, identified the top five human rights risk issues, and inventoried relevant mitigation and remediation measures for the identified material human rights issues to grasp the current status of human rights management.
The top five human rights risks identified by momo are: "Product Safety", "Privacy", "Forced Labor", "Workplace Health," and "Decent Work and Labor Conditions" Please refer to the diagram below for detailed risk distribution:
Diversity and Gender Equality
To strengthen awareness of gender equality and gender diversity within the Company, momo established the "Gender Equality Promotion Committee" in 2021, with senior executives serving as members to drive various initiatives. By implementing three strategic dimensions—"Women's Empowerment," "Gender Equality Promotion," and "Friendly Workplace and Care"—momo actively creates a friendly working environment, enabling all employees to work in a diverse and inclusive workplace.
We continuously focus on "talent sustainability," the most crucial core of corporate sustainability, and actively advocate for women's empowerment policies. We conduct annual women's empowerment courses using a progressive learning approach, incorporating group discussions and interactive sharing to enhance the core management and leadership development decision-making capabilities of female executives. In addition, gender equality-related courses and seminars are organized for all employees, and compliance awareness courses are specifically implemented for supervisors.
momo continuously fosters an open, diverse, and inclusive working environment, attaches great importance to gender equality issues, and continually promotes education and training for gender equality, as well as measures related to work-life balance and friendly parenting for employees. momo was recognized with the "Gold Award" in the Taipei City Workplace Gender Equality Certification in 2022, and won the Gold Award again in 2024 (certification period: January 1, 2025 – December 31, 2026). In the future, momo will continue to participate in this certification and strive to promote the values of diversity, equity, and inclusion (DEI) to a broader social level.
Gender Ratio for Managerial Positions Over the Past Three Years
Labor-Management Communication and Labor Rights Protection
momo establishes diverse communication channels to strengthen labor-management communication and dialogue mechanisms, and actively promotes various communication channels to assist employees in resolving issues. Simultaneously, the Company irregularly utilizes emails, messages, and supervisor meetings to convey major company news and policies, thereby creating a two-way and open communication channel, building consensus, and driving the Company and employees toward shared goals.
• Labor-Management Communication and Labor Rights Promotion
To effectively coordinate labor-management relations and promote labor-management cooperation, momo establishes labor-management meetings held on a fixed quarterly basis, convening a total of 4 labor-management meetings in 2025. Currently, there are 10 labor representatives and 10 management representatives. Labor representatives are directly elected by all employees, gathering labor opinions from all major operational sites. Resolutions passed in labor-management meetings apply to all employees, covering 100% of the total workforce. In the event of major operational changes affecting employees, momo will communicate with employees in advance and comply with the advance notice periods stipulated by the Labor Standards Act: 10 days in advance for those who have worked for 3 months to under 1 year; 20 days in advance for those who have worked for 1 year to under 3 years; and 30 days in advance for those who have worked for 3 years or more, thereby safeguarding employee rights. No major operational change events occurred in 2025.
• Streamlined Grievance Channels
momo actively maintains smooth internal grievance channels, setting up dedicated hotlines, fax lines, dedicated mailboxes, or email addresses, which are disclosed in the stakeholder section on the official website. Issues can be reflected promptly through various channels, enabling the Company to handle them in a timely manner. All grievance cases can be communicated under safe and confidential conditions. Upon receiving a grievance, an initial interview will be conducted within one week, and the compiled information will be reported to senior management executives. Subsequently, a designated unit will conduct an investigation and, when necessary, establish a special project committee to report directly to the President. Upon approval, subsequent concrete handling plans will be formulated and the disposal status of relevant units will be tracked. In 2025, a total of 41 employee grievances (including sexual harassment grievances) were received, all of which were fully understood and actively handled, with no subsequent recurrence of grievances.
Employee Satisfaction Surveys
momo conducted the 2025 employee opinion survey from January 19 to February 6, 2026, to understand employee sentiments and provide an opportunity for employees to share suggestions for the Company. This opinion survey was conducted by the Human Resources Department, with the questionnaire covering five core dimensions: employee engagement, team working environment, teamwork, employee dedication, and overall identity. A total of 3,602 participants took part in the survey, representing a coverage rate of 61.91%. Meanwhile, 59% of employees expressed satisfaction with the overall working environment.
In response to the survey results, momo continues to promote the following projects:
- Enhancing Cross-Departmental Collaboration Efficiency: Identify areas for optimization in current communication and cooperation models to improve inter-departmental collaboration fluency and overall work efficiency.
- Strengthening the New Employee Integration Mechanism: Continuously build systematic support programs for new employees to help them quickly familiarize themselves with operational procedures and organizational culture, thereby accelerating the adaptation period.
- Expanding Learning and Development Resources: Improve internal training and career development mechanisms, provide diverse growth opportunities, and assist employees in planning clear development directions.