Human Rights Commitment and Management
• Implementation of Human Rights Policy
momo has established a Human Rights Policy, committing to support and comply with international human rights standards, including the United Nations Universal Declaration of Human Rights, the UN Guiding Principles on Business and Human Rights, the UN Global Compact, the International Labor Organization (ILO) Conventions, as well as applicable local laws and regulations. The policy ensures that fundamental human rights are not infringed upon, guaranteeing that all internal and external stakeholders receive equal and dignified treatment. The policy also clearly outlines a human rights grievance mechanism to facilitate open communication channels with all relevant stakeholders. In 2024, momo did not receive any complaints involving gender or racial discrimination, while no incidents of human rights violation or discrimination took place at momo when hiring employees. Furthermore, there were no incidents of human rights affecting momo' s operations and forced labor among employees happening at our operating locations.
Additionally, to encourage partners to strengthen their human rights management, momo has established the Sustainable Development Principles for Suppliers/ Contractors, which serves as the fundamental standard governing business interactions with suppliers and contractors. All new suppliers and contractors are required to sign this code before engaging in product sales and collaboration with momo. We implement human rights protection with our suppliers through proactive engagement with them.
• Human Rights Management Mechanism
The human rights management mechanism at momo is overseen by the Sustainable Development Management Committee. Through biannual CEO meetings of the committee, project implementation progress is tracked to actively achieve established short-, medium-, and long-term goals. Regular disclosures are made to enhance external communication. Feedback from all sectors is also collected through internal and external feedback mechanisms, such as stakeholder questionnaires, stakeholder seminars and various suggestion boxes, which serve as important references for the improvement of momo's human rights governance.
• Human Rights Due Diligence
In 2022, momo set a precedent in Taiwan' s e-commerce sector by initiating the human rights due diligence process. We gathered the heads of relevant units at momo, as well as employees who are in constant contact with our value chain partners (i.e., commodity suppliers, logistics suppliers, service providers, contractors, consumers) in their daily work to review each and every human right issue that may occur in the company's operations and overall value chain through workshops and questionnaires, create a risk matrix to identify the top five human rights risks, and then take stock of relevant mitigation and remedial measures in response to the major human rights risks identified to gain an understanding of the current status of human rights management at momo.
The top five human rights risks identified by momo were "product safety", "privacy", "forced labor", "workplace health", and "protection of labor conditions". Please refer to the diagram below for more details on the risk distribution.
Diversity and Gender Equality
To foster awareness of gender equality and gender diversity company-wide, momo established the Gender Equality Promotion Committee in 2021, with senior executives as ex-officio members in an effort to roll out various initiatives. We are actively creating a friendly workplace by implementing three strategic dimensions, namely "Women' s Empowerment", "Gender Equality Promotion", and "Friendly Workplace and Care", so that all our employees can work in a diverse and inclusive workplace environment. As we continue to focus on the most critical element of corporate sustainability, namely "Talent Sustainability," and proactively advocate women' s empowerment policies, we organize women' s empowerment courses on an annual basis. Adopting a step-by-step approach to guide the learning process, these courses enhance core management and decision-making skills among female executives through group discussions and interactive sharing. On the other hand, we not only organize courses and seminars on gender equality for all our employees, but also conduct legal compliance awareness programs for supervisors and managers. momo' s relentless efforts to create an open, diverse, and inclusive work environment are evidenced by the slightly higher number of female employees serving as supervisors and managers than that of male employees at the company over the past three years.
momo places great importance on gender equality, continuously promoting gender equality education and training, as well as implementing measures to support work–life balance, family–friendly policies, and a supportive environment for childbirth. The Company was awarded the Gold Award under the Taipei City Workplace Gender Equality Certification in 2022, and once again received the Gold Award in 2024. These recognitions further strengthen our confidence in advancing related initiatives and in promoting the values of diversity and inclusion across a broader spectrum of society.
• Gender Ratio for Managerial Positions Over the Past Three Years
Labor-Management Communication and Labor Rights Promotion
momo has established a variety of communication channels to bolster the labor-management communication and dialogue mechanism. Moreover, we also help employees solve their problems by actively encouraging the use of various labor-management communication channels. At the same time, irregular employee conferences (use e-mail instead during the epidemic) and management meetings are employed to communicate important company messages and policies. These forge open channels for two-way communications that encourage the company and employees to work together towards a common goal.
• Labor-Management Communication and Labor Rights Promotion
To effectively coordinate labor–management relations and promote cooperation, momo has established a labor–management meeting mechanism, convening meetings on a quarterly basis. In 2024, a total of four such meetings were held. At present, there are 10 representatives each from the labor side and 10 representatives from the management side. The labor side representatives are directly elected by and from among all employees, and the views of the labor side are gathered from momo' s main operating locations. Resolutions passed at labor-management meetings apply to all employees, covering 100% of all employees. momo will communicate in advance with employees on any major operational changes that impact them. Notice is also given in accordance with the Labor Standards Act. Employees who have been with the company for more than three months but less than one year are given ten days' notice. Those who have been with the Company for one year but less than three continuous years are given 20 days' notice. Those that have been with the company for more than three continuous years are given 30 days' notice. No related incidents were reported at momo in 2024.
• Smooth Complaint Channels
momo actively ensures the accessibility of internal grievance channels by providing a dedicated telephone line, fax, designated mailbox, and email address, which are disclosed in the stakeholder section of the company' s official website. Employees can promptly raise concerns through various channels, enabling the company to address issues in a timely manner. All grievance cases can be submitted under conditions of safety and confidentiality. Upon receipt of a grievance, an initial interview is conducted within one week, and the information is consolidated and reported to senior management. The responsible unit then carries out an investigation, and when necessary, a task force is formed to report directly to the President. Upon approval, specific follow-up actions are implemented, and relevant units' responses are monitored. In 2024, momo received a total of 32 employee complaints (including complaints on sexual harassment), all of which were investigated and handled proactively with no further complaints subsequently.
Employee Satisfaction Surveys
In December 2024, momo conducted its first employee opinion survey to better understand employees' perspectives and provide an opportunity for them to share suggestions for the Company. The survey covered five key dimensions: employee engagement, team work environment, teamwork, employee involvement, and overall identification with the Company. A total of 3,744 employees participated, representing a coverage rate of 54%, with 65% of respondents expressing satisfaction with the overall work environment. Based on the survey results, momo has continued to implement the following initiatives :
- Strengthening cross-departmental collaboration: Review current communication methods to identify areas for improvement and ensure smoother workflows.
- Optimizing the onboarding process for new hires: Design a more comprehensive support program to help new team members integrate and adapt more quickly.
- Providing more learning and development opportunities: Increase internal training and career development programs to establish a clearer growth pathway.