We understand the signifi cance of our corporate responsibility to promote the protection of human rights, to protect stakeholders' rights and individuality, and to provide a safe, secure and comfortable working environment.

The DMC Human Rights Policy conforms to international norms, including the International Bill of Human Rights and the Declaration on Fundamental Principles and Rights at Work by the International Labor Organization (ILO).

Responsibility for human rights protection applies to all executives and employees at DMC and its affi liated companies. We also require all our suppliers and business partners to protect human rights. If human rights are violated, we take prompt and appropriate action.

• DMC promotes human rights protections in accordance with the Guiding Principles on Business and Human Rights specifi ed by the United Nations. Specifi cally, we will thoroughly implement measures to prohibit discrimination, harassment, and violence based on race, nationality, gender, religion, beliefs, etc. We will prohibit forced labor (including human traffi cking) and prohibit child labor. We will provide employees with wages and benefi ts that exceed the legal wage, prevent overwork, provide appropriate holidays, and ensure a safe and healthy work environment. And we will respect freedom of association and the right to collective bargaining, promote diversity, data security, and responsible mineral procurement.
• DMC has established human rights due diligence processes to identify DMC business that impacts human rights and strives to reduce or prevents human rights violations. DMC continues examining the eff ects of such measures to respond to the potential or actual infl uence on and risk of human rights effi ciently.
• In the event that DMC business activities cause a negative impact on human rights, either directly or indirectly, it shall strive to immediately remedy and rectify the issue through appropriate action.
• DMC follows the laws and regulations of the regions where it conducts business activities. In the event that there is a contradiction among internationally adopted human rights conventions and laws and regulations in individual countries and regions, DMC strives to follow international principles of human rights protection
• DMC provides appropriate education and enlightenment to implement this basic policy into its business activities.
• In terms of addressing potential or actual impacts on human rights, DMC engages in dialogue and consultation with stakeholders, including employees and suppliers, who may be aff ected through our business activities.
• DMC discloses the progress and results of its approaches to human rights protection on its website and in its reports

• Prohibition of discrimination, harassment, and violence
  DMC shall respect the human rights and personality of individuals, and create a fair and unprejudiced workplace environment by eliminating all forms of discrimination, harassment, and violence on the basis of race, religion, gender, sexual orientation, age, nationality, language, disability, social origin, wealth or ancestry.
• Prohibition of forced labor
  DMC shall prohibit labor gained, either directly or indirectly, through human traffi cking or slavery, and forced labor. All labor must be voluntary, and DMC guarantees that no unreasonable restrictions will be placed on the movement, separation, or retirement of employees in the facilities provided by DMC. Furthermore, DMC shall not retain or confi scate workers' identifi cation cards, passports, or work permits, etc., and neither shall it deny workers their use (unless legally required to do so).
• Prohibition of child labor
  • DMC shall respect the rights of children and prohibit the employment, either directly or indirectly, of persons younger than the minimum working age (15 years old) stipulated in international norms, or the age of completion of compulsory education stipulated by the countries and regions where we operate, or the legal minimum working age in the relevant countries and regions. Moreover, under no circumstances shall young workers under the age of 18 engage in night work, overtime work, or dangerous work that threatens the health or safety of workers.
  • In order to ensure the above, DMC shall verify the person's age using documents issued by a public institution when an employment contract is signed.
  • DMC shall conduct legitimate workplace learning programs, including internships, as long as all laws and regulations are complied with.
• Preventing overwork and providing appropriate holidays
  • DMC shall strictly adhere to work hour regulations, not exceeding the customary working hours stipulated in the countries and regions in which we operate, providing at least one day off per week.
  • In addition, annual paid leave will be granted appropriately based on local laws and regulations.
• Wages and benefits
  • DMC shall comply with laws regarding benefi ts, etc. stipulated in the countries and regions in which we operate, including minimum wages, overtime wages, equal pay for equal work, etc., striving to pay a living wage and providing welfare benefi ts required by law.
  • DMC shall provide timely and easy-to-understand payslip statements with suffi cient information to confi rm accurate compensation for work performed during the pay period.
• Health and safety
  DMC shall comply with laws and regulations related to health and safety stipulated in the countries and regions where we operate, striving to create a safe, secure, and healthy working environment. This includes providing personal protective equipment needed for work and implementing health and safety management systems to maintain continuous improvement. DMC shall also integrate safety in all processes, continually provide training, and promote a strong safety culture.
• Respect for freedom of association and the right to collective bargaining
  • DMC shall respect employee's freedom of association, freedom to join or not join a union, and the right to collective bargaining and peaceful assembly, in accordance with local laws and regulations
  • Moreover, DMS shall not unlawfully dismiss any employee