Human Rights Management
Talent are considered to be our most valuable asset, and we commit to diversity and non-discrimination in employment. We do not take race, gender, age, religion, political stance, sexual orientation, disability, or nationality as selection criteria for employee retention, working hours, compensation and benefits, performance evaluations, or promotions.
Regarding employee human rights, any violations can be reported through the HR department via phone or email. In 2024, Ability had no case filed for discrimination or any use of child labor.
In line with our goal of fostering a diverse workplace, Ability not only values local employees but also hires foreign staff. By introducing different cultural customs and international activity exchanges, the Ability family thereby gains a variety of perspectives and ideas. In 2024, 100% of the senior management positions at Ability Taiwan Location by providing employment opportunities for people with disabilities in accordance with legal requirements. Since 2008, we have hired visually impaired therapists to provide massage services. Two employees with severe disabilities and one with moderate disabilities were hired from 2022. We constantly evaluate each job position to offer suitable positions and help those individuals with disabilities to have a better life in the society.
Human rights policy
- Protecting human rights in the workplace
1.Ability prohibits the employment of child labor, discrimination, sexual harassment, forced labor and other human rights violations. Ability complies with relevant laws and industry standards on working hours, advocates diversity and equality, employs employees with disabilities, and provides employees with indigenous identity with the right to take leave during seasonal festivals in accordance with the law, in order to create a diverse, open, equal and discrimination- and harassment-free work environment. - Implement equal pay for equal work
In addition to not discriminating against employees based on gender or sexual orientation, Ability also continues to pay attention to issues related to gender pay gaps and fulfills its corporate social responsibility. - Promote labor-management harmony
Ability provides diverse and smooth labor-management communication channels and holds labor-management meetings regularly to discuss employee rights and welfare issues in order to protect employee rights, promote labor-management harmony, enhance labor-management relations, and create a friendly workplace environment. - Personal Data Protection
Ability strictly abides by the relevant laws on personal data protection and ensures that the collection, processing and use of personal data are in compliance with the laws and regulations to safeguard and protect the rights and interests of personal data. - Human rights and social responsibility
Human rights are basic rights enjoyed by everyone, and respect for human rights is essential to achieving the rule of law and social justice and fairness. Ability accepts its responsibility to respect human rights, including within its sphere of influence.
Gender equality
Ability implements gender equality policies and follows to build and promote gender-friendly work systems and work environments. It follows the principles of gender equality and non-discrimination when performing duties to prevent the employees from being illegally physically or mentally harmed by the actions of others while performing their duties. It properly prevents and handles workplace violence incidents to ensure the physical and mental health of employees, and establishes a plan to prevent illegal harm while performing duties.
Labor relationship and communication
Ability has established diversed communication channels to maintain a smooth two-way communication, listening and responding to employees' voices. In addition to daily communication channels, there are also regular meetings and grievance mechanisms serving as additional communication platforms. This ensures that communication between the company and employees is open, transparent, and immediate. Employee suggestions and feedback are immediately taken as basis for further enhancement and improvement, thus safeguarding the legitimate rights and interests of every employee.
Quarterly labor-management meetings serve as the labor-management negotiation mechanism to ensure employee rights. Meeting minutes are made available in the labor-management section of the company's website for open access. There is no workers union (nor any collective agreement had been signed) in the Taiwan office, neither have there been any significant operational changes affecting employee rights in 2024. The company values employee welfare and care, maintaining harmonious labor-management relations. Communication between labor and management is facilitated through employee suggestion mail boxes, meetings, and emails, allowing employees to fully and openly express their opinions and issues. Ability maintains good interactive relationships with employees, including but not limited to the "Employee Suggestions" mailbox, labor representatives' meetings, Employee Assistance Program (EAP), and sexual harassment prevention hotlines. An "Employee Suggestions" mailbox is available on the internal website, allowing all employees to submit their opinions.
The Employee Assistance Program (EAP) includes a psychological counseling hotline with experienced psychologists in service, providing timely mental and physical healthcare services to those employees in need. Wellness seminars are also taking places from time to time .