Diversity, Equity, and Inclusion

DRB practices diversity and inclusiveness to support employees from various backgrounds in recognizing, respecting, and cooperating with each other’s values. In our talent recruitment process, we provide additional points to socially vulnerable groups, such as persons with disabilities and individuals of national merit, to foster a socially responsible employment environment.

In particular, DRB Industrial and DRB Automotive have made efforts to improve the employment rate of persons with disabilities by cooperating with a recruitment consulting firm specializing in disabilities and by hiring persons with severe disabilities. Additionally, to improve the work environment for employees with severe disabilities, we have introduced a workfrom-home system that supports efficient collaboration through the use of online collaboration tools.

Child Labor Prohibition

DRB strictly complies with regulations on child labor and the work of young persons. To this end, we adhere to the legal requirements set forth by the countries and local governments where we operate, and abide by the UN Convention on the Rights of the Child, the Children’s Rights and Business Principles (CRBP), and international conventions (ILO Conventions No. 138 and No. 182, etc.). DRB has clearly stipulated provisions that prohibit the labor of children under the age of 15 (or 14, where permissible by local law) in the Human Rights Management Policy and DRB Code of Conduct. During recruitment, we verify the age of all candidates through legal documents such as ID cards or birth certificates. Additionally, to guarantee a safe and healthy work environment for young workers under the age of 18, we do not assign them to hazardous or night work. Furthermore, we support their professional growth by providing educational opportunities.

DRB prohibits child labor within its supply chain and, to this end, specifies relevant regulations in the Mutual Cooperation Policy and Supplier Code of Conduct. We also conduct annual sustainability assessments of our external suppliers to prevent human rights violations. Moreover, through the Declaration of Responsible Mineral Sourcing, DRB is making efforts to address issues such as child labor, human rights violations, environmental destruction, and the inflow of funds to conflict groups that can arise in areas such as conflict regions in Africa, Asia, and the Middle East. DRB carries out continuous monitoring and improvement activities across the global supply chain to fulfill this social responsibility.

UN Convention on the Rights of the Child: The UNCRC is an international human rights treaty created in 1989. It describes the rights that all children should enjoy, ensuring that all children can benefit from the same rights.

Children’s Rights and Business Principles (CRBP): In 2012, Save the Children announced the Children’s Rights and Business Principles together with UNICEF and the UN Global Compact. They provide a comprehensive framework for understanding and considering the impact of corporate activities on children’s rights and their quality of life.

ILO Convention No. 182: Convention concerning the prohibition and immediate action for the elimination of severe forms of child labor

ILO Convention No. 138: Multilateral labor rights convention regarding the elimination of child labor, including the convention concerning minimum age for employment.

Forced Labor Prohibition and Working Conditions Compliance

DRB strictly complies with the California Transparency in Supply Chains Act, the US Uyghur Forced Labor Prevention Act, the UK Modern Slavery Act, the EU regulation banning products made with forced labor, and international conventions on forced labor (such as ILO Convention No. 29). To ensure rigorous compliance, DRB prohibits all forms of mental and physical coercion, including slavery, human trafficking, and bonded labor, and ensures that no individual is forced to engage in labor against his or her free will.

To this end, DRB prohibits forced labor through the Human Rights Management Policy (Article 3 Prohibition of Forced Labor) and the DRB Code of Conduct (2. Human Rights, d. Forced Labor clause). Additionally, all workers sign employment contracts in accordance with local laws, and the contract details are provided in the worker’s native language for full comprehension. DRB guarantees the workers’ freedom of movement and continues to strengthen management and oversight to prevent forced labor.

In addition, to prohibit forced labor within the supply chain, DRB has established relevant regulations in the Mutual Cooperation Policy (1. Advocacy for Human Rights) and the Supplier Code of Conduct (5. Labor and Human Rights, b. Prohibition of Forced Labor). We manage the prevention of forced labor and human rights risks through an annual sustainability assessment of our external suppliers. Through these efforts, DRB continuously strives to prevent human rights violations like forced labor within the global supply chain and to maintain a sustainable supply chain.

California Transparency in Supply Chains Act (CATSCA): This act took effect on January 1, 2012. It requires manufacturers (with turnover over USD 100 million) doing business in the state of California to disclose their efforts to prevent forced labor and human trafficking in their product supply chains.

US Uyghur Forced Labor Prevention Act (UFLPA): This act took effect on June 22, 2022. In principle, it prohibits the import into the United States of all goods (cotton, polysilicon, etc.) produced with forced labor in the Xinjiang Uyghur region of China.

UK Modern Slavery Act: This act was enacted by the UK Parliament on March 26, 2015, covering criminal offenses related to human trafficking and slavery

EU regulation banning products made with forced labor: This regulation took effect in the EU on December 13, 2024. It prohibits the import into, domestic sale within, or export from the EU of all products associated with forced labor in their production process or supply chain, regardless of the company, origin, or industry (to be implemented in 2027 after a three-year grace period).

ILO Convention No. 29: This convention concerning forced or compulsory labor was adopted in 1930 to prohibit all forms of forced labor.

Human Rights Training

To raise human rights awareness among employees, DRB provides regular training at least once a year on key human rights issues such as child labor, forced labor, prevention of bullying and sexual harassment at the workplace, enhanced awareness of people with disabilities, and diversity and inclusion. This training is conducted through seminars and special lectures by invited experts, such as lawyers, and by utilizing online content from professional training institutions. The training helps our employees to gain a deep understanding and practice human rights.

Additionally, DRB provides regular human rights education at least once a year for the employees of domestic and international suppliers (external suppliers). The educational content includes the basic labor/human rights regulations of each country and local government, on topics such as gender equality in employment, support for work-family balance, working conditions, and consumer protection, as well as regulations on global supply chain human rights and response measures. These include conflict minerals, the US Uyghur Forced Labor Prevention Act, the EU regulation to ban all products made with forced labor, and the EU Corporate Sustainability Due Diligence Directive (CSDDD). Through this education, DRB supports its suppliers in strengthening their capabilities to manage human rights risks effectively and respond actively to global supply chain regulations.

Maternity Protection and Work-Life Balance

DRB ensures rigorous compliance with the laws regarding maternity protection and work-family balance support in the countries and regions where it operates. We run related programs through the Human Rights Management Policy (Article 2 Respect for Diversity and Prohibition of Discrimination) and the Employment Rules (Chapter 5 Section 3 Maternity Protection Program). Through this, DRB supports employees in maintaining work-family balance and strives to ensure that all employees are provided with equal opportunities without discrimination. In addition, DRB operates various institutional supports for maternity protection so that its female employees can stably continue their career.

DRB Maternity Protection Programs

The support system above corresponds to subsidiary corporations in Korea. For overseas subsidiary corporations, the system is operated somewhat differently depending on the laws in the respective country