Sustainability Report

인권

Human Rights

POSCO is committed to protecting and respecting human right related to employees and stakeholders. We are committed to preventing any violations of human rights across all our business operations, both at home and abroad, and we strive to mitigate and rectify any negative impact on human rights that might occur during our business activities.

Human Rights Management Organization

The Legal Affairs Office oversees the Human Rights Center, which offers human rights education for employees, manages counseling and investigations of workplace sexual harassment and bullying incidents, and conducts human rights due diligence at both domestic and international business sites. Human rights issues and improvement plans are included in the internal audit performance and planning reports, which are submitted to the Audit Committee of the Board of Directors twice a year.
Human Rights Management Policy
We have published the Human Rights Management Guidelines on our website, ensuring that all stakeholders can easily access and implement the information. Additionally, we have established the ‘POSCO Human Rights Protection Guidelines’ to serve as the operational standards for activities dedicated to the protection and respect of human rights.
Human Rights Management Guidelines
All employees make an annual pledge to adhere to the code of ethics, which includes respect for human rights. The Human Rights Center promotes online and offline education programs and campaigns focused on respect for humanity and human rights for employees.
Pledge of Respect for Human Rights
An annual electronic pledge, which includes ethics and mutual respect, is conducted for all employees (including contract employees).
Respect for Human Rights Training
For all employees (including contract employees)
  • Mandatory Online Training: ‘Prevention of Workplace Bullying’ and ‘Prevention of Workplace Sexual Harassment’ (annually)
  • Offline Training: Special training on ‘Adherence to Respect for Humanity’ (April 2023)
Respect for Humanity Campaign
Issue-specific campaigns related to respect for humanity through internal system announcements (at least six times annually)

Human Rights Due Diligence

We implement a comprehensive human rights due diligence process to identify and assess both actual and potential adverse impact on human rights and labor rights for all employees at our domestic and international business sites. This proactive process includes issue response, documentation of response activities, and stakeholder communication to prevent and mitigate these impacts.
Read more about Human Rights Due Diligence Process
Since 2023, we have implemented an online human rights impact assessment comprising 35 questions for local employees at overseas business sites. For sites with low assessment scores, we conducted direct visits to inspect the work environment and held in-depth interviews to identify root causes. We then recommended the establishment and revision of relevant regulations, conducted training and campaigns, and carried out improvement activities.
Human Rights Assessment Items for Overseas Subsidiaries (2023 ~)
Management of Human Rights Management System (5 items)
Respect for Stakeholder Human Rights (4 items)
Prohibition of Employment and Workplace Discrimination (6 items)
Elimination of Forced Labor (5 items)
Abolition of Child Labor (2 items)
Assurance of Safety and Health (8 items)
Recognition of Freedom of Association and Right to Collective Bargaining (2 items)
Respect for Privacy and Protection of Personal Information (2 items)
Subjective Item (1 item)

Grievance Handling

The company operates a process for handling human dignity violations and grievances experienced by employees and stakeholders across all business activities. Reports can be made anonymously through the Unethical Conduct Reporting Center, and the Human Rights Center promptly provides responses to the received reports. Depending on the case, personnel actions may be taken through an audit

We ensure anonymity and secure procedural transparency in the grievance handling process, strictly prohibiting any disadvantage or secondary harm to the reporter and the victim. We thoroughly respect human rights in the grievance handling process by institutionalizing punitive measures for any violations

Counseling/Reporting Application

Available through website, phone, or email

Incident Investigation

Counseling and investigation of relevant parties after incident reception

Review and Processing

Fact verification and appropriate actions based on the received report

Notification of Results

Feedback on review results and processing details

Completion

Grievance Reporting Center
We have established a step-by-step response process for human rights violation incidents. In particular, for cases that require victim remedy and prevention of secondary harm, such as incidents of sexual harassment and sexual violence, we make victim protection and swift resolution of the incident our top priorities.
Step Step1 Step2 Step3 Step4 Step5 Step6
Process Incident Awareness Report Reception Victim Protection Measures Incident Investigation Personnel Action Post-Management
Key Details Anyone Can Report Initial Counseling Within 24 Hours Prompt Spatial Separation Fact-Finding Investigation Disciplinary Review by HR Committee Monitoring for Secondary Harm
Responsible Department All Employees Human Rights Center HR Department Human Rights Center HR Department Human Rights Center, HR Department
Victim Remedy Plan

Confidentiality Agreement: Mandatory signing by all investigation participants

Victim Protection Measures: Legal and medical/counseling support at the request of the victim

    Legal Support: An in-house dedicated lawyer is assigned, and external legal representation is available upon request

    Medical Support: Coverage of medical expenses for illnesses caused by violations of sexual ethics

    Counseling Support: Support for psychological counseling programs by professional counselors at the Mindfulness Center

Codification into Company Regulations: Establishing victim remedy and prevention of secondary harm as company policies

The company strictly disciplines those who conceal workplace bullying or sexual harassment or cause secondary harm. If the position holder responsible for victim protection measures causes secondary harm, they are subject to even stricter disciplinary action. Additionally, the position holder of the perpetrator who caused secondary harm can also be held accountable for management responsibility.

Preventive Management: Mandatory sexual harassment prevention training for all employees and the implementation of a mutual respect pledge for gender equality

We operate online and offline education programs for employees to prevent human rights violations. Specifically, all employees have completed e-learning sexual harassment prevention training in accordance with legal requirements.
Human Rights Education Completion Rate
Category Metric Unit 2021 2022 2023 2023 Goal 2024 Goal
Online Sexual Harassment Prevention Training Completion Rate % 100 100 100 100 100
Disability Awareness Training Completion Rate % 99.7 99.7 98.9 100 100