Human Rights
Dong-A Pharmaceutical respects the dignity and value of all employees.
- Human Rights Management
Message - Human Rights Strategy
- Operating System
- Operational Activities and Performance
As a member of the UN Global Compact, Dong-A Pharmaceutical respects and supports international standards on human rights and labor, including the Universal Declaration of Human Rights and the UN Human Rights Committee's UN Guiding Principles on Business and Human Rights Ruggie Framework, and strives to protect the human rights of stakeholders (including employees) in the entire process of management activities. We have established a strategic framework for human rights management system to be implemented throughout the management system.
- Policy
- Human Rights
Due Diligence - Victim Relief
- Stakeholder
Communication - Transparent
Disclosure - Governance
Dong-A Pharmaceutical respects international standards and guidelines related to human rights and labor, including the UN Declaration of Human Rights, the UN Guiding Principles on Business and Human Rights, the OECD Guidelines for Multinational Enterprises, and the UN Convention on the Rights of the Child. We have established a Human Rights Charter based on human rights-related provisions, standards, and initiatives specified in domestic and international human rights standards and related laws and regulations.
Dong-A Pharmaceutical strives to respect and protect human rights by proactively identifying, preventing, and mitigating risks to human rights and labor practices that may arise in the course of all business activities.
With the Social Responsibility Council comprised of top executives, we receive reports on major human rights issues and conduct performance reviews on human rights management.
In addition, various related departments identify human rights-related risk management and improvement tasks and monitor human rights issues.
- Board of Directors Social Responsibility Council
- Office of Social Responsibility Planning
- Execution Department of Group Company
- Make decisions and review performance on key human rights management agendas.
- Establish a company-wide human rights management promotion plan and collect and review human rights management performance.
- Identify human rights risks and improvements and spread awareness of respect for human rights, including the promotion of a human rights culture.
To create a culture of respect for human rights, Dong-A Pharmaceutical has established communication channels with stakeholders to listen to their diverse opinions and actively use them in decision-making for socially responsible management.
Management
Communication
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- Intranet D-portal (always)
- With Dong-A Webzine (always)
- Dong-A Pharmaceutical Magazine (monthly)
- Grievance Center (when an issue arises)
- Helpline K-Whistle, Cyber Audit Office Clean :D (always)
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- Briefings and meetings by the Ministry of Employment and Labor (when an issue arises)
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- Social Responsibility Council (once a half year)
- Group Company Education (yearly)
- Dong-A Socio Holdings Homepage (always)
- Helpline K-Whistle, Cyber Audit Office Clean :D (always)
- Dong-A Socio Group Jeong-Do Management Homepage (always)
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- Volunteer Activities (when an issue arises)
- Providing training facilities for the resident talent development center (when an issue arises)
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- Jeong-Do Management Homepage (when an issue arises)
- Internal Mail (when an issue arises)
- Education (yearly)
- Helpline K-Whistle, Cyber Audit Office Clean :D (always)
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- Board of Directors (quarterly)
- Shareholder Meeting (yearly)
- Meetings, Phone Calls (when an issue arises)
- Public Announcement (when an issue arises)
In consideration of the characteristics of our business sites, Dong-A Pharmaceutical operates various reporting channels. All reports are only visible to the reporter and our grievance team, and we maintain confidentiality to protect the reporter. You will not be fired or otherwise adversely treated for reporting facts or allegations of damage, and we make every effort to ensure that you feel comfortable when reporting.
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Helpline
Channels for employees and external stakeholders to report internal misconduct
/irregularities and corruption such as abuse of power -
Clean :D
Channel for reporting unfair business practices, unfair claims based on position, and irregularities
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Dong-A Socio Human Rights Committee
For reporting workplace harassment and sexual harassment
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Grievance Counseling Center
For grievance counseling, opinions on improvements to the company system, etc.
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01
Receiving
a report -
02
Receiving
/Confirming -
03
Reporting
-
04
Investigating
/Reviewing -
05
Correcting
/Taking action -
06
Follow-up
management
| Category | 2022 | 2021 | 2020 | |
|---|---|---|---|---|
| Total employees | 922 | 919 | 922 | |
| By employment type | Full-time | 895 | 892 | 898 |
| Male | 708 | 712 | 710 | |
| Female | 187 | 180 | 188 | |
| Temporary | 27 | 27 | 24 | |
| Male | 23 | 21 | 20 | |
| Female | 4 | 6 | 4 | |
| Gender | Male | 731 | 733 | 730 |
| Female | 191 | 186 | 192 | |
| By age | Under 30 years old | 199 | 213 | 242 |
| 30 – 49 years old | 582 | 579 | 553 | |
| 50 years or older | 141 | 127 | 127 | |
| Category | 2022 | 2021 | 2020 | ||
|---|---|---|---|---|---|
| Total new hires | 76 | 75 | 96 | ||
| New | Gender | Male | 50 | 58 | 64 |
| Female | 26 | 17 | 32 | ||
| By age | Under 30 years old | 42 | 43 | 65 | |
| 30 – 49 years old | 34 | 32 | 31 | ||
| 50 years or older | 0 | 0 | 0 | ||
| Total new hires | 115 | 82 | 50 | ||
| New | Gender | Male | 68 | 61 | 36 |
| Female | 47 | 21 | 14 | ||
| By age | Under 30 years old | 37 | 28 | 17 | |
| 30 – 49 years old | 39 | 29 | 20 | ||
| 50 years or older | 39 | 25 | 13 | ||
| Turnover rate | Voluntary | 6.9% | 6.1% | 3.5% | |
| Involuntary | 5.7% | 2.8% | 2.1% | ||
| Category | 2022 | 2021 | 2020 | |
|---|---|---|---|---|
| Female members | Female employees | 180 | 176 | 184 |
| Female executives | 1 | 1 | 0 | |
| Female managers | 10 | 9 | 8 | |
| Ratio of female employees | 20.7% | 20.2% | 20.8% | |
| Persons with disabilities | Number | 5 | 5 | 5 |
| Ratio | 0.5% | 0.5% | 0.5% | |
| Foreigners | Number | 2 | 2 | 0 |
| Ratio | 0.2% | 0.2% | 0.2% | |
| Veterans | Number | 14 | 14 | 14 |
| Ratio | 1.5% | 1.5% | 1.5% | |
| Category | 2022 | 2021 | 2020 | |
|---|---|---|---|---|
| Number of people eligible for parental leave | Male | 180 | 168 | 160 |
| Female | 38 | 42 | 39 | |
| Subtotal | 218 | 210 | 199 | |
| Number of parental leave users | Male | 5 | 4 | 4 |
| Female | 16 | 4 | 11 | |
| Subtotal | 21 | 11 | 15 | |
| Number of people returning from parental leave | Male | 6 | 1 | 0 |
| Female | 5 | 6 | 7 | |
| Subtotal | 11 | 7 | 7 | |
| Employees who have returned to work for more than 12 months | Male | 2 | 0 | 0 |
| Female | 3 | 5 | 8 | |
| Subtotal | 5 | 5 | 8 | |
| Category | 2022 | 2021 | 2020 |
|---|---|---|---|
| Total training hours | 10,952 | 8,667 | 14,238 |
| Average training hours per person | 11.9 | 9.4 | 15.4 |
| Total training hours | 184,226,142 | 109,705,430 | 137,919,319 |
| Average training costs per person | 199,811 | 119,375 | 149,587 |
