Human Rights Management

Hanmi Pharmaceutical recognizes human rights management, talent development, and labor-management relations based on trust and respect as essential conditions for sustainable management and growth. Hanmi Pharmaceutical operates various talent development programs to ensure that the capabilities of individual employees are autonomously and creatively utilized, and it conducts regular human rights impact assessments to proactively identify and improve negative human rights risks. Furthermore, the company is strengthening labor-management relations based on respect through various channels. Moving forward, Hanmi Pharmaceutical will continue to enhance the value of human dignity through the realization of work-life balance and various welfare systems.

Decision-making Structure

Hanmi Pharmaceutical is striving to listen to and resolve employees' opinions and grievances by establishing various channels. Employee councils and grievance handling committees are formed at each business site to address various human rights-related grievances and suggestions from employees.

Role and Authority of Dedicated Organization

Strengthening Employee Professionalism in Human Rights Management

Hanmi Pharmaceutical provides education on preventing workplace harassment and sexual harassment, and improving disability awareness, to all employees, including the CEO.

Human Rights Management Strategy

Hanmi Pharmaceutical adheres to domestic and international human rights norms for responsible human rights management. Accordingly, Hanmi Pharmaceutical has selected 8 key themes, including non-discrimination, freedom of association, and human rights protection, and applies them across the entire company, further striving to extend their application to all stakeholders in its business relationships.

Proactive Identification and Mitigation of Human Rights Risks

Human Rights Due Diligence

Hanmi Pharmaceutical conducts annual human rights impact assessments in accordance with its human rights management regulations to check for potential and actual human rights risks. Hanmi Pharmaceutical's human rights due diligence is conducted through a human rights management system based on global guidelines such as the Universal Declaration of Human Rights and ILO (International Labour Organization) core conventions, and surveys targeting all employees. In the future, Hanmi Pharmaceutical plans to expand the scope of its human rights due diligence to various stakeholders, including its supply chain, through a diagnosis of its human rights monitoring system.

2025 Hanmi Pharmaceutical Human Rights Impact Assessment Results

Hanmi Pharmaceutical Human Rights Impact Assessment Results by Year

2025 Human Rights Impact Assessment Results Details

Top 5 Most Important Human Rights Issues Selected by Employees

2025 Hanmi Pharmaceutical Employee Satisfaction Survey

In 2025, Hanmi Pharmaceutical conducted an employee satisfaction survey to improve the company's organizational culture. The Hanmi Pharmaceutical Employee Satisfaction Survey consisted of a total of 57 indicators, including company life, human satisfaction, operational systems, and organizational culture, which were analyzed on a 5-point scale. Hanmi Pharmaceutical plans to conduct employee satisfaction surveys annually and will strive to create a better organizational culture through them.

Grievance Handling and Sexual Harassment Prevention Process

Hanmi Pharmaceutical complies with relevant laws such as the Labor Standards Act and the Equal Employment Opportunity Act, and makes various efforts to establish human rights management, including the prevention of sexual harassment and workplace bullying. To expand the grievance handling process to not only Hanmi Pharmaceutical employees but also stakeholders connected with Hanmi Pharmaceutical through business, and to establish an organic corporate culture that prevents workplace disputes and fosters labor-management cooperation, Hanmi Pharmaceutical operates a third-party anonymous reporting channel called (Report (K-Whistle)) on its website.

Hanmi Pharmaceutical Grievance Reception and Action¹⁾

Human Rights e-Newsletter with Hanmi Family 'Hanmi Family is Good! Human Rights e-Good!'

Hanmi Group Human Rights e-Newsletter 'Hanmi Family is Good! Human Rights e-Good!'

To strengthen communication with employees regarding human rights management, Hanmi Pharmaceutical has been publishing the human rights e-newsletter ‘Hanmi Family is Good, Human Rights e-Good’ since 2023.
‘Hanmi Family is Good, Human Rights e-Good’ is shared with all Hanmi Pharmaceutical employees via e-mail, containing information on overall human rights management, including safety and health, welfare benefits, human rights policy guidance, and various reporting systems. In 2026, the publication frequency will be expanded from twice a year to four times a year to enhance education on work-life balance and grievance procedures.
Hanmi Pharmaceutical will continue to strengthen communication by formulating various policies for the dissemination and advancement of human rights management.

Achieving Gender Equality

Hanmi Pharmaceutical is actively working to create a women-friendly work environment, encouraging women's social participation and enhancing their status. In particular, we provide equal opportunities in recruitment and promotion without discrimination based on gender. Among Hanmi Pharmaceutical's total of 48 executives, 9 are female executives who are active in areas such as clinical, development, and research. Furthermore, female executives have been appointed and are demonstrating their capabilities in production, sales, and marketing sectors, which have traditionally been perceived as male-dominated fields. We also operate women's lounges and an in-house daycare center to foster a women-friendly work environment.

Employment of Persons with Disabilities

Hanmi Pharmaceutical is fulfilling its social responsibility of creating quality jobs and ensuring employment stability for people with disabilities, as well as pursuing diversity. Starting with the establishment of the TF for recruiting people with disabilities in 2020, we strive to hire individuals with disabilities who fit the company's job roles and to discover new positions where they can work. Recruitment of people with disabilities is conducted through general recruitment and customized training recruitment in cooperation with the Korea Employment Agency for Persons with Disabilities, and we support people with disabilities to quickly adapt to the company and demonstrate their capabilities. Currently, employed individuals with disabilities are demonstrating their capabilities in various roles such as in-house cafe baristas, office assistants, IT developers, web designers, video editors, and athletes, many of whom can work remotely.

Communication and consensus between labor and management

Hanmi Pharmaceutical listens to the voices of its employees to foster a corporate culture of trust and harmony. A representative communication channel is the employee council, which operates quarterly at each business site. The employee council serves as a labor-management communication channel for sharing employee suggestions and improvements, where both labor and management discuss corporate culture, including HR regulations and welfare benefit systems. As of the end of 2025, 100% of employees participate in the employee council.
Furthermore, the labor union membership rate is 10.5%, and the working and employment conditions for all executives and employees are determined based on internal and external environments, employee needs, collective agreements, and management circumstances.

Paltan Smart Plant Maum-Usan

Maum-Usan is an online platform exclusively for Hanmi Pharmaceutical's Paltan Smart Plant. It consists of an interview system ('Connecting Hearts') designed to foster a corporate culture of smooth communication among employees, a grievance handling system ('Sharing Hearts') based on the Employee Participation Act, and a sexual harassment prevention system ('Understanding Hearts') in accordance with the Equal Employment Opportunity Act.

Hanmi Pharmaceutical's Paltan Smart Plant has institutionalized regular interviews between department heads and team members through 'Connecting Hearts (Regular Interviews)' and built a program to manage them on an online platform. The goal is to create a healthy organizational culture by reviewing performance throughout the year and enabling department heads to understand the difficulties team members face within the department. Through 'Connecting Hearts', we expect to narrow the perception gaps arising from differing perspectives and foster a culture of collaboration beyond titles. Through the programs 'Sharing Hearts (Grievance Handling)' and 'Understanding Hearts (Sexual Harassment Prevention)', employees can report 'workplace bullying' and 'workplace sexual harassment' online. Furthermore, training was conducted for all plant employees, not just to build the platform, but to educate them on what 'workplace bullying and sexual harassment' entail, and by explaining actual past cases from the plant to employees, awareness was raised. We are striving to build an organizational culture based on trust and respect, ensuring that employees do not experience unreasonable treatment.

Status of Regular Interviews with Executives and Employees

Year	Unit	2020	2021	2022	2024	2024	2025	Total
NO. of Interviewees	persons	570	511	579	549	592	589	3,390

Program Status

Category	Launch Date	Cumulative Cases
Grievance Handling	2021.06	28 cases
Sexual Harassment Reports	2021.12	8 cases
Hot Line	2022.04	4 cases
Maumⓔ	2022.08	122 cases