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Under its mission to "contribute to the advancement of society by creating value in the construction industry through continuous innovation," HanmiGlobal incorporates its responsibilities not only to customers, employees, and shareholders, but also to society as a whole into its business operations. As a global company, HanmiGlobal regards the protection of human rights and the prevention of human rights violations throughout its business operations and value chain as fundamental principles of its human rights management approach.
To this end, the company supports internationally recognized human rights and labor standards, including the UN Global Compact's Human Rights and Labour Principles, the UN Guiding Principles on Business and Human Rights (UNGPs), and the ILO Core Conventions, while complying with the labor laws and regulations of every country and region in which it operates.
Approved by the Chief Executive Officer, HanmiGlobal's Human Rights Policy applies to all domestic and overseas subsidiaries, affiliates, joint ventures, and employees. Where differences exist between the company's policy and local laws, the more stringent standard is applied.
HanmiGlobal's Human Rights Policy establishes the principles for protecting the fundamental rights of its employees and stakeholders.
The policy covers the provision of a safe, healthy, and comfortable working environment; respect for diversity and the prohibition of discrimination; humane treatment; the prohibition of forced labor and child labor; fair treatment and support for education and training; compliance with and continuous improvement of working conditions; the prevention of workplace sexual harassment and bullying; the prevention of corruption and bribery; environmental protection and the fulfillment of social responsibilities; the protection of the human rights of local communities and vulnerable groups; and the protection of customers' human rights.
Based on this policy, HanmiGlobal manages employees' working conditions and ensures fair treatment while also considering the human rights of stakeholders who are directly or indirectly affected by its business activities, including suppliers, customers, and local communities.
The company also seeks to strengthen human rights protection by continuously monitoring and addressing human rights and labor-related risks, applying a zero-tolerance approach to violations, and promoting greater awareness and understanding of human rights throughout the organization and its value chain.
To monitor human rights-related risks within its corporate management system, HanmiGlobal reports the results of human rights risk identification and assessments, as well as key improvement initiatives, to the ESG Committee and incorporates them into future action plans.
Through this process, the company ensures that its human rights management framework extends beyond a declaratory policy and is translated into practical improvement initiatives and systematic management procedures. When human rights grievances or potential violations are reported, they are received and reviewed through established grievance channels, the Grievance Committee, and the Risk Management Office.
In particular, matters that directly affect employees' human rights — such as sexual harassment and workplace bullying — are managed through formal procedures covering reporting, investigation, victim protection, corrective actions, and measures to prevent recurrence. The company is committed to protecting the identities of those involved and ensuring that all cases are handled fairly and impartially.
As a global company, HanmiGlobal is committed to fulfilling its social responsibility to protect human rights and to proactively preventing human rights violations throughout its business operations and value chain, with the goal of achieving sustainable growth. To this end, the company supports internationally recognized human rights and labor standards, complies with the labor laws of every country and region in which it operates, and implements initiatives to protect the human rights of both employees and stakeholders.
HanmiGlobal strictly prohibits discrimination throughout the entire employment lifecycle, including recruitment, promotion, job assignment, compensation, training, retirement, and employee welfare programs. In addition to fostering diversity across gender, age, and regional backgrounds, the company actively promotes the employment of persons with disabilities, older workers, and veterans, while supporting the career development of female employees. Non-regular employees are provided with the same employment systems and benefits as regular employees, and those who demonstrate outstanding performance are actively considered for conversion to regular employment. The company also expands employment opportunities through a post-retirement reemployment program and recruits international employees without discrimination, further strengthening the diversity and global capabilities of its workforce.
Since its founding in 1996, HanmiGlobal has worked to build “a company owned by its people.” Under the mission of creating a great place to work so that employees can be happy, the firm has actively promoted “Happiness Management” since 2013 to foster a more self-motivated culture. This approach puts employee well-being at the center, encouraging a caring and positive atmosphere that raises engagement and, in turn, drives business performance, customer satisfaction, and shareholder value.
HanmiGlobal’s PCS (People, Customer, Shareholder) model defines happiness through three elements: enjoyment, growth, and pride. Because employees spend much of their lives at work, genuine happiness starts in the workplace. Our goal is to create an environment where meeting colleagues is enjoyable, the work itself is rewarding, and simply thinking of the company inspires pride and confidence, while mutual trust and respect allow everyone to share in the joy of growth and development.
HanmiGlobal operates a wide range of employee welfare programs designed to support employees throughout every stage of life and foster a genuinely family-friendly corporate culture. The company provides benefits tailored to employees' life-cycle needs, including marriage, pregnancy, childbirth, childcare, children's education, family relationship enhancement, personal well-being and rejuvenation, health management, flexible working arrangements, employee motivation, family events, and retirement planning.
Key programs include marriage congratulatory grants, partnerships with matchmaking services, marriage loans, reduced working hours during pregnancy, fertility treatment support, prenatal medical examination leave, childbirth incentives, maternity leave, parental leave, remote work during the childcare period, and childcare subsidies for infants and young children. HanmiGlobal also supports employees in maintaining a healthy work-life balance through a comprehensive range of additional benefits, including educational assistance for employees' children, entrance gifts for children starting elementary school, family volunteer activities, holiday gifts, birthday cakes, sabbatical and refresh leave, access to vacation facilities, health checkups, flexible working arrangements, a mobile office system, half-day leave options, financial assistance and leave for family events, career transition support for retirees, and a senior professional program for experienced employees.
Marriage
Pregnancy
Childbirth
Child Rearing
Children's Education
Family Bonding
Refresh & Well-being
Health Management
Flexible Work
Motivation & Recognition
Congratulatory & Condolence Support
Retirement Planning
HanmiGlobal is taking proactive steps to address shifting demographics and to clarify the private sector’s role in building a sustainable society and economy. Low birth rates and population aging are no longer issues for governments alone; they affect companies and individual lives as well. By introducing life-cycle welfare programs for employees and establishing the Korea Peninsula Population Institute for Future (KPPIF), HanmiGlobal seeks both to improve the quality of life for its workforce and to help society adapt to demographic change.
In October 2022, recognizing that government measures alone have not stemmed the nation’s demographic decline, HanmiGlobal helped launch the private-sector-led Korea Peninsula Population Institute for Future (KPPIF). For years, the company had raised awareness of falling birth rates and population aging, hosting national strategy seminars and rallying stakeholders to action. The institute’s establishment marks the fruition of those efforts: former Prime Minister Chung Un-Chan serves as chair, while HanmiGlobal Chairman Kim Jong-Hoon is the founding representative; leaders from a broad range of disciplines also participate. Under the banner “Business Takes the Lead in Solving Population Issues,” KPPIF identifies core demographic challenges and pursues research, policy proposals, public engagement, campaigns, and education. The initiative forms part of HanmiGlobal’s human rights-oriented management, demonstrating the company’s commitment to social responsibility and to fostering sustainable social and economic development amid rapid population change.
Research Projects
| Population Management |
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| Institutions & Policy |
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| Population Informatization |
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Public Awareness and Campaign Initiatives
| Seminars & Forums |
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| Campaigns |
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| Public Outreach |
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HanmiGlobal operates a human rights due diligence process based on the UN Guiding Principles on Business and Human Rights (UNGPs) to proactively prevent potential human rights violations across its business activities and effectively manage related risks. Human rights risks are identified and assessed annually, with improvement plans established and mitigation measures implemented based on the assessment results. The implementation and effectiveness of these corrective measures are regularly monitored, and key findings are reported to the ESG Committee and incorporated into future action plans.
Once a year, HanmiGlobal identifies potential and actual human rights risks by reviewing internal documents, gathering employee feedback, and analyzing grievance channels. The identified risks are assessed based on their potential impact and likelihood of occurrence.
Based on the assessment results, the company establishes improvement plans for key human rights risks and implements mitigation measures, including enhancing work procedures, providing relevant training, and strengthening preventive controls.
The implementation and effectiveness of corrective actions are reviewed on a regular basis. Key findings are reported to the ESG Committee and incorporated into future action plans.
HanmiGlobal operates a human rights due diligence process based on the UN Guiding Principles on Business and Human Rights (UNGPs) to proactively prevent potential human rights violations across its business activities and effectively manage related risks. Human rights risks are identified and assessed annually, with improvement plans established and mitigation measures implemented based on the assessment results. The implementation and effectiveness of these corrective measures are regularly monitored, and key findings are reported to the ESG Committee and incorporated into future action plans.
Risk of incidents involving sexual harassment and workplace bullying
Selected based on the previous year's performance analysis and the results of the annual human rights risk assessment
Preventive training, implementation of a zero-tolerance (“One Strike Out”) policy for sexual harassment, operation of grievance reporting channels, and implementation of victim protection and remediation procedures
Achieved 100% implementation of planned management measures and action items, with the effectiveness of the measures successfully verified
Continue preventive activities and ongoing monitoring to ensure that such incidents do not occur
In particular, sexual harassment and workplace bullying were designated as the company's priority human rights management risk for 2025. Management efforts focus on prevention, reporting, investigation, victim protection, and measures to prevent recurrence. The company's response process is designed to support victims in returning to a healthy working environment. Counselors and investigators protect the identities of all parties involved, while cases are handled fairly through the Grievance Committee and the Risk Management Office.
HanmiGlobal has established key management indicators to ensure that its human rights management policy is translated into meaningful improvement activities rather than remaining a statement of principles. The company has developed detailed KPIs focused on raising human rights awareness, assessing the level of its human rights-oriented organizational culture, ensuring the effectiveness of grievance handling procedures, and promoting workforce diversity. Performance is monitored annually against established targets. In 2025, HanmiGlobal achieved a 100% completion rate for employee human rights training, an HGTI human rights score of 81, and a 100% on-time resolution rate for grievance cases. However, the proportion of women in management positions and the proportion of foreign employees fell short of their respective targets. Accordingly, the company will continue implementing initiatives to strengthen workforce diversity. Going forward, HanmiGlobal will continue to prevent human rights risks and foster a workplace culture founded on respect by managing its performance against detailed human rights KPIs.