Promotion of Human Rights Management
GS Energy Human Rights Roadmap
GS Energy supports international human rights standards set by organizations like the UN and OECD. In adherence to the GS Group Human Rights Charter, GS Energy has established its own Human Rights Charter.
Starting from the process of identifying human rights issues, the company plans to develop comprehensive operational guidelines by considering materiality assessments and engaging with various stakeholders.
To reflect the results of human rights due diligence, including the human rights impact assessment that will be implemented from 2024, in detailed operating guidelines, the company will make efforts to improve the level of human rights for GS Energy stakeholders.
Human Rights Check and Improvement Project
- 1
Establishment of Human Rights Policies
Formulating GS Energy's human rights policy, encompassing the UN Universal Declaration of Human Rights, recommendations from the UN Global Compact, and the GS Group Human Rights Charter
- 2
Establishment of Human Rights Check Process and Checklists
· Establishment of Human Rights Check Process and Checklists
· Review of checklists through consultation with external experts.
- 3
Internal Human Rights Check Diagnosis
· Conducting internal human rights check diagnosis for GS Energy headquarters
· Checking the appropriateness of the checklist
- 4
Evaluation, Analysis, and Diagnosis Improvement
· Evaluation and root cause analysis of the internal human rights check diagnosis for GS Energy headquarters
· Derivation of improvement item
- 5
Expansion of Target to Subsidiaries and Investment Companies and
Outsourced Human Rights Impact Assessments
· Conducting internal human rights check diagnosis and root cause analysis for subsidiaries and investment companies
· Derivation of improvement item
- Definition of Human Rights Issues and Stakeholder
- Confirmation of human rights issues and identification of the impact on stakeholders
- Identification of Key Human Rights Issues
- Selection of key human rights issues through self-assessment based on checklists and external expert assessment of human rights impact
- Establishment of Improvement Objectives
- Conducting human rights impact assessments and establishment of improvement goals based on the results
- Results Monitoring
- Operation of a "Human Rights Complaint" channel for monitoring human rights risks
(utilizing the current GSE Round complaint handling process)
- Results Monitoring
- Monitoring of human rights risks through corrective measures considering improvement objective
- Stakeholder Disclosure
- Disclosure of human rights policies and human rights impact assessment results through sustainability reports
GS Energy conducts regular training for all employees and executives annually to foster awareness of human rights.
To eliminate workplace biases against individuals with disabilities and promote a positive and healthy organizational culture, the company also conducts "Disability Awareness Improvement Training.” Additionally, in its commitment to creating a safe and happy workplace free from workplace harassment and discrimination, the company conducts "Workplace Harassment and Sexual Harassment Prevention Education" both online and offline at least once a year.
In particular, the Workplace Harassment and Sexual Harassment Prevention Education includes a separate session for managerial staff to enhance their understanding of relevant laws and organizational management.
Furthermore, the company publishes and announces "Guidelines for Preventing Workplace Harassment" through its groupware platform, ensuring that employees and executives are aware of prevention measures and the established procedures and standards for handling incidents, thus creating a safer working environment where everyone can work with confidence.
Grievance Handling Process
GS Energy operates a grievance handling process through two tracks: a hotline for grievance counseling directly connected to People Team staff and the receipt of grievances through elected grievance handling committee members among employees.
In addition to this regular process, any grievances received through various channels such as CEO small-scale meetings, GSE Round, email, phone, and written forms are immediately investigated to ensure a swift resolution.
For cases where grievances are not resolved through the grievance handling committee, violations are addressed according to company rules through committees such as the Personnel Committee and Disciplinary Committee.
In particular, cases of workplace sexual harassment and harassment are handled with the utmost seriousness, implementing thorough security measures, processes, and strict policies.
Furthermore, in line with human rights management principles, grievances are collected broadly with a perspective that goes beyond employee complaints and considers human rights. Through the EPA (Employee Assistance Program), the company conducts proactive assessments of employees' well-being and provides various coaching and counseling services to help employees maintain a healthy mindset and grow together with the company.
Grievance Handling Status
| Category |
2020 |
2021 |
2022 |
| Number of Grievance Reports Received |
0 |
0 |
0 |
| Number of Grievance Cases Resolved |
0 |
0 |
0 |
Unit: Cases