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Human Rights Management

LG Display established 10 core human rights policies for our employees, drawing from global standards such as the UN Declaration of Human Rights, International Labour Organization(ILO), and the Organization for Economic Co-operation and Development(OECD) Guidelines for Multinational Enterprises. This policy conveys the will of top management to support human rights that respects the dignity and value of all stakeholders, based on the corporate philosophy of respecting human rights. We have rolled out these policies across all domestic and overseas sites, and we implement them in practice through detailed guidelines for both employees and suppliers.

Policy

  • Anti-discrimination
    We promote diversity and inclusion and prohibit unfair discrimination against any employee or applicant.
  • Elimination of Hostile Work Environment
    We do our utmost to prevent sexual harassment and bullying in the workplace and keep in place a system for protection of victims.
  • Pay and Benefits
    We commit to providing our employees with a living wage level which meets the necessary standards for basic living by adhering to legal requirements for wages and welfare benefits.
  • Observance of Legally Mandated Work Hours
    We abide by the statutory requirements for work hours, break time, and holidays.
  • Prohibition of Forced Labor
    We prohibit any and all forms of forced labor and offer fair and transparent employment contracts.
  • Prohibition of Child Labor
    We scrupulously observe the minimum age for employment and comply with statutory restrictions when employing younger workers(e.g. minors who can be employed but cannot work longer than a set number of hours).
  • Guarantee of Fundamental Labor Rights
    We guarantee our employees’ freedom of association and their right to collective bargaining.
  • Protection of Personal Information
    We establish and maintain a procedure by which we handle personal information in compliance with legal requirements.
  • Health and Safety
    We establish and maintain a system for prevention of occupational health and safety issues in compliance with legal requirements.
  • Promotion of Human Rights in the Supply Chain
    We support our suppliers’ efforts to commit to promotion of fundamental rights and to prevention of potential human rights violation.

Human Rights Management Organizational Structure

LG Display has established and operates a Human Rights Management Council to communicate its commitment to human rights management both internally and externally, and to systematically carry out human rights management activities and continuously improve its standards.
  • Board of Directors (ESG Committee)
    Highest decision-making body for human rights management
  • CEO
    Decides and provides feedback regarding human rights management policies
  • ESG Management Council
    Discusses human rights management risks and improvements
  • Human Rights Management Working Council
    Discusses human rights management risks and improvement tasks CHO (Human Rights & HR), CSEO (Safety & Environment), Purchasing Group (Supplier Management), Jeong-Do Management, Legal Team (Compliance), Management Support (ESG)

Human Rights Issue Review Committee

LG Display operates a human rights issue review committee led by executives and managers. It identifies human rights-related issues through exit interviews, exit surveys, social media, etc., and reports them to executives and managers. Executives and managers who receive the reports assess the severity of the issues and take measures such as immediate action or cumulative management depending on the severity of the issues to prevent recurrence and strive for improvement.

Human Rights Impact Assessment

We establish and implement a process for human rights impact assessment to prevent potential violation of human rights. To this end, we identify and assess any potential adverse human rights impacts on all stakeholders, including employees, women, children, Indigenous people, suppliers, third-party contract employees, Migrant workers and local communities.
  1. Human rights due diligence
    • Conduct human rights due diligence using the assessment checklists
    • Identify adverse human rights impacts
  2. Impact assessment
    • Analyze actual and potential human rights risks
    • Develop short-term and mid to long-term improvement objectives
  3. Implementation Monitoring
    Implemen-tation Monitoring
    • Assess the effectiveness of improvement measures
    • Report the results to Human Rights Commitment Subcommittee

Human Rights Impact Assessment due-diligence Evaluation Items

Human Rights Impact Assessment due-diligence Evaluation Items
Category Stakeholder Impact
Employee Supplier Customer Local Community
Prohibition of Forced Labor ◎ ◎ ○ ◎
Prohibition of Child Labor ◎ ◎ ○ ◎
Prohibition of Discrimination ◎ ◎ ◎ ◎
Guarantee of Basic Labor Rights ◎ ◎ ○ ◎
Compliance with Working Hours ◎ ◎ ○ ○
Wages and Welfare Benefits ◎ ◎ ○ ○
Safety and Health ◎ ◎ ◎ ◎
Prohibition of Sexual Harassment and Workplace Bullying ◎ ◎ ◎ ◎
Management of Supliers’ Human Rights ◎ ◎ ○ ○
Protection of Personal Information ◎ ◎ ◎ ◎

Human Rights Violation Relief Process

LG Display has established a process to respond to human rights violations and operates it fairly.
  1. Report Reception
    • Receive reports of sexual harassment, bullying, and complaints in the workplace through official channels.
  2. Fact Confirmation & Investigation
    • Confirm the content of the report and conduct fact-finding and investigation.
  3. Deliberation & Action by Relief Committee
    • The committee reviews the case in accordance with relevant laws and company regulations, then applies appropriate relief measures.
  4. Monitoring
    • Monitor the effectiveness of the relief measures
    • Report to the ESG Management Council.
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