The Bank's values are centered around people and we are committed to following and safeguarding the international principles of fundamental human rights and the Bank's human rights policy, properly maintaining workplace health, actively assisting disadvantaged groups, and providing stakeholders with smooth communication channels, thereby creating a corporate culture that complies with laws, regulations and building a solid foundation for sustainable development.

The Bank is committed to diversity and equality, placing a strong emphasis on gender equality and development. Among all 6,678 employees, there are 2,382 men and 4,296 women*, representing a gender ratio of about 3.6:6.4. The gender ratio for managerial positions is approximately 4:6, demonstrating that the Bank's talent cultivation and promotion system do not differentiate based on gender. All employees have equal opportunities for training and development. In terms of workforce structure, the Bank aims to have female employees comprise 60% of the total workforce and ensure that no single gender exceeds 70% of the total as part of its workforce management objectives.

The Bank's employee remuneration exceeds the statutory minimum wage. The male-to-female starting salary ratio for new hires is 1:1, adhering to the principle of fairness and equal pay for equal work, and there is no differentiation based on gender or other factors. Monthly salaries are more than 1.43 times the statutory monthly minimum wage.

To safeguard the physical and mental health of pregnant and postpartum employees, the Bank has devised the "Maternal Health Protection Program," which includes assessments of the physical and mental needs of pregnant and postpartum employees, evaluations of workplace risks, hazard controls, appropriate work arrangements, regular follow-ups, and performance evaluations. These initiatives aim to create a female-friendly working environment that protects women's rights and promotes gender equality.

The Bank provides various maternity and childcare leaves, including maternity leave, miscarriage leave, prenatal visit leave, paternity leave, family care leave, unpaid parental leave, flexible working hours, childbirth allowances, and preferential childcare programs. These measures alleviate the burden of family and childcare responsibilities, maintain a balance between family and work, and indirectly encourage childbirth and attract talents. Furthermore, we provide menstrual leave for female employees, demonstrating our commitment to women's physiological health and creating a supportive work environment that enables them to fully engage and realize their potential, thereby promoting equal employment opportunities.

The Bank actively promotes gender equality training and incorporates gender equality advocacy and courses into the orientation training for new employees, covering topics such as human rights, prevention and remedies of sexual harassment. In 2022, a total of 6 sessions were conducted with 259 employees completing the training.

The Bank has set up the “Guidelines for Handling Sexual Harassment Preventive Measures and Complaints,” taking appropriate preventive, corrective, disciplinary and handling measures for sexual harassment incidents, and strictly prohibiting any behaviors of sexual harassment, gender discrimination or violence, and threat and intimidation, as to build a friendly workplace with gender equality.