First Financial Holding is committed to abide by the International Bill of Human Rights and other conventions such as the "United Nations Universal Declaration of Human Rights", "United Nations Guiding Principles on Business and Human Rights", "The Ten Principles of the United Nations Global Compact","International Labour Organization Core Labour Standards","ISO 26000 Guidance on Social Responsibility","- Convention on the Elimination of All Forms of Discrimination against Women", "The International Covenant on Economic, and the "Modern Slavery Act", and has included them into the Human Rights Policy of the Group.

At all group subsidiaries, there is no discrimination employees during recruitment, selection,hiring, assignment, career development, remuneration and benefits, promotions, education & training, and retirement plans on the basis of race, class, language, thought, religious,political affiliation, ancestry, place of birth, gender, sexual preference, age, marital status, appearance, facial features, physical and mental handicap, or union membership. Article 18 of the Guidance on Sustainable Development for FFHC stipulates that subsidiary companies shall abide by the internationally recognized human rights of labor, including the freedom of association,the right of collective bargaining, caring for vulnerable groups, prohibiting the use of child labor, eliminating all forms of forced labor, eliminating recruitment and employment discrimination to create an equal opportunity workplace. There were no human rights violations, infringement of indigenous rights, or incidents of discrimination. The hiring of those under the age of 16 as regular or atypical employees (including temporary workers and security staff) is explicitly banned in our HR regulations. We also adhere to the Labor Standards Act to prevent forced labor through violence, threats, imprisonment or other illegal methods.

The Company's Sustainable Development committee reviews relevant humanrights issues each quarter and uses actual investigations, data monitoring, and questionnaire surveys to evaluates potential human rights risks and establish a risk matrix for human rights issues.

In 2023, we implemented prevention and mitigation measures for human rights issues, such as "abnormal workload", "night shift rotation", and "maternal health protection", which are moderately probable and have a moderate impact on operations. For example, we executed an "Abnormal Workload-Triggered Diseases Prevention Plan" and established procedures for daily overtime work applications and management reminders in the system to reasonably adjust for work and labor allocation. High-risk employees who "work in shifts, at nighttime, and long hours" are evaluated for risks and given appropriate health management measures to prevent cardiovascular diseases caused by overwork. Additionally, the "Maternal Employee Health Protection Plan" is implemented to perform risk assessment, hazard control, risk management, and work adjustments and in-house physicians and full-time nurses are assigned to provide care and health education over the telephone to pregnant employees.

FFHC adheres to and ensures that employees enjoy internationally accepted labor rights, and related information is openly available internally. All business sites follow local laws and regulations on human rights. There is no discrimination on the rights enjoyed by employees on the basis of race, gender, employment type, promotion or other situations. All have the right to equal pay for equal work, freedom from sexual harassment, and job security for female employee during pregnancy. The Group's directors, supervisors, managers, and employees must follow the code of conduct and may not make sexual advances or commit actions that violate human rights such as implicit sexual suggestions, sexual discrimination, or violation of human dignity and personal freedom. In addition to regularly organizing sexual harassment prevention education and training, we provide a full description of the human rights system on work rules, HR management rules, employee compensation and benefits during new employee training courses. Union personnel are also invited to speak about employee rights relating to the Occupational Safety and Health Act. In 2023, no violations of indigenous peoples’ rights and discrimination occurred. The companies have not made any mergers or acquisitions or signed major investment agreements.

In 2023, a total of 19,574 employees at domestic and international operating locations participated in human rights protection training courses, with a total of 14,410 training hours, achieving a 100% participation rate. Additionally, the Company's human rights policies were communicated to partner security companies, ensuring that security personnel understood these policies through pre-service and in-service training. In 2023, 12 human rights education training sessions for security personnel were conducted, each averaging 0.5 hours, with a 100% completion rate.

First Financial Holding Co., Ltd. (FFHC) implements the Gender Equality Policy in spirit of the Convention on the Elimination of All Forms of Discrimination Against Women (CEDAW) and in compliance with the Act of Gender Equality in Employment. We promote gender equality by focusing on "corporate culture," "organizational structure," "salary and benefits," "education and training,""work-life balance," "child birth measures," and "workplace safety" to create a friendly, gender-equal environment for employees, thereby realizing our vision of becoming a happy enterprise.

The Company's internal regulations clearly stipulate adherence to gender equality and anti-discrimination principles. Additionally, no acts of sexual harassment or gender discrimination are permitted while performing duties. The Company has set up an Employee Care Group under the "Sustainable Development Committee," which is affiliated with the Board of Directors. The Group is composed of members from human resource-related departments of each company. Group members are responsible for promoting gender equality measures, gender equality education, gender discrimination prevention and handling, and workplace bullying, among other incidents.

FFHC internalizes gender equality awareness into its core operations. Apart from co-organizing seminars with government agencies and professional institutions on trust and property planning for elderly people, we also promote the concept of gender equality in property inheritance, launch Micro Loans for Female Entrepreneurs to assist women in starting their own businesses, and introduce a wide range of women-friendly credit cards, to empower women economically. In 2023, the Company received the recognition of Taipei City Government through the "Workplace Gender Equality Index" - Gold Award.

For more information on gender equality measures for maternal employees, please refer to 3-4 Friendly, Healthy and Happy Workplace.

All starting salaries of the Group are higher than the minimum wage stipulated in the Labor Standards Act. The ratio of starting salaries for males and females is 1:1, with equal pay being offered for equal work. The Company abides by the principles of fairness and reasonableness to ensure that employee salaries do not differ based on gender or other factors. In 2023, when comparing the overall compensations for male and female employees with men's salary (100%) as baseline, the average salary of female senior executives is 104% while average compensation is 110%; 105% and 107% for female management personnel; and 98% and 100% for female non-management personnel.

FFHC implements gender equality with female directors and female independent directors accounting for 53% and 60% of the Board of Directors, respectively, and a female member of the board also serves as the convener of the Company's Audit Committee. The Board of Directors of FFHC and its bank, life insurance, and AMC subsidiaries is chaired by a female chairperson, and the Presidents of FFHC and its securities subsidiary are all women. The percentage of female employees in the Group is higher than that of men. As of the end of 2023, women account for 47.9% of the Group's 328 senior managers, and 36.9% of women hold job positions with potential for salary increase. In addition, 486 female employees or 43.0% of employees of the Company have positions relevant to Science, Technology, Engineering, and Mathematics (STEM).

The Company has set up diverse and confidential employee communication channels to build harmonious employee and employer relations and enhance both the development of the Company and employer welfare. The Employer-Employee Meeting consists of an equal number of labor and management representatives. Regular meetings are held to discuss employer-employee issues such as improvements to working conditions and benefits. In 2023, there were no penalties resulting from labor dispute complaints. The number of employer-employee meetings held and the number of proposals discussed over the past four years are summarized in the table below.

The Group's domestic and international operating locations ensure employees' freedom of association. At the end of 2023, First Bank signed its fifth collective agreement, covering union activities, employment, transfers, dismissals, working hours, holidays, leave, compensation, benefits, safety, health, occupational injury compensation, retirement, and survivor benefits, fully protecting employee rights. The agreement includes vacation systems, retirement systems, and profit-sharing clauses that are more favorable than labor laws. It specifies that in the event of significant operational changes such as mergers, reorganizations, transfers, or splits, the process must be transparent. Major decisions must be immediately communicated to the union and employees after employer-employee meetings. Clauses related to health and safety make up 27.8% of the agreement. If employees are not retained or do not agree to be retained, they are provided with severance pay according to the law and additional preferential compensation. Currently, approximately 89% of employees are covered by the collective agreement. In 2023, six meetings were held. Additionally, both First Securities and First Financial AMC signed their collective agreements in November 2018. These agreements also include provisions that protect employee rights in the event of significant operational changes. Clauses related to health and safety account for more than 15.8% of the agreement. Currently, there are no significant unresolved disputes between employees and the employer.

To create a friendly workplace, FFHC has announced and implemented the "regulations on sexual harassment prevention, complaints and investigation". A dedicated phone line, fax, and email address for reporting sexual harassment have been established, with designated personnel responsible for handling complaints. Additionally, information on sexual harassment prevention is promoted on the Company's website and through electronic bulletin boards of business units. Each company also incorporates courses on sexual harassment prevention and handling procedures, as well as gender equality and case studies on sexual harassment prevention, in the training for new employees or in regular regulatory education and training. Sexual harassment prevention and Act of Gender Equality in Employment courses are incorporated in management training classes to improve management's knowledge on the prevention and handling of sexual harassment. Persons in charge of handling sexual harassment claims are appointed to attend training programs hosted by external agencies, including professional training courses on skills for investigating sexual harassment claims and relevant seminars.

A "Sexual Harassment Complaints Committee" with 9 committee members and a majority of female members have also been established. The committee members serve for 2 years and their terms may be extended. The members of the committee must possess actual experience with handling sexual harassment, as well as a background in law, social sciences and human resources. A confidential investigation must be launched within 7 days of a complaint being received. The result of the investigation must be presented to the related party, and a report submitted to the committee for review. The case must be finalized within 2 months. Based on the committee's decision, appropriate disciplinary actions are given to the perpetrator, including reassignment from their original position and administrative penalties. The victim's wishes are respected, and appropriate job arrangements are made for them. Additionally, psychological counseling services from the Teacher Chang Foundation are provided. A lawyer will be hired to provide assistance in cases involving civil compensation. To protect the privacy and personal rights of the parties involved, all identifying information such as names or other data sufficient to identify individuals must remain confidential unless necessary for the investigation or due to public safety considerations. Relevant personnel and committee members are required to maintain confidentiality. Before each meeting of the Sexual Harassment Committee, the chairperson reads the confidentiality clauses aloud. In 2023, 5 cases of sexual harassment complaints were received by the Group, which were adequately processed and concluded.