Acer believes that every employees deserves to be treated fairly and with dignity. We strive to protect the human rights and basic freedoms of our staff, providing equality of opportunity, protection of personal privacy, channels for the free and safe communication of opinions, and a safe, healthy working environment.
In 2019, we established the Acer Group Human Rights Policy, extending the scope of human rights protections to suppliers, customers and partners. This policy recognizes and follows the UN Universal Declaration of Human Rights, the UN Global Compact, the International Labor Organization' Declaration of Fundamental Principles and Rights at Work, and local laws and regulations.
Acer's other human rights-related measures include:
Assessing potential human rights issues is part of Acer’s risk management, with such issues identified, assessed, and discussed by members of the Risk Management Working Group. The responsible units then formulate, implement, and manage mitigation actions for issues so identified. Those who may primarily be impacted by human rights issues are our staff, vendors, and customers. In 2021, identified risks encompassed areas including health & safety, gender equality, sexual harassment, child labor, forced labor, privacy & information security, freedom of association, conflict minerals, and student/intern workers.
Impact Assessment
．Health Checks
．ISO 45001 Audits
Management and Mitigation Action(s)
． Organizing Health Seminars
．Set up a staff fitness center to encourage all staff to exercise more
．Establishing Nursing Hotline
．We set up a global pandemic prevention website to communicate measures taken by the Company and information on pandemic prevention.
．Provision of Employee Assistance Program and Psychological Counseling Services
．Implementation of ISO 45001 Occupational Health and Safety Management Systems
Impact Assessment
．Surveying of Male: Female Staff Ratio
Management and Mitigation Action(s)
．Continuing Improvement of Percentage of Female Managers and Senior Managers
Impact Assessment
．Evaluation of Issue through Dedicated Sexual Harassment Reporting Line and Complaints Mechanism
Management and Mitigation Action(s)
． Implementation of Workplace Sexual Harassment Prevention Measures, Complaints, and Disciplinary Actions
． Clarifying complaints channels, operating procedures, and disciplinary regulations.
． Provision of Sexual Harassment Prevention Training Courses
Impact Assessment
．Through Labor-Management Meetings with Staff Assessing Complaints Mechanism
Management and Mitigation Action(s)
．Holding Employee Representative Meetings to Effectively Solve Problems through Full Communication
．Through “An Appointment with Jason,” employees can communicate directly with the chairman face-to-face.
．Boosted internal communication between HR and HR managers, including case consultation and classroom-based learning
Impact Assessment
．Personal Information Inventories and Risk Assessments
Management and Mitigation Action(s)
．Conduct regular staff training on personal information protection
．When employees need to use personal information, they shall apply for approval in accordance with the regulations
．Carrying Out Regular Personal Data Inventories and Risk Assessments
．Review all interview and onboarding processes, as well as outsourcing/vendor contact information, to ensure there is no risk of GDPR violations
Impact Assessment
．System, process, and behavior audits
Management and Mitigation Action(s)
．Implement Anti-Bribery and Corruption Policy
．Regularly audit the company’s control systems and processes to improve overall awareness and spot potential misconduct
．Set Up a Dedicated Mailbox (whistleblower.acer@acer.com) for Reports or Complaints
．Provide Anti-Bribery and Corruption Training Courses
Impact Assessment
． Smooth Staff Communication Channels
． Staff Responses and Feedback
Management and Mitigation Action(s)
．Implementing staff human rights protection and education & training
．Organize quarterly labor meetings to improve communication with employees
．Providing a Variety of Staff Communication Channels
．Conduct global Employee Engagement Surveys, analyze the results from multiple perspectives, and take necessary actions to improve (e.g., strengthen employee development through diverse online learning activities)
For more information, please refer to the “Human Rights Protection Education and Training” and “Diverse Communications Channels” sections
Impact Assessment
．Conflict Minerals Due Diligence Surveys: CMRT (Conflict Minerals Reporting Template) & EMRT (Extended Minerals Reporting Template)
．Reasonable Country of Origin Inquiry (RCOI)
．On-site Audits (First-Tier Vendors)
．Smelter Information
Management and Mitigation Action(s)
．Carrying out Conflict Minerals Due Diligence and Management
．Completing and Publishing Annual Responsible Minerals Report
．Participating in Responsible Minerals Initiative (RMI) and Public-Private Alliance for Responsible Minerals (PPA)
．Complying with OECD due diligence guidelines and building supply chain due diligence capabilities
．Seeking out due diligence opportunities and best practices
For more information, please refer to the “Responsible Sourcing of Minerals” section
Impact Assessment
．Vendor Announcements
．Vendor Risk Assessment
．Self-Assessment Questionnaire
．On-Site Audits
．Corrective Reports
Management and Mitigation Action(s)
． On-Site Audits
．Corrective Action Verification
．Human rights training for vendors and procurement staff
．Participating in Responsible Business Alliance (RBA) to gain insight into trends among international companies and practical experience of members
．In Vendor Communication Meetings, we promote and communicate our requirements regarding human rights issues like child labor, forced labor, and conflict minerals.
．Implementing Slavery and Human Trafficking Policy, Measures for Remedying Child Labor and Forced Labor, and Vendor Working Hours Policy
．Complying with California Transparency in Supply Chains Act, British Modern Slavery Act, and Australia Modern Slavery Act
．Promoting to vendors the Slavery and Human Trafficking Policy, Measures for Remedying Child Labor and Forced Labor, and Vendor Working Hours Policy
For more information, please see Chapter 4, Responsible Supply Chains
Impact Assessment
．Vendor Announcements
．Vendor Risk Assessment
．Self-Assessment Questionnaire
．On-Site Audits
．Corrective Reports
Management and Mitigation Action(s)
． On-Site Audits
．Corrective Action Verification
．Human rights training for vendors and procurement staff
．Participating in Responsible Business Alliance (RBA) to gain insight into trends among international companies and practical experience of members
．In Vendor Communication Meetings, we promote and communicate our requirements regarding human rights issues like child labor, forced labor, and conflict minerals.
．Implementing Slavery and Human Trafficking Policy, Measures for Remedying Child Labor and Forced Labor, and Vendor Working Hours Policy
．Complying with California Transparency in Supply Chains Act, British Modern Slavery Act, and Australia Modern Slavery Act
．Promoting to vendors the Slavery and Human Trafficking Policy, Measures for Remedying Child Labor and Forced Labor, and Vendor Working Hours Policy
For more information, please see Chapter 4, Responsible Supply Chains
Impact Assessment
．Regularly Carrying Out Inventories and Risk Assessments of Information
Management and Mitigation Action(s)
．Set out information security and confidentiality commitments or personal information protection clauses in contracts
．The use or safekeeping of customer personal information shall comply with the relevant Group regulations and measures regarding the use of personal information
Acer, Acer’s suppliers and contractors fully understand the definition, scope and rationales of 'living wage', and shall strive to reach the standards of the living wage to ensure that all of the employees can live a decent life.
In consultation with SGS (Société Générale de Surveillance) in preparing Acer’s Sustainability Report, we will make sure that the data of living wage along with the improvement progress shown in the report is correct and appropriate.
Regarding the living wage methodology, we refer to Anker's methodology, and we take the two steps below.
The first step is to get the data of the cost of a basic but decent lifestyle for a worker and his/her family in a particular place, which is the standard living wage.
The second step is to determine if our paid wage (excluding overtime pay, bonuses, and in-kind benefits) is higher or lower the standard. And request any entities (e.g., Acer's regional offices, contractors, or suppliers) whose averaged wages falling below the living wage standards to propose improved actions.
