HUMAN RIGHTS POLICY
STATEMENT
1.
Purpose and Scope
1.1. This policy commits Onetech Group Limited, together with its subsidiaries and affiliated companies (collectively referred to as the “Group”), to respecting and promoting human rights in all aspects of its business operations. This policy aligns with internationally recognized human rights standards, including the Universal Declaration of Human Rights, the International Labour Organization (ILO) Core Conventions, the United Nations Global Compact, and the United Nations Guiding Principles on Business and Human Rights.
2.
Respect for Human Rights
2.1.
Respect for human rights is an integral part of the Group’s corporate culture. The Group is dedicated to upholding these rights and actively supporting their protection through the Group’s Human Rights Policy, which is grounded in the principles of the Universal Declaration of Human Rights of the United Nations. The Group’s business activities are guided by its constitutional documents and internal policies, ensuring ethical and responsible operations.
2.2.
The Group is committed to raising awareness among its employees (the “Employees”) about human rights issues and encouraging them to play an active role in their protection.
2.3.
The following sections highlight human rights issues that are most relevant to the Group.
3.
Valuing Diversity and Equal Opportunities
3.1.
The Group deeply values the diversity of its people and the unique contributions they bring to the organization. Committed to fostering an inclusive and equitable workplace, the Group upholds a longstanding dedication to equal opportunity and strictly prohibits any form of discrimination or harassment. As an equal opportunity employer, the Group strives to maintain a respectful and inclusive environment, free from discrimination or harassment based on race, sex, gender identity, color, national or social origin, religion, age, disability, sexual orientation, political beliefs, marital status or any other status protected by applicable law.
3.2.
The Group’s recruitment, hiring, training, compensation and career advancement decisions are based solely on qualifications, performance, skills and experience. The Group is dedicated to ensuring fairness and equal pay for all Employees.
3.3.
The Group does not tolerate disrespectful behavior, unfair treatment, retaliation or any form of harassment whether in the workplace or in work-related settings beyond it. These principles extend not only to the Group’s Employees but also to the business partners that the Group collaborates with.
4.
Safe and Healthy Workplace
4.1. The Group is an employer who cares for the health, safety and well-being of its staff. Operational safety and health protection are significant aspects of the Group’s business. The Group provides to its Employees a safe and healthy workplace in compliance with applicable local and national laws and regulations.
5.
Workplace Security
5.1. The Group is committed to maintaining a workplace that is free from violence, harassment, intimidation and other unsafe or disruptive conditions due to internal and external threats. Security safeguards for Employees are provided as needed and will be maintained with respect for Employee privacy and dignity. Any security measures implemented will be proportionate, lawful, and respectful of internationally recognised human rights standards.
6.
Slavery, Forced Labor and Human Trafficking
6.1. The Group strictly prohibits slavery, servitude, all forms of forced, bonded or compulsory labour, and any involvement in human trafficking.
7.
Child Labour
7.1.
The Group strictly complies with all local laws regarding the minimum age of employment, in alignment with ILO Convention 138. Additionally, the Group prohibits the employment of individuals under the age of 18 in positions involving hazardous work, as outlined in ILO Convention 182.
8.
Data Protection
8.1.
The Group is dedicated to safeguarding the rights, privacy and personal data of its past, present and potential customers, employees, suppliers and other stakeholders. Client information is gathered and utilized responsibly, stored securely and shared only in compliance with relevant laws. For more details, please refer to our General Data Protection Policy.
9. Responsibilities of Employees
(a) Promptly report any suspected violations of human rights policies, either within the Group or through established reporting mechanisms, including the Group’s Whistleblowing Policy.
(b) Adhere to the principles and standards outlined in the human rights policies during the course of their work.
(c) Refrain from engaging in discriminatory practices and treat all their colleagues and stakeholders fairly with respect.
(d) Embrace diversity and treat colleagues, clients, and other stakeholders with dignity and respect, regardless of their background, characteristics, or beliefs.
(e) Participate actively in human rights training programs provided by the Company to enhance awareness and understanding.
10.
Responsibilities of Management
10.1.
The Management of the Group is determined to:
10.1.1. Initiate and develop policies and procedures for Human Rights. Management must take the lead in developing, updating and implementing comprehensive human rights policies that align with international standards, legal requirements, and organizational values.
10.1.2. Ensure that the Group’s human rights policies comply with applicable laws and regulations in all jurisdictions where the Group operates.
10.1.3. Develop and implement training programs to educate Employees at all levels about human rights principles, policies, and their role in upholding these principles.
10.1.4. Establish and implement due diligence processes to identify, prevent, and mitigate human rights risks associated with the Group’s operations.
10.1.5. Management of the Group must ensure that suppliers and subcontractors uphold the standards set out in this policy wherever they are located. The Group expects that all suppliers and subcontractors adhere to local laws and regulations and to the internationally recognised human rights standards, including the UN Guiding Principles on Business and Human Rights and the ILO Core Conventions.
10.1.6. Develop and maintain effective grievance mechanisms to allow Employees and other stakeholders to report human rights concerns.
11.
Procedures for Making a Disclosure of Human Rights Violations
11.1.
On receipt of a complaint or report of an alleged human rights violation, he Employee who receives and takes note of the complaint must pass this information to the Legal Department / Group Legal Director as soon as is reasonably possible, who shall then refer it to the appropriate designated investigating officer as follows:
(a)
Complaints of malpractice will be investigated by the appropriate Manager/Director unless the complaint is against the Manager/Director or is in any way related to the actions of the Manager/Director. In such cases, the complaint should be passed to the Chief Executive Officer for referral.
(b)
In the case of a complaint, which is in any way connected with but not against the Manager/Director, the Chief Executive Officer will nominate a Senior Manager to act as the alternative investigating officer.
11.2.
All disclosures made under this Policy shall be handled in accordance with the Group’s Whistleblowing Policy, including protections relating to confidentiality and non-retaliation.
12.
Implementation & Review
12.1.
This Policy is being regularly reviewed, updated and communicated to Employees and relevant stakeholders. The Employees of the Group are encouraged to contact the Legal Department / Group Legal Director to address any concerns about the effective implementation and corresponding enforcement of this Policy.