Sexual Harassment Prevention and Gender Equality
To promote gender equality in the workplace, eliminate gender discrimination, and prevent sexual harassment, EVA Air continues to provide training on the Act of Gender Equality in Employment and sexual harassment prevention. Training programs also cover maternal health protection to strengthen employees' awareness of gender equality and foster a respectful and inclusive workplace.
Employees who experience gender discrimination or sexual harassment may file a complaint in accordance with the EVA Air Measures for Prevention, Reporting, and Punishment of Sexual Harassment by submitting Sexual Harassment Complaint Form. Complaints are reviewed and resolved within two months of receipt, with a one-month extension permitted when necessary.
In 2025, 10 complaints relating to sexual harassment and gender discrimination were submitted through the formal complaint mechanism. Following investigation, five cases were substantiated, and appropriate corrective and remedial actions were taken. To help prevent recurrence, EVA Air reinforced internal awareness initiatives and invited external experts to deliver sexual harassment prevention training, further promoting workplace gender equality.
In 2025, the completion rate for gender equality training reached 100%, with a total of 8,135 training hours delivered.
| Content of Violation |
No. of Cases |
Result |
| Physical harassment |
2 |
Policy: Reiterate the importance of respecting gender equality through relevant announcements and reaffirm the Company's zero-tolerance policy, ensuring compliance with the law.
Help provided: Conduct care interview(s) for the person who was harassed; make adjustments to work tasks/workplaces dissimilarly for both parties.
Disciplinary measures: Provide administrative discipline to the individuals involved, along with arranging their participation in gender equality courses.
|
| Verbal harassment |
2 |
Policy: Reiterate the importance of respecting gender equality through announcements and reaffirm the Company's zero-tolerance policy, ensuring compliance with the law.
Help provided: Provide necessary assistance and care interview(s) to the individuals involved, such as referrals to psychological counseling or legal aid services.
Disciplinary measures: The perpetrator voluntarily retired.
|
| Stalking behavior |
1 |
Policy: Reinforced internal communications on gender equality and respect, reiterating our zero-tolerance stance, with all cases handled in accordance with applicable laws and regulations.
Help provided: Conducted care interview(s) with the affected individual and provided necessary support, including referrals for psychological counseling and legal assistance.
Disciplinary measures: The individual involved voluntarily resigned.
|
Sexual Harassment Complaint Procedure
1. Sexual harassment complaint filed
Accept the complaint case, confirm the details and sign or affix seal on the complaint form.
2. Set up a “sexual harassment investigation team”
The team shall comprise at least one external expert with knowledge of gender issues.
3. The case must be closed within two month from the day after the sexual harassment complaint is received (1 month extension allowed when necessary; the parties involved must be notified)
If the complainant considers the Company not to have addressed the issue or does not accept the results of the investigation/disciplinary actions, they may file a complaint with the local competent authority in accordance with Article 32-1 of the Gender Equality in Employment Act.
