Sexual Harassment Prevention and Gender Equality
To ensure gender equality in employment, eliminate sexual discrimination, and prevent sexual harassment, EVA Air continued to provide courses on Act of Gender Equality in Employment and sexual harassment prevention, and added lessons on the Maternity Health Protection for our female employees. If employees encounter sexual discrimination or sexual harassment, they may file a complaint by filling out the “Complaint Form for EVA Air Employees” in accordance with the EVA Air Measures for Prevention, Correction, Complaint, and Punishment of Sexual Harassment in the Workplace and inform the head of the Human Resource Division. Cases shall reach resolution within two month from the day a complaint received, and one month extension if necessary. In 2024, there were a total of 3 complaint cases of complaint filed via the formal complaint channel. After investigations, only 2 of the cases was constituted. The Company has disseminated information to all staff, as well as planning to invite external lecturers to give a speech on the courses of sexual harassment preventions, and to promote awareness of gender equality. This year, 100% of EVA Air employees completed the training on gender equality and human rights education, for a total of 3,299 training hours.
| Content of Violation |
No. of Cases |
Result |
| Communication harassment |
1 |
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 caring 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 |
1 |
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: Provide necessary assistance and caring interview(s) to the individuals involved, such as referrals to psychological counseling or legal aid services.
Disciplinary measures: The perpetrator 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.
