1、 I Goertek Inc.2021 Corporate Social Responsibility Report Stock Abbreviation:Goertek Stock Code:002241 March 29,2022 II About This Report This is the 12th Corporate Social Responsibility Report released by Goertek Inc.(hereinafter referred to as Goertek,the Company and we),covering the period from

2、January 1,2021 to December 31,2021.The data from the Annual Report 2021,official documents and statistical reports of Goertek are included in this report.This report has been prepared in accordance with the Shenzhen Stock Exchange Social Responsibility Instructions to Listed Companies,and the Self-r

3、egulatory Guidelines for Listed Companies on Shenzhen Stock Exchange No.1-Standardized Operation of Companies Listed on the Main Board,with reference to the ISO 26000:Guidance on Social Responsibility,the Guidelines for Preparing Corporate Social Responsibility Reports in China from the Chinese Acad

4、emy of Social Sciences,and the T/CESA 16003-2017 standard from the China Electronics Standardization Association.In addition,based on GRI Standards for Global Sustainability Reporting,this report focuses on presenting the CSR strategy,corporate governance,and performance improvement.This report is a

5、vailable in both print and electronic versions.To view the report online or obtain an electronic version,please visit the website of Goertek Inc.at http:/.Feedback For any suggestions or doubts about this report,you can provide the feedback by contacting us,and we appreciate your valuable feedback.A

6、ddress:No.268 Dongfang Road,High-tech Industrial Development District,Weifang Tel: E-mail: III Contents 1.Corporate Governance.1 1.1.Company Profile.1 1.2.Corporate Operating Mechanism.4 1.3.Stakeholder Communication.9 2.Technological Innovation and Service.11 2.1.Technological Innovatio

7、n Input.11 2.2.Promotion of Green Products.14 3.Employee Care.16 3.1.Respect for Employees and Protection of Their Legal Rights and Interests According to Law.17 3.2.Compensation and Benefits.19 3.3.Career Development and Growth of Employees.25 3.4.Employee Engagement and Communication.32 4.Occupati

8、onal Health and Safety.37 4.1.Hazard Identification and Control.38 4.2.Shaping A Sound Working Environment.39 4.3.Protection of Employee Safety and Health.44 4.4.Covid-19 Pandemic Prevention and Control.47 5.Adherence to Green Operation,and Continuous Efficiency Improvement and Emission Reduction.51

9、 5.1.Environmental Management.51 5.2.Pollution Prevention and Control.51 5.3.Resource Recycling and Climate Change Mitigation.53 6.Integrity In Business.61 6.1.Integrity Concept.61 6.2.Fair Competition.62 6.3.Anti-Corruption and Anti-Fraud.62 6.4.Respect For Intellectual Property Rights.64 6.5.Clien

10、t-Oriented.66 6.6.Promotion of Common Growth With Suppliers.70 7.Community Engagement.72 8.Outlook.74 Table of Corporate Honors In 2021.75 Appendix:Gri Sustainability Reporting Standards Index Table.78 General Disclosures.78 Materiality Disclosure.83 1 1.Corporate Governance 1.1.Company Profile Sinc

11、e its establishment in June 2001 and listing on the Shenzhen Stock Exchange in May 2008,Goertek Inc.has been a global high-tech innovator dedicated to serving the leading global clients in the technology and consumer electronics industry,providing them with vertically integrated product solutions of

12、 precision components and smart hardware,as well as the related design,R&D and manufacturing services.The Companys main business divides into three segments including precision components business,smart audio device business and smart hardware business.The precision components business focuses on ac

13、oustics,optics,microelectronics,structural components,and other precision components.The related products include micro speaker/receiver,speaker module,haptic component(actuator),wireless charging device,antenna,MEMS microphone,MEMS sensors,micro-system module,VR optical component and module,AR opti

14、cal component,AR light engine,precision structural parts and etc.The above-mentioned products are widely applied in devices such as smartphones,tablets,smart wireless earphones,VR,AR,smart wearable and smart home devices.Smart audio device business focuses on providing products related to audio,voic

15、e interaction,artificial intelligence,and other technologies.The main products include smart wireless earphones(TWS),wired/wireless earphones,smart speakers,etc.Smart hardware business focuses on providing products related to entertainment,health and home security.The main products include VR,AR,sma

16、rt wearable products,gaming consoles and accessories,smart home products,etc.The Company has innovative competitive advantages in the fields of acoustics,optics,MEMS microelectronics and precision manufacturing,and owns many intellectual property rights in the field of precision parts and components

17、.In addition,the Company has accumulated rich experience in projects by cooperating with industry-leading clients in the field of smart audio device and smart hardware through ODM,JDM and other business modes.During the reporting period,the Company maintained a good,long-term cooperative relationshi

18、p with leading clients in the global technology and consumer electronics industry,kept growing in the 2 number of patent applications and in technological capabilities.As a result,the company has been constantly recognized by global clients for its product solutions and service capability,and remain

19、s being an industry-leading manufacturer in the fields of micro speakers,MEMS microphones,MEMS sensors,TWS,VR products,smart wearable products,gaming console and accessories,etc.During the reporting period,due to the continuous growth of demand of smart hardware products such as VR,TWS,smart wearabl

20、e products,gaming consoles and accessories,and the related precision components,the Company has achieved significant growth in revenue and net profit.At the same time,the Company further improved its position in the industry.During the reporting period,the Company won many honors,including being ran

21、ked the 3rd company in the Top-100 China electronic component enterprises based on comprehensive economic indexes,the 86th company in the Top-500 private enterprises in Chinas manufacturing industry,the 164th company in the Top-500 private enterprises in China,as well as being the executive member c

22、ompany of CITIF.For other information of the Company,see the Companys Annual Report 2021.Mission A better life enriched by technology Vision To be a great company Core values Client-orientation,employee development,trustworthy and pragmatic,cooperation and mutual benefits Management philosophy Culti

23、vation and ingenuity,constant improvement,create core competence of leading reform.Cultural slogan 3 We make,we share,we thrive.Our mission is the overarching orientation of the Companys value of existence,ultimate goal and social responsibility.A better life that integrates health and beauty is the

24、 ultimate pursuit of mankind.It also serves as the ultimate goal of the Company that is committed to creating value for society with the application of technology.It has been our mission to develop cutting-edge modern technology,and to integrate humanistic spirit into product design,so as to create

25、artistic products that lead future lifestyles,convey the concept of a better life,and satisfy peoples pursuit of a better life.Our vision is a general overview of the Companys prospect and development,as well as a long-term goal to be continuously pursued and a realm to be achieved in its future dev

26、elopment.Our vision of To be a great company is not only an inheritance of the excellent cultural value of the past,but also an inherent demand and expectation for future development.With continuous endeavors in innovation,products,services and brand,the Company aims to become a world-class high-tec

27、h company,thus creating maximum value for clients,employees,partners and society,and earning their respect.Our core values are the basic value orientation followed by the Company,and also the core principle and value judgment standard for guiding employees behaviors.The consensus has been reached on

28、 the core values of client-orientation,employee development,trustworthy and pragmatic,cooperation and mutual benefits through extensive discussions.The core values are the beliefs to be revered,the purposes to be pursued and the judgment standard to be relied upon,which shall be continuously strengt

29、hened in the whole process of production and operation,thus enabling all employees to consciously bear values in mind and put them into actions.Our business philosophy is a philosophical reflection on the Companys business policy,business strategy and management style.The Company is committed to the

30、 relentless pursuit of high quality and ambitious goals,and dedicated to innovating product technology and manufacturing techniques,thus creating excellence with continuous improvement.Meanwhile,we actively embrace transformation,and efficiently keep accumulating the knowledge,skills,tools,methods a

31、nd resource integration ability required for transformation,so as to lead the sustainable 4 development of the Company with transformation and shape our core competitiveness of leading power of transformation.We make,we share,we thrive is the cultural slogan of Goertek.The Company advocates the cult

32、ural concept of being together.Based on the common pursuit,the Company forms a community of shared cause,interests and destiny together with clients,employees,suppliers,and society,so as to create products for a better life together,share the achievements and honors together,and grow in the process

33、of value creation together.Culture serves as the cornerstone of corporate survival and development,and an essential part of the core competitiveness of the Company.In 2021,based on the organizational culture assessment,the Company focused on the problems identified in the organizational culture asse

34、ssment of each department and formulated improvement measures accordingly,so as to enhance the corporate culture recognition and employees experience.The cultural philosophy being promoted features integrity,loyalty,diligence,initiative,responsibility,objectivity,fairness,professionalism and pragmat

35、ism.The client-orientation strategy transformation project is carried out to closely integrate culture construction with business and enhance the management of the Company.In the meantime,the Company has strengthened the effect of honor incentives by upgrading its company-level honor system.This has

36、 refined the Companys concept of talents,and elevated employees sense of achievement,thus effectively guaranteeing the implementation of the Companys culture and forging consensus among all employees.1.2.Corporate Operating Mechanism 1.2.1.Operation of the Board of Directors During the reporting per

37、iod,the Company continuously improved the corporate governance structure,the internal management and control system,and continued to carry out corporate governance activities in strict accordance with the requirements of relevant laws,regulations and normative documents such as Company Law,Securitie

38、s Law,Corporate Governance of Listed Companies,Rules Governing the Listing of Shares on Shenzhen Stock Exchange as well as with relevant documents of China Securities Regulatory Commission and the relevant instructions of 5 Shandong Securities Regulatory Bureau,so as to further standardize the Compa

39、nys operation and improve the level of corporate governance.By the end of the reporting period,the actual practice of corporate governance met the relevant requirements of the above laws,administrative regulations,departmental rules and normative documents on the governance of listed companies,and n

40、o documents concerning administrative supervision measures taken by the supervised departments was received.By the end of the reporting period,the details of actual practice of corporate governance are as follows:1.Shareholders and shareholders meetings:The Company has convened and held shareholders

41、 meetings in strict accordance with the Rules for General Meeting of Shareholders of Listed Companies and the Companys Rules of Procedure of Shareholders Meetings,so as to ensure that all shareholders,especially minority shareholders,enjoy equal status and fully exercise their rights;In addition,law

42、yers were engaged to witness the legitimacy of the convening,holding and voting procedures of each general meeting of shareholders.2.The Company and controlling shareholders:The Company,with independent business and operation autonomy,is independent of the controlling shareholders in business,person

43、nel,assets,organizations and finance.The Board of Directors,Board of Supervisors and internal institutions of the Company operate independently.The controlling shareholders exercise their rights through shareholders meeting,and there was no direct or indirect interference with the Companys operation

44、s and decision-making beyond the general meeting of shareholders.3.Directors and the Board of Directors:The Company elects directors in strict accordance with the selection and appointment procedures stipulated in the Articles of Association.There are three independent directors in the Board,the num

45、ber of directors and the composition of the Board of Directors meet the requirements of laws and regulations and the Articles of Association.All directors can carry out their work in accordance with Rules of Procedure of the Board of Directors and Working System for Independent Directors,they attend

46、ed all the Board of Directors meetings,and all the related trainings as required.6 4.Supervisors and the Board of Supervisors:The election of supervisors and the composition of the Board of Supervisors were in strict accordance with relevant provisions of Company Law and Articles of Association.The

47、Companys supervisors strictly followed the Rules of Procedure of the Board of Supervisors.All supervisors scrupulously attended the sessions,seriously fulfilled their duties diligently,and supervised and issued opinions for major issues,related-party transactions,and financial status.5.Performance a

48、ppraisals and incentives:The Company has gradually improved its fair and transparent performance evaluation standards and incentive a restraint mechanisms for directors,supervisors and senior management.The appointment of Companys senior management is open and transparent,and in line with the provis

49、ions of laws and regulations.6.Stakeholders:The Company fully respects and safeguards the legitimate rights and interests of stakeholders,actively communicates and coordinates with stakeholders,to balance the interests of the society,shareholders,the Company,employees and other parties,and jointly p

50、romotes the Companys development in a sustainable and steady manner.7.Information disclosure and transparency:The Company duly performed the disclosure obligations in accordance with the provisions of Rules Governing the Listing of Shares on Shenzhen Stock Exchange,Articles of Association and Invest

51、or Relations Management Rules,and discloses information as per the law,so as to ensure that the information disclosure is true,timely,accurate and complete.All shareholders were given equal access to the information.The Company has gradually revised and improved the Insider Information Management Ru

52、les,further improved the insider information management,strengthened the confidentiality of insider information,maintained the fair principle of information disclosure and protected the legitimate rights and interests of investors.The Company has appointed the secretary of the Board of Directors as

53、the head of investor relations management of the Company,responsible for the Companys information disclosure and investor relations management.The Company has designated Securities Times,China Securities Journal,Shanghai Securities News,Securities Daily and to disclose Companys information in a fait

54、hful,accurate and timely manner,strictly in accordance with relevant laws and regulations,so that all shareholders have a fair chance to get information.7 For other information on the operation of the Board of Directors and corporate governance of the Company,see Section IV:Corporate Governance of t

55、he Companys Annual Report 2021.1.2.2.Operation of the CSR Management Committee Upholding with the core values of client-orientation,employee development,trustworthy and pragmatic,cooperation and mutual benefits and the corporate social responsibility of law-abiding,employee respecting,sustainable de

56、veloping,and give back to society,Goertek actively pursues the unity of corporate social responsibility and economic growth.Our CSR management philosophy defines that while pursuing profits,we should always act as a responsible global corporate citizen.We always take shareholders and creditors,emplo

57、yees,clients,communities and sustainable development as our own responsibility,actively facilitate the fulfillment of stakeholders social responsibilities,protect employees legitimate rights and interests,engage in environmental protection and public welfare activities,and boost the coordinated and

58、harmonious development of the Company and society.Since its establishment,Goertek has gradually set up its quality,environmental and occupational health and safety management systems,and passed the certification of ISO9001,ISO14001 and ISO45001,and introduced the EU WEEE/RoHS Directives.In 2005,the

59、Company was certified by the ISO/TS16949.In 2007,the Company founded its occupational health and safety management committee and a dedicated company-level division to take full responsibility for the OH&S system for employees.In 2009,a hazardous substances management system was set up and the Compan

60、y was certified by the IECQ QC080000.It was further certified by the IEC17025 in 2010,and by National Integration of Informatization and Industrialization Management System,the China AEO Certificate by China Customs,the GB/T29490-2013,and the ISO/IEC27001:2013 Information Security Management System

61、in 2016.In addition to these certifications,Goertek studied international CSR standards such as SA8000 and formally implemented the CSR system since 2011,and timely benchmarked with industry standards and obtained external opinions in line with ISO26000,China Electronics Standardization Association

62、standard T/CESA 16003-2017 and other international standards(such as GRI Standards and RBA Code of Conduct),as well as requirements of various stakeholders.8 In order to facilitate its CSR efforts,Goertek formally established the CSR Management Committee in 2013.In 2021,the Company continued to opti

63、mize and improve the scope and responsibilities of the CSR Management Committee based on its business adjustment,so as to better meet the requirements of various stakeholders in the field of CSR.Moreover,we have established the committee operation mechanism to continuously upgrade the companys CSR g

64、overnance and improve the overall decision-making and operational efficiency of the committee.The current organizational structure of the CSR Management Committee as follow:The President of the Company serves as the Head of the CSR Management Committee,and the core management of the Companys Vice Pr

65、esident or above serves as the member of the Committee,who is responsible for decisions on the overall CSR policy of the Company.The CSR Management Committee consists of a dedicated team responsible for formulating CSR-related rules and regulations,and assisting in the formulation of CSR strategic o

66、bjectives and work planning.The Committee coordinates the CSR work of various teams,provides guidance,coordination,supervision,inspection and evaluation of their work,and assists in the organization of CSR meetings,events and other CSR management coordination work.The CSR Management Committee conven

67、es a decision-making meeting at least once a year to discuss relevant issues and report on work progress.All related professional teams communicate with stakeholders on CSR management concepts,objectives,policies and practices,and provide the feedback on the demands of stakeholders to the dedicated

68、team of CSR Management Committee for review.The CSR Management Committee Related Professional Teams Human Resource(HR)EHS Ethics Investors/Clients Government/Supply Chain Business Group Steering Team Subsidiary/Platform Management Team 9 Business Group Management Team formulates annual work plans an

69、d regularly reviews work progress.In addition,a standardized CSR target indicators and management plan have been developed.The CSR Management Manual,as the overarching guideline for Goertek to advance its CSR work,covers various business areas,including targets for client satisfaction,employee satis

70、faction,intellectual property,electricity consumption per unit output value,number of environmental accidents,OH&S management,and HSPM which are integrated into the performance assessment of each department,thus strongly promoting the organic integration of social responsibility management and daily

71、 operation.1.3.Stakeholder Communication By continuing to dynamically identify stakeholders and maintain good communication with them,Goertek is able to promptly understand their reasonable expectations and demands,learn from their advanced ideas,and actively listen to their suggestions for the Comp

72、anys development,which is crucial for the sustainable development of Goertek.In order to effectively communicate with stakeholders on a continuous basis,Goertek has set up various communication channels through departments of marketing,product technical support,securities,human resources,labor union

73、,and sourcing,to engage with stakeholders around CSR management concepts,objectives,policies,and practices,which are then disclosed via this report and the corporate website.The following are the main stakeholders,communication channels and their main topics of concern:Stakeholders Major communicati

74、on channels Main topics of concern Shareholders and creditors Shareholders meeting Board meeting Investor communication meeting and letter survey Business status and information on significant matters Survey on the fulfillment of corporate social responsibility 10 Bondholder meeting Clients Client s

75、atisfaction survey Client visit Special seminar Corporate development strategy and supply chain capabilities Compliance Employee health and safety Green products Product safety Employees Employee satisfaction survey Employee reception day Employee proposal system Employee seminar Suggestion box Corp

76、orate development strategy,and mid-and long-term planning Employee compensation and benefits Employee training and development Employee health and safety Suppliers Supplier conference Supplier review Special seminar Fair procurement,integrity and honesty Fulfillment of social responsibility commitme

77、nts Green products Product safety Universities and research institutes Academic cooperation Seminar Science and technology innovation Intellectual property rights Talent cultivation Government Work meeting Work report Work inspection Compliance Corporate development strategy Corporate governance Job

78、 and employment Taxation compliance 11 2.Technological Innovation and Service 2.1.Technological Innovation Input 2.1.1.Innovation Culture Cultivation and ingenuity,constant improvement is Goerteks unremitting pursuit.Goertek actively implements the core value of employee development,and encourages t

79、echnological innovation,placing great emphasis on technical research and craftsmanship.By establishing a refined and diversified career development path for R&D engineers,the Company continuously improves the professional skills and innovation ability of R&D engineers through job qualification requi

80、rements and a perfect training system and resources.Meanwhile,it clearly defines technological innovation achievements as a key criterion for employment and promotion,effectively stimulating the growth potential and innovation vitality of R&D engineers,and helping R&D engineers to continuously attai

81、n professional achievement and grow together with the Company.2.1.2.Gathering Talents Talent is the top resource for corporate development.In recent years,the Company has firmly adhered to the strategy of strengthening the Company by introducing,nurturing and employing talents,continuously optimizin

82、g the environment for talent development,and promoting the integration of the talent chain with the industry chain and innovation chain,which has Product quality Environmental protection and occupational safety Media Special interview Information disclosure Corporate development strategy Corporate g

83、overnance Communities Public welfare activity Forum Participation in community projects Community progress and development Environmental protection Public welfare activity 12 provided solid intellectual support for the Company to become one of the top 500 enterprises in China and the only enterprise

84、 in China to rank among the global top 10 in the field of MEMS.Goertek insists on developing global channels to attract and recruit all types of domestic and international talents.With regard to attracting talents,Goertek has perfected its talent introduction mechanism,with the Chairman taking the l

85、ead as the talent introduction specialist.Relying on its HR department,the Company has appointed talent liaison officers to ensure a full chain of talent contact services.Its talent introduction plan is also implemented by category according to the characteristics of talents at different levels.In a

86、ddition,the Company has innovated the talent introduction mode and set up R&D centers targeting the frontiers of the worlds scientific and technological innovation to attract world-class high-end technical talents locally.Besides,a platform for talent introduction has been established.Goertek has jo

87、intly established the research institute with the government and universities.In 2021,the Company was recognized as the outstanding municipal sci-tech innovation platform for introducing and nurturing talents,and the excellent provincial new R&D institution.Goertek actively builds a platform for tal

88、ent development,and formulates differentiated development channels for new talents,and helps them draw up career development plans,thereby boosting the integration of talent value and career development.R&D platforms give full play to the innovation ability of talents.Goertek has approved 8 national

89、 and provincial innovation platforms,and jointly established the research institute with many well-known universities.Financial support has been granted to the scientific research projects carried out by talents relying on the platforms and institutes,and over 50 scientific research achievements hav

90、e been industrialized successfully.A number of awards have been obtained,including the national champion of manufacturing,the fourth China Quality Award,and the first prize of the 6th Mayors Cup Industrial Design Competition.Through projects,talents are trained to command stronger breakthrough capac

91、ity.With a focus on 5G,AI and IoT technologies,the Company encourages all types of talents to build teams for independent innovation and problem solving,thus creating a high-grade,precision and advanced talent team.The Company has also joined hands with universities to shape the competence of talent

92、s.Exchange training programs are carried out jointly with top universities and research institutes at home and abroad,including the 13 joint training base for graduate students in industry-education integration with Shandong University,and the excellent engineer class for undergraduate students with

93、 the School of Opto-electronic Engineering at Changchun University of Science and Technology.Besides,a new model for skill cultivation has been developed,with the establishment of a three-level education and training system comprised of the Goertek College,workshop training and online classes.Expert

94、 lectures and technical trainings are held regularly.In addition,a 2+1+1 training model for undergraduate manufacturing engineers has been proposed.With heartfelt affection for talents,Goertek strives to create an excellent ecology for talent retention with the help of distinct positive incentives.W

95、ith the launch of the talent performance improvement campaign,the Company has been honoring employees compensation according to their work performance.Some outstanding talents have their compensation doubled.Efforts have been made to create a favorable environment for employees in terms of training,

96、housing subsidies,medical care,medals for seniority,employee hotlines,and loving assistance,so as to retain talents with satisfactory compensation,promising career development,and earnest affection.2.1.3.Innovation Mechanism and Investment As an innovative high-tech company with global presence,Goer

97、tek attaches great importance to its R&D investment and technological innovation.In order to promote technological competence,facilitate technological innovation and strengthen R&D capabilities,the Company has established its Technology Committee,with seven specialized technology sub-committees that

98、 are responsible for the enhancement of technological competence in each professional field.We have carried out the construction of Integrated Product Development(IPD)system in phases,and established a cross-discipline core team in the field of product development as well as strengthening the Decisi

99、on Check Point(DCP)based on the comparison with industry benchmarks and our actual business,thus accumulating the best practices in the industry.The representatives of each field are responsible for the quality planning,acceptance and improvement in their own field.By minimizing the possible risks i

100、n the product design process,improving the market awareness of R&D personnel,and enhancing their foresight,we are able 14 to maximize corporate profits.Over the past five years,the Company has invested a total of over RMB 13 billion in R&D.Its R&D investment in 2021 totaled over RMB 4.3 billion,acco

101、unting for 5.50%of its operating income.The central research institute and system solution center have been established at the corporate level and business group level.With Weifang and Qingdao centers as the core,supplemented by Shenzhen and Dongguan centers,a global R&D model of double core+multi-l

102、ocation synergy is created to stay close to forefront of technical talents,plan on promoting new technology research,and reserve technology and talents for the future development of the Company.Meanwhile,by closely following the frontiers of technological innovation,identifying potential opportuniti

103、es of technology,and monitoring the technology trends in real time,we are able to steer the direction for the technology development of the Company.Our continuous increase in R&D investment has further enhanced the competence of our product solutions in the global market.2.2.Promotion of Green Produ

104、cts Goertek has always been committed to using safer materials to produce safer products.Our policy for the management of hazardous substances is Complying with laws and regulations,promoting green manufacturing,providing environmentally friendly products,and satisfying clients needs.The Company has

105、 established a professional team for green product management,thus gaining recognition from well-known clients in the industry.With great importance attached to environmental compliance,the green product management division has been under the direct supervision of the Company.In 2021,Goertek made nu

106、merous breakthroughs in its green product management,especially in term of raising the awareness of all employees on environmental compliance,the effective operation of the hazardous substances process management system,the comprehensive IT-based operation of the Companys environmental compliance da

107、ta,and the interpretation and response to the latest dynamics of regulations and client requirement.In 2021,we inquired a total of 95 green product-related regulations and interpreted the updated hazardous substance specification of 8 key clients to effectively identify and ensure the 15 continuous

108、compliance of our products.The Interpretation of Hazardous Substances Regulations for Electrical and Electronic Products was released for the first time in January as a monthly newsletter,totaling 12 issues.Study sessions were organized among all employees to facilitate learning of product environme

109、ntal regulations.In July,the Company launched an online course on knowledge of environmental regulations,enabling online induction training for new employees.In November,when the pandemic situation was severe,the Company actively cooperated with third-parties,and implemented online environmental com

110、pliance training for suppliers for the first time,which effectively raised the environmental awareness of all employees and suppliers.In 2021,Goertek successfully passed the IECQ QC080000 system certification renewal audit,and also gained certifications for seven new product ranges.Our hazardous sub

111、stances process management system was running effectively,with positive recognition from clients.The Company continues its vigorous efforts to optimize the IT-based management of data.By the end of 2021,all environmental compliance data of suppliers had been uploaded onto the Companys Supplier Colla

112、boration System,enabling full IT-based management.In addition,the Company adequately owns 15 sets of XRF testing equipment,and a high-end chemical testing laboratory.Equipped with ICP-OES,GC-MS,IC,UV-Vis and other testing equipment,the laboratory passed the accreditation of China National Accreditat

113、ion Service for Conformity Assessment in 2010 and obtained ISO/IEC 17025 laboratory qualification(certificate number:CNAS L4750).It passed the renewal re-accreditation in 2016 and the expansion re-accreditation in 2020,making its accreditation continuously valid.16 3.Employee Care People create the

114、corporate value.Human resources is Goerteks key resources and fundamental components of Goerteks core competitiveness.On top of complying with laws and regulations and the Code of Conduct of the Responsible Business Alliance(RBA),Goertek further advocates the cultural slogan of We make,we share,we t

115、hrive,committed to creating a safe and comfortable working and living environment for its employees,protecting their legitimate rights and interests,and caring for their welfare and career development.Goertek listens to employees voices through various employee communication channels and,based on th

116、eir feedback,tailors its compensation and benefits policies and improves its management system.In addition,the Company implements a first-class talent strategy,and builds multiple career training platforms and promotion channels to facilitate the training and development of human resources and achie

117、ve all-round care for employees in work and life,thereby achieving common growth with them.The total number of Goertek employees was 95,780 in 2021,serving in different businesses of Goertek,as detailed below:17 Employee Composition Position category The number of people in each section Production p

118、erson 69,815 Sales person 670 Technical person 19,753 Financial person 306 Administrative person 5,236 Total 95,780 Education background Education background category The number of people Doctor 78 Master 3,435 Bachelor 16,170 Junior college 18,823 Below junior college 57,274 Total 95,780 3.1.Respec

119、t for Employees and Protection of their Legal Rights and Interests According to Law Goertek pursues the culture concept of We make,we share,we thrive and fully respects each and every employee.The Company fully implements the Labor Law of the Peoples Republic of China,the Labor Contract Law of the P

120、eoples Republic of China,and the Social Insurance Law of the Peoples Republic of China,among other relevant laws and regulations,and has established corresponding management rules and regulations to ensure that all discrimination in relation to race,color,age,gender,sexual orientation,disability,pre

121、gnancy,religious belief,political affiliation,geography,association membership or marital status,and other factors that generate discrimination are prohibited in the recruitment,employment,training,promotion,compensation and benefits.The Company enters into labor contracts with its employees on the

122、basis of equality,voluntariness,consensus,honesty and credibility in accordance with laws,and fully fulfills its labor contract obligations.In the context of the normalization of pandemic 18 prevention and control,the Company has innovated a new model of Internet+labor contract and launched a nation

123、wide electronic labor contract signing system to improve employees experience,effectively protect their legitimate rights,and realize the unity of employee value,company value and social value.We conduct employee management in compliance with laws and regulations,and strictly enforce the compensatio

124、n standards as required by the government.Forced labor is strictly prohibited,and the three measures of process and system,training and communication,and supervision and inspection are applied to avoid forced labor,harassment and abuse,so that employees freedom of employment is respected and modern

125、slavery is eliminated.In addition,the Company explicitly prohibits the employment of child labor in its recruitment system and adopts the five-step method of identity confirmation at interviews to ensure that employees identities are real and valid,so as to avoid child laborers from mistakenly joini

126、ng the Company.Also,the Company has formulated remedial measures for child laborers to effectively implement its child labor protection obligations.Special employees are treated with great care in Goertek.In accordance with the Employment Promotion Law of the Peoples Republic of China and the Law of

127、 the Peoples Republic of China on the Protection of Disabled Persons,the Company respects equal employment opportunities for special groups such as disabled persons and guarantees fair and just treatment in terms of labor protection and job adjustment.Meanwhile,according to the Law of the Peoples Re

128、public of China on the Protection of Womens Rights and Interests and the Special Rules on the Labor Protection of Female Employees,the Company strictly protects the legitimate rights and interests of female employees during the three periods,namely pregnancy,maternity leave and nursing period,and re

129、duces the workload of pregnant female employees who are unable to take up their previous work or assigns them to other work that they can adapt to.The protection of employees legitimate rights and interests has further strengthened the cohesion of the Company,creating a multi-win pattern of harmonio

130、us labor relations.19 3.2.Compensation and Benefits Goertek practices the culture concept of We make,we share,we thrive.In 2021,the Company continued to emphasize the attraction,motivation and retention of talents,and implemented a competitive and high-performing compensation incentive policy and be

131、nefits care.Through optimizing the distribution mechanism,employees could share the growth of corporate profitability.Despite the challenges of the pandemic and the unfavorable economic environment in 2021,the Company still insisted on its annual compensation review and adjustment,resulting in conti

132、nuous and stable growth of employees incomes.For core positions,key groups and high-end talents that support the strategic new business development of the Company,a special compensation adjustment policy has been implemented to effectively achieve the precision talent attraction and retention.To fur

133、ther reserve talents for the sustainable and sound development of the Company,the compensation level of fresh graduates has been continuously and vigorously raised,and a moat special retention incentive has been offered to the identified outstanding university students.In addition to providing compe

134、titive compensation,the Company has been providing stock and option incentive plans for its core employees,so that more and more core employees can share the value growth of the Company.The number of stockholders has further increased in recent years through the continuous innovation of the equity i

135、ncentive mechanism.Benefiting from the continuous rise of the Companys share price in recent years,employees have enjoyed a steady increase in their annual exercise proceeds,and long-term incentives have become a key way to attract,retain and motivate employees to make joint efforts to boost company

136、 growth.The compensation of directors and supervisors of the Company is proposed by the Compensation and Appraisal Committee of the Board of Directors.After review and approval by the Board of Directors,it shall be submitted to the Shareholders Meeting of the Company for approval before implementati

137、on.The compensation standards of senior management shall be proposed by the Compensation and Appraisal Committee,and implemented after deliberation by the Board of Directors.In addition,allowances for independent directors shall be paid on a regular basis.20 In addition,Goertek is committed to build

138、ing a diversified welfare system with its own characteristics.Free physical examination,accommodation,shuttle bus and tailored transit are provided to all employees;the 1st,3rd and 5th anniversary and 10-year and 20-year loyalty and diligence exclusive activities are carried out for employees;colorf

139、ul employee activities,such as Cultural Street of Mid-Autumn Festival,mass wedding and employee family days are held;the Employee Assistance Program(EAP),legal aid,family+mutual aid fund,and 99 public welfare days are offered to employees and their families,aiming to bring happiness to employees in

140、all aspects and enhance their welfare satisfaction.To foster employees diversified interests and create a healthy living climate,each industrial park in Weifang is equipped with a variety of leisure and entertainment facilities,including outdoor soccer fields,basketball courts,running tracks,and fit

141、ness areas,as well as staff activity centers with standardized indoor facilities(table tennis,badminton,billiards,fitness facilities,staff library,dance/yoga rooms,consultation rooms,and club rooms).Moreover,12 interest clubs have been established based on employees interests,which include the empow

142、erment and enhancement clubs,namely,the photography club,the reading club and the calligraphy and painting club,the sports and fitness clubs,namely,the basketball club,the soccer club,the badminton club,the table tennis club,the cycling association and the yoga club,and the quality of life clubs,nam

143、ely,the matchmaker club,the singing and dancing club and the traveling club.Based on these clubs and corporate culture,the Company held a number of cultural activities in 2021,including Spring Festival couplet writing with blessings,Lantern Festival,mass wedding,youth bonding,basketball tournament,C

144、ultural Street of Mid-Autumn Festival,New Years shopping Festival,ping pong and badminton league,and cycling,which greatly enriched the spare-time cultural life of employees.21 Besides the physical health,the mental health of its employees is also of great concern to the Company.To care for employee

145、s mental health and strengthen the humanistic care for them,the Labor Union,together with the Human Resources Department and the Employee Management Department,launched multifaceted explorations on how to enhance employees happiness in October 2020.After enterprise benchmarking,the EAP project was o

146、fficially initiated in May 2021 under the guidance of professional consulting organizations.A special EAP project team was set up to carry out EAP services comprehensively.By the end of 2021,the EAP program had been running for half a year,with six service projects carried out altogether,including 7

147、*24 hotline for psychological counseling,training of corporate mental health managers,holistic health counseling,mental health assessment,training for new employees known as Goertek Wings,and crisis intervention and management.In the coming years,we will also carry out EAP-themed training and empowe

148、rment program for different groups,so that EAP services can benefit more people and truly achieve maximum value.Employees may inevitably encounter legal disputes and traps in their life and work,which can cause various troubles.We aim to provide better legal services to employees and meet their need

149、s for legal support,as well as to further educate employees on legal knowledge,so that they can truly enjoy the legal services at their doorstep.Starting from 2020,the Labor Union has joined 22 hands with the Legal and Intellectual Property Management Department of the Company to launch the Legal Se

150、rvice Day.In 2021,our legal service team continued to grow,with more than 10 legal experts in handling cases.In respect of civil and criminal services,the coverage was expanded from two parks,namely,Weifang Electroacoustic Park and Photoelectric Park,to the R&D building in Qingdao.On the Legal Servi

151、ce Day,two to three legal experts will be available in each industrial park to provide one-on-one legal consultation,offering professional and detailed legal advice to our employees.Over 240 cases of legal consultation were received in 2021,with the main topics of consultation being real estate disp

152、utes,marriage and family affairs,personal loans and traffic accident disputes.Experts will provide continuous legal services according to the actual situation of each employee.After two years of development,the Legal Service Day has successfully set up a bridge between the Company and its employees,

153、not only helping employees to solve difficult legal disputes,but also educating them on common legal knowledge and promoting the sound culture of knowing the law,understanding the law and abiding by the law within the Company.As the legal awareness of employees continues to rise over time,the demand

154、 for legal advice will increase as well.The Legal Service Day will continue to follow the needs of employees,exert greater value and fulfill its role as a legal back-up for employees.In addition,the Company has built a platform offering universal benefit,Goertek Welfare Mall,by integrating internal

155、and external resources,and regularly organizes group purchase activities for leisure and entertainment,life services,daily necessities,internal purchase of electronics and holiday stuff,so that employees can truly enjoy the benefits and convenience.In 2021,26 group purchase activities were conducted

156、,with 700,000+views,100,000+visitors to the mall,35 23 newly introduced partners,and 20,000+participants,saving a total of more than 1.8 million RMB for employees.These activities,such as themed group purchase activities for traditional and electric vehicles,home appliances,Mid-Autumn Festival&Chine

157、se New Year festival items,were highly popular among employees.In order to get employees fully involved in the brand growth of Goertek,the mascot of Goertek Goerboy was launched and its image was upgraded in 2021,reaping the love of many employees quickly with its three-dimensional image.Its lively

158、and lovely image of intelligent robotic doll has deepened the emotional bond between Goertek and its employees.With the mascot as the spokesperson,a creative call for brand enhancement has been launched.Moreover,through such forms as Goerboys online science education videos,employees are able to pro

159、mote their professional knowledge reserves.A variety of new peripheral products have been created modeling the mascot,such as dolls,dazzling laser bags,cartoon canvas bag sets,multifunctional cartoon card holders,metal keychains,cartoon balloons of Goerboy,refrigerator sticker sets,mugs,notebooks,em

160、oji,calendars,and stickers,gaining great popularity among employees.Goerboy appeared in scenarios such as Goerteks 20th anniversary celebration,Goertek Sports 24 Meeting,Goertek mass wedding,Loyalty and Diligence Award Ceremony,Goertek Cultural Street of Mid-Autumn Festival,and all-media communicati

161、on platforms,thus enabling employees to perceive a real connection with the mascot and experience Goerteks warmth,and thus enhancing their sense of belonging.In 2021,the Labor Union of our Vietnam subsidiary also organized a number of significant activities aiming to improve the welfare of employees

162、.For example,gifts were provided to employees on International and Vietnamese Womens Day,Mid-Autumn Festival,Vietnam Liberation Day,International Labor Day and other such holidays;during the Chinese New Year,in addition to gifts for employees,a special bus was arranged to ensure that employees got h

163、ome safely for the holiday;monthly birthday parties were hosted for all employees,with special birthday gifts prepared.Besides,lucky draws were arranged during the festival and annual meetings of the Vietnam subsidiary,and gifts were presented to those lucky ones.In order to recognize and encourage

164、employees with significant contributions in their work,and to inspire their work enthusiasm,the Vietnamese subsidiary organized a Commendation Conference for Outstanding Employees in 2021.During the Conference,the outstanding employees were highly recognized for their dedication and efforts.The Comp

165、any expected that they could maintain their 25 excellent characters,continuously improve their skills and professionalism in their work,and serve as benchmarks for more employees to learn from.In the process of production management,employees health is also a concern of the Vietnamese subsidiary.It

166、organized various sports activities for employees in 2021,such as shuttlecock competition and soccer match.In order to appreciate and encourage employees contribution to the company,warm greetings and gifts were also given to employees with 5 years of service;furthermore,after learning that the road

167、s posed difficulties to employees daily commute,the subsidiary and its labor union made timely funding for road renovation to ensure employees safety and convenience in their commute.In the meantime,Vietnam still faced grim pandemic conditions in 2021.Under this circumstance,the subsidiary continued

168、 to give top priority to protecting the rights and interests of its employees.To protect the safety of employees,the subsidiary set up a Pandemic Containment Command Center,and formulated various pandemic prevention measures and instructed employees to comply with them.Confirmed employees were sent

169、to hospitals for treatment promptly,and each confirmed employee received a condolence allowance from the labor union in addition to his/her salary.3.3.Career Development and Growth of Employees As talent is the core competence of a company,Goertek attaches great importance to the growth and developm

170、ent of its employees.In 2021,the Company continued to carry out human 26 resources transformation projects,and established a special project for accelerated cultivation of talents for transformation,focusing on business needs,cultivation of talents in each tier,exerting the driving forces of culture

171、,mechanism and policy,and continuously improving the career development channels for employees.Various learning,training and improvement channels were constructed for employees,and a sound learning system for employees was set up to develop the career development opportunities of employees.In 2021,t

172、he Companys investment in training increased by 52%year-on-year.The HR Department works with all business departments to carry out training programs for leaders,new employees,specialized talents,technical talents,and front-line employees,so as to help them keep learning and growing,and better realiz

173、e their personal value and professional achievement.Through constant improvement of the business training mechanism,a pool of talent resources is established to supply a steady chain of talent output for the Company according to business needs.In 2021,the Company continued to implement a comprehensi

174、ve and multi-disciplinary talent training strategy to fully inspire its organizational energy.The HR Headquarters is continuously upgrading training programs by coordinating the work among platforms of each specialized line.As a result,these specialized talent training programs have become increasin

175、gly well established.By continuously empowering specialized talents(via special training in finance and economics,quality,lean management,supply chain,and HR),the business foundation is continuously consolidated and the competence of each specialized list of talents is soundly improved.The Company h

176、as been continuously upgrading its new employee training system,with new employee training programs for campus recruitment(the Goertek Wings program and Wings 2000 program)and for social recruitment(HUG training),so as to facilitate the rapid integration of new employees,improve their professional c

177、apabilities comprehensively,and boost their steady growth.In 2021,the Company focused on the retention and development of employees in the Goertek Wings program,in order to facilitate their adaptation to and integration into the Company.Through the establishment of a Company-level project targeting

178、employees in the Goertek Wings program,the HR department joins hands with business departments to manage the entire process from precise recruitment,training and development,to compensation and incentive,and care and retention,clarifying the career paths and various guarantee policies for 27 the dev

179、elopment of employees in the Goertek Wings program,enhancing employees trust in and loyalty to the Company,and propelling common growth of both employees and the Company.Meanwhile,the HR department undertakes the senior-level employee training of the Company,and continues to strengthen the enforceme

180、nt of senior-level employee standards and senior-level employee monitoring.Through the G-Plan and M-series training programs,the goals of identifying and training senior-level employees with great potential,enhancing and putting their abilities into use,and improving their ethics,so as to continuous

181、ly produce and competent senior-level employees with good character for the Company.The key to the progress and development of a company lies in its talents.In order to strengthen the Companys core competencies,build a learning organization and refine the construction of a talent pipeline,the HR dep

182、artment took the lead in 2021,in collaboration with all business groups,to systematically upgrade the Companys training operations,sort out lecturers,courses and resources,and focus on improving lecturers professionalism and enhancing their sense of honor,while emphasizing the quality of courses and

183、 setting course levels and standards.In 2021,a total of 545 lecturers were certified,all of whom went through the TTT training to improve 28 their professionalism and effectiveness of their lecturing.404 courses were developed in 2021,17 of which were rated as excellent courses and 81 of which were

184、company-level quality courses developed based on business needs.At all levels of the Company,talent cultivation is vigorously promoted in support of the Companys strategy.The Companys senior management played a leading role in offering lectures,registering a total of 6,923 lecturing hours,27.4 lectu

185、ring hours per capita,and an 87%increase in the frequency of lecturing.All employees receive training,with 45.8 hours of training per capita.To train primary-level managers and technical talents more effectively,and promote the sustainability of manufacturing manpower,Goertek gave full play to its r

186、ole as an innovative entity in 2021,and carried out a series of cultivation and training activities related to manufacturing manpower,forming a unique mechanism for selecting,nurturing,employing and retaining talents,so that primary-level managers and technical talents can keep up with the developme

187、nt of this industry.For the employed manufacturing manpower,the Company continues to empower and optimize the manufacturing manpower structure by opening up the promotion path for primary-level managers,adjusting the remuneration structure and conducting a review of the entire manufacturing manpower

188、.In 2021,the Company continued to train shift leaders and rate them with stars.1,373 shift leaders participated in the training.Moreover,instructors were appointed in business units for the first time to take charge of the training of primary-level managers,with 74 individuals having completed the t

189、raining and 23 having passed the evaluation so far.To further enhance the stability of primary-level managers while continuously improving their capabilities,the Company further optimized the promotion paths for these managers in 2021 by upgrading the 5-level hierarchy to a 7-level hierarchy,so that

190、 it is possible for primary-level managers to be promoted to ministerial-level managers.As the manufacturing mode upgrades,requirements for technical talents are getting increasingly higher.In 2021,the Company continued to put effort into building a great team of technical talents,clarifying the pos

191、itioning of craftsmen and improved the career path for them.195 craftsmen passed the evaluation,while 471 were trained under a.novel enterprise apprenticeship system jointly carried out with universities.The Company conducted internal empowerment 29 training for craftsmen,training camps for inexperi

192、enced craftsmen and training camps for skill development.Moreover,a systematic review was conducted for the technical talents in the Company,who were divided into 11 groups based on their technical specializations,with their job posts and specific requirements clarified.Meanwhile,the Company further

193、 benchmarked its skill level settings against those adopted by other enterprises,and continued to carry out independent evaluation,with a total of 2,558 employees evaluated in 2021.This further strengthened the efficiency of the occupational skill levels set for evaluating the Companys technical tal

194、ents.In 2021,the Company continued to improve the quality and quantity of training for preparatory primary-level managers and technical talents,with strengthened joint training of craftsmen class between Goerteks Craftsman Training Center and various colleges and universities.215 craftsmen/technicia

195、ns were trained in 2021,84%of whom were qualified by skill recognition,receiving the same pay level as an average graduate with a bachelors degree.The training has been strengthened continuously to enhance front-line management ability.In 2021,507 new front-line shift leaders were trained,and 470 em

196、ployed shift leaders received rotational training.The management ability of these front-line shift leaders was systematically enhanced through theory learning and practicing.In 2021,the Company continued to explore the university-enterprise cooperation mode.On the basis of the 1+1+1 craftsman/techni

197、cian class model,Goertek built a modern industrial college many universities and conducted training for the first batch of 112 undergraduates.Through the systematic training on manufacturing technology,process,mold,workflow,quality,and corporate culture,students are able to master the knowledge and

198、capabilities required by enterprises while further deepening their understanding of employment and career choice.The Company was jointly recognized by the National 30 Development and Reform Commission and the Ministry of Education in June as one of the first batch of state-level industry-education i

199、ntegration enterprises integrating production and education;in December,it was recognized by the Department of Industry and Information Technology of Shandong Province as a public training base(demo category)for the new-generation highly skilled personnel in information technology.In 2021,oriented t

200、oward employee growth,the Vietnam subsidiary vigorously promoted the talent localization training program,with a focus on senior-level employees and employees in the Goertek Wings program,so as to orderly construct a localized talent pipeline.Despite the impact of the pandemic,various training progr

201、ams were carried out in an orderly manner.In 2021,a new plan was made for the senior-level employee training system of the Vietnamese subsidiary,with upgraded internal and external resources,regulated operation and implementation,and standardized processes.A total of five senior-level employee train

202、ing classes were set up,covering 306 people,including 231 Vietnamese nationals,with an accumulative 300 hours of lectures.As a strategic reserve of talents for the Companys future rapid development,an end-to-end management system for the Goertek Wings was established in early 2021.For the Goertek Wi

203、ngs candidates of previous years,a series of training and employee care activities were carried out by coordinating the efforts of various business groups;31 and for the Goertek Wings candidates of the present year,a comprehensively upgraded induction training camp was held,training 154 people.Throu

204、gh good management of the all-round entire-process training,a localized management ecology for the Goertek Wings initially took shape.In 2021,with continued adherence to the Companys strategic direction and focus on business development needs,the Goertek subsidiary in South China remained dedicated

205、to the training of talents in each tier and development of a learning organization.In particular,the South China subsidiary empowered its team through a variety of senior-level employee training and front-line management improvement courses,which enhanced the management ability of the senior-level e

206、mployee team and effectively stimulated their vitality.By optimizing the content and operation form of HUG training courses,new employees had better induction experience and integrate faster.English language courses were developed to improve the English of the business teams and thus enable them to

207、serve clients more efficiently.The in-service growth program for the Goertek Wings candidates was developed and implemented,to facilitate the skill improvement of fresh graduates while they work and to quickly make them feel a sense of value.The Learning Together Day(LTD)program organized weekly lea

208、rning on specific topics.Its rich content and flexible lectures won wide popularity among the employees of the South China subsidiary,and at the same time,everyone in the organization was encouraged to pursue personal development.As more people were engaged in learning,people are more convinced by t

209、he power of learning income growth.Through the project of Gathering Teachers for Extensive Education,internal lecturers of the South China subsidiary were selected and trained;this project also became a booster for corporate culture inheritance of the Company and skill improvement of the employees.I

210、n 2021,the South China subsidiary independently developed and introduced 42 excellent courses,organized 36 public courses at Company level,and trained 32 28 internal lecturers.The internal training covered 83.1%of senior-level employees;the number of voluntary participants grew by 211%;the per capit

211、a offline learning hours grew by 750%;and the average satisfaction of participants scored 4.91(out of 5).3.4.Employee Engagement and Communication In order to more widely and timely receive the suggestions and opinions of employees and more effectively solve their problems,Goertek continued to stren

212、gthen the function of its Labor Union in 2021 and set up a professional team to systematically manage issues such as employee care,employee rights protection,assistance for those in need,convenient facilities,inclusive services and cultural and sports activities.In July,the Weifang Campus of the Com

213、pany held the Fourth Employees Congress,which was attended by the leaders including the Secretary Chief of the High-tech Zone,the Head of the HR department,the chairmen of all functional departments and business groups as well as employee representatives,with a total of more than 200 participants.Th

214、e Congress heard the reports on the work of the Labor Union,the Funds Review Committee,human resources,administration and work safety in recent years,elected the members of the Fourth Labor Union Committee,the Chairman and the Vice Chairman of the Labor Union,the members and the Director of the Fund

215、s Review Committee and the members and the Director of the Female Workers Committee,and deliberated on the member composition of the Labor Dispute Mediation Committee.Moreover,12 rules and regulations were deliberated and approved by the Congress,including the code of conduct for employees,leave man

216、agement,and the reward and punishment mechanism,to continuously improve the capacity of employees democratic engagement and give full play to the Employees Congress.33 The Labor Union has set up communication and feedback platforms such as the Labor Union Service Hotline,the Labor Union Email,the Go

217、ertek Staff Home official WeChat account,and satisfaction surveys,so as to hear the demands of employees and solve their pressing concerns in a timely manner,thus creating a harmonious labor relationship and forming a community of shared destiny between employees and the Company.In 2021,the Labor Un

218、ion received 2,630 messages of feedback from employees through various channels such as WeChat,email and hotline,with a 100%closure rate.Timely and effective assistance was provided to employees in solving or responding to various problems they encountered,so that employees could truly turn to the L

219、abor Union whenever in need.In addition,an internal supervisory organization has been established,with standardized internal complaint and appeal channels and handling mechanisms,maintaining strict confidentiality and protection measures for complainants and petitioners,and prohibiting any form of r

220、etaliation.Employees can complain about any problems,and the internal supervisory organization assists employees in solving problems through such ways as visits,investigations and employee talks.The year 2021 marks the 20th anniversary of Goertek.The employees jointly composed a theme song for the 2

221、0th anniversary-Together,with more than 300 employees contributing their ideas.The youthful and vigorous sound covered every corner of the Companys departments and campus,and its vibrant music video has also swept across the employees WeChat Moments.The theme song was also well received by platform

222、users after being released on QQ Music,Netease Cloud Music and WeSing.At the same time,the Company carried out multiple creative activities for the 20th anniversary on the TikTok App,with a total of more than 2 million views on the topics,receiving enthusiastic responses from employees.In the#Shinin

223、g Goerteker#activity,employees actively uploaded self-choreographed videos,with over 1,000 employees 34 participating in the shooting and interaction,showing their passion for life and work;in the#Singing Goertek#activity,hundreds of employees participated in the hand-gesture dance and danced to the

224、 theme song,showing their best dance moves.A variety of activities such as WeChat portrait customization,exclusive blessing poster customization and creative group photo challenge were launched on WeChat,engaging employees in the bustlw of the Companys celebration.In 2021,Goertek created its origina

225、l workplace gymnastics as part of the Goertek Workplace Fitness Initiative,and called on all employees to spend five minutes every day on exercise.The workplace gymnastics comprises six moves to help employees enhance their physical fitness,exercise their body,and relax their muscles.The activity ga

226、ve rise to a workout craze among employees.More than 30 teams from various departments within Goertek were formed to compete in the workplace gymnastics competition.Over 10,000 people participated in voting the best-performing team,making workplace gymnastics a featured activity for physical fitness

227、 within the Company.35 In 2021,the TV program Goertek TV was officially launched and broadcast in staff cafeterias,spaces in front of elevators and Goerteks intranet,with six episodes already aired.Goertek TV focuses on the latest news of the Company and the industry,and activities of various depart

228、ments.Employees can also send blessings to their colleagues by ordering songs,which has been well received by employees once it was launched.Many ordered songs for their colleagues.The position of Goertek TV anchor is held by employees,becoming an opportunity for them to show their personal charisma

229、.Currently,there are already more than 20 TV anchors.In 2021,the South China subsidiary set up a jukebox program to enable employees to better relax themselves and have more pleasant their break from work.387 songs were ordered throughout the year,and employees sense of engagement and sense of owner

230、ship within the Company was strengthened.Birthday parties were held for employees monthly with exclusive privileges for employees having birthdays.There are games,Karaoke,delicacies and cakes for the celebration.In traditional festivals such as the Mid-Autumn Festival and the Lantern Festival,joyful

231、 events were prepared to make employees feel the care and love of the Goertek family and to improve their sense of belonging and happiness.36 In addition,to enrich the leisure life of employees and to keep a good balance between work and leisure,the South China subsidiary actively carried out variou

232、s activities,including movie screening,art performance,dating activity for the single,GBA three-player basketball match,flash mob where employees give Chinese New Year blessing in dialects and various team building activities.In 2021,the Vietnamese subsidiary continued to strengthen the functions of

233、 its Labor Union,and set up a professional team to systematically manage such affairs as employee care,assistance for those in need,convenient services,art and sports activities,and medical services.Feedback channels such as hotlines,emails,satisfaction surveys,employee suggestion boxes and talks we

234、re established by the Labor Union to fully and timely learn about the demands of employees and address their demands.In 2021,the Union received 83 messages of feedback from employees,mainly related to cafeterias,parking areas and union benefits,through emails,hotlines,employee suggestion boxes and f

235、ace-to-face talks,with a 100%close rate.Through timely and effectively helping employees solve or answer various problems encountered in their work and life,the Union set up a bridge of communication with employees,enabling them to truly enjoy the benefits of Turning to the Labor Union whenever in n

236、eed.To make it more convenient for employees to provide feedback more comprehensively,the Vietnamese 37 subsidiary opened an official WeChat account as a new feedback channel for employee suggestion boxes in 2021,which was used actively by employees.4.Occupational Health and Safety The safety manage

237、ment of Goertek is mainly about aspects such as employees occupational health and safety,environmental protection and fire safety.Since 2007,the Company has successfully passed the certification of ISO14001 environmental management systems and ISO45001(certified OHSAS18001 by 2019)Occupational Healt

238、h and Safety Management Systems by DNV.GL for 15 consecutive years without any serious non-conformity.The Company conducts internal audits on a rolling basis every year covering the entire business process of all departments,to continuously improve and optimize the EHS management.The Company has pas

239、sed the certification review of Level 2 Safety Production Standardization since 2015 by further strengthening its safety production management.The Safety Management Committee has been set up with 5 secondary management panels,totaling more than 40 registered safety engineers and about 10 registered

240、fire engineers working together to ensure the safety of all employees and the surrounding areas.38 4.1.Hazard Identification and Control The Company actively carries out graded risk control and hidden danger investigation and management.The construction of the double prevention system has been taken

241、 as a key measure to prevent and resolve major risks in production,with its concept,method and means being continuously improved and perfected.Through targeted guidance and precise improvement,various types of supervision functions were coordinated to monitor the fulfillment of responsibilities and

242、comprehensively improve the prevention and control of production accidents,so as to boost the steady and sustainable production safety of the Company.The Company follows the principle of moderate size,easy classification,independent functions,convenient management and clear scope.Based on the Hazard

243、 Identification and Risk Management Process and the Operation Guideline for Hazard Identification and Risk Evaluation,we use the Operation Activity List and the Equipment and Facilities List to investigate in all aspects and processes,and reasonably classify the risks in the Company that may lead to

244、 accidents,including equipment and facilities(including common facilities shared by various departments),operation behaviors,environmental conditions and construction sites.The Job Hazard Analysis(JHA)+Evaluation Record and the Safety Checklist Analysis(SCL)+Evaluation Record are respectively used f

245、or analysis and evaluation.According to the evaluation results,the level of risks is determined,and the Risk Grading and Control List for Operation Activities and Risk Grading and Control List for Equipment and Facilities are developed to clarify the control measures and control levels.As required b

246、y the Safety Inspection Management System,periodic inspection and remediation of risks at sites are conducted to continuously improve safety management by identifying and addressing problems.Inspection of chemicals Inspection of limited space 39 4.2.Shaping a Sound Working Environment 4.2.1.Working

247、Environment and Condition Guarantee The Company provides employees with safe and sound working environment and conditions,with simultaneous planning and implementation of occupational disease prevention facilities and safety facilities at the beginning of construction projects.Production equipment i

248、s equipped with safety guards or interlocking devices,and employees engaged in jobs with occupational hazards are provided with free up-to-par personal protective equipment(PPE).Meanwhile,medical kits and first-aiders are available on site to provide emergency rescue for employees.In 2021,we focused

249、 on making improvements in terms of apartment safety and security,facility upgrades and environmental improvement to continuously better the employee accommodation experience and raise their sense of belonging.(1)Greater investment in safety The Company has always attached great importance to the sa

250、fety of accommodation,with continuous increase in its investment in apartment safety facilities and intelligence.In 2021,the Company upgraded the common mesh for all apartment windows to diamond mesh,for greater safety and security,as well as beauty and uniformity.It spent substantial sums replacing

251、 all traditional mechanical door locks with intelligent ones to ensure safety at employees accommodation while making access more convenient for employees.By upgrading the traditional electricity meters to intelligent ones,the electricity use can be better monitored to ensure the safety of employees

252、 electricity use.While upgrading the hardware,attention was also Nighttime safety inspection Safety inspection of environmental protection 40 paid to strengthening safety management.The set-up of safety exits of the apartments complied with laws and regulations and design specifications,and daily in

253、spections and spot checks were strictly implemented to ensure that safety exits are available and the escape routes are kept clear.(2)Upgraded facilities for service improvement The Company is committed to continuously improving the living conditions of its employees.With great concern for employees

254、 health,direct-drinking water collection points were set up at the apartment floors in 2021,with plans to further upgrade the water to mineral water of recognized brand in 2022,so that employees could enjoy high-quality and safe drinking water.For historical reasons,some of the apartment buildings w

255、ere built long time ago,with centralized bathrooms at their initial planning and construction.After evaluation and validation,the Company launched an intelligent bath upgrade project to place bathrooms at all floors,making showering more convenient,efficient and private for employees and thus solvin

256、g their worries over showering.Through practical actions,the Company honors its service concept of serving with heart and soul,and sharing a warm home,delivering quality services and joy to its employees.(3)Environmental beautification and cultural heritage The Company has made great efforts to impr

257、ove the accommodation environment of employees.By cooperating with professional property management companies,the Company has increased the investment in human and material resources,and continuously improved the standard of hygiene and cleanliness,so as to create a neat and hygienic apartment envir

258、onment.Designed by the Company and participated by employees,an apartment culture wall with Goerteks characteristics has been created,embellishing the accommodation environment while delighting the employees.The concept of integrity,pragmatism,and win-win cooperation has been embedded into the minds

259、 of all employees,enhancing their sense of ownership,so that Goerteks culture takes root in the hearts of every employee.4.2.2.Solid Promotion of Fire Safety Management 41 The Company always adheres to the fire safety management principle of prevention comes first,followed by defense and elimination

260、.It conscientiously implements fire safety investigation,rectification,publicity,training and drill activities,putting fire safety work as the top priority,while taking various measures to ensure effective implementation of fire safety work.(1)Clearly define fire protection responsibilities By impro

261、ving the grid-like management of fire safety,responsible persons and administrators for fire safety are assigned at all levels,so as to consolidate the organizational basis of fire safety management.A graded risk control system is implemented,and daily inspections of high-risk areas are intensified.

262、Specific persons are designated to take charge of key fire protection areas,with clearly defined control responsibilities.Voluntary fire brigades of each department are established and improved,and a monthly centralized training mechanism is implemented to improve employees capability of putting out

263、 fire in factories at the incipient stage.(2)Step up the use of an IT-based fire fighting system The Company has established an intelligent firefighting Internet-of-Things system to realize 24/7 real-time monitoring of firefighting water level,water pressure and residual current of power distributio

264、n cabinets.Flame video detectors are used for video monitoring of fire information,which can track the area of fire automatically and transmit the live videos to management personnel,so as to effectively control hidden fire hazards through high-tech means.(3)Dutifully carry out fire evacuation drill

265、s In 2021,the Company organized more than 190 fire evacuation drills to ensure that all employees participate in at least one emergency evacuation drill every six months,through which employees could learn about fire emergency plans,master evacuation and escape skills as well as the use of fire-figh

266、ting equipment,and improve their emergency response capabilities.In May 2021,the Free Trade Zone Management Committee organized fire managers of enterprises under its jurisdiction to observe and learn from the Companys fire evacuation drills.This shows that the Company drove the improvement of fire

267、evacuation drills capabilities of neighboring enterprises.42 (4)Provide proper fire safety education and training By inviting experts from fire-fighting branches(brigades)to the Company to train safety management personnel of each department,making posters and billboards,and showing fire safety film

268、s,the Company strictly implements the three-level safety training system and continuously enhances employees awareness of fire safety.The Company organized a fire safety road show in November to promote fire safety knowledge.Besides,the Company continued to organize fire safety training for all empl

269、oyees,focusing on explaining the Companys fire management rules,the use of fire-fighting equipment,and fire escape skills,so as to enhance employees awareness of fire safety.4.2.3.Establishment of a Sound Corporate Emergency Rescue System In order to ensure that the Company can quickly and effective

270、ly carry out on-site rescue and deal with the accident effectively in the event of an emergency,the Company improves emergency response capability,reduce casualties and property losses,protects the safety of the Company,society and employees,and safeguards lives and property.The Company has establis

271、hed and improved its emergency rescue system and emergency response plan.By the extent of the 43 damage,the scope of impact,the resources required for emergency disposal and the ability to deal with emergencies,the Companys emergency response can be divided into three levels:Level 3(grassroot team l

272、evel),Level 2(corporate level)and Level 1(society level).With the principle of people-oriented and safety first and prevention-based,combined with defense efforts,the Company formulated the Comprehensive Contingency Plans for Work Safety Incidents in 2021,in accordance with the Production Safety Law

273、 of the Peoples Republic of China,Regulation on Emergency Responses to Work Safety Accidents,Measures for the Administration of Contingency Plans for Work Safety Incidents,Guidelines for Enterprises to Develop Emergency Response Plan for Work Place Accidents(GB/T29639-2020)and other laws,regulations

274、 and standards,and was approved by the President of the Company for release.In addition to the corporate-level contingency plan,the Company also prepared more than 20 dedicated contingency plans such as Fire Contingency Plan,Chemical Leakage Contingency Plan and Environmental Pollution Accident Cont

275、ingency Plan for specific sites,devices or facilities according to different types of work safety accidents.In addition,more than 10 on-site handling plans were prepared,including Fire Site Handling Plan,Chemical Leakage Site Handling Plan,Electrocution Accident Site Handling Plan and Limited Space

276、Accident Site Handling Plan,clarifying the description of accident risks,emergency work responsibilities,emergency handling measures and precautions,and prioritizing self-help and mutual help,information reporting and advance handling.A sound emergency response organization has been established,with

277、 emergency response groups of two levels,namely,the on-site emergency response group and the corporate emergency response group.The on-site emergency response group is composed of field personnel from each region.The specific composition is stated in the On-site Handling Plan of each region.The corp

278、orate emergency response group is composed of the emergency leadership team,emergency management office and emergency response team.In the meantime,the Emergency Address Book has been prepared,containing the list of members of each group and their contact information,so as to quickly get in contact

279、during emergencies with group members.44 4.3.Protection of Employee Safety and Health 4.3.1.Hazard Source Notification According to the distribution of risk points,the Company has posted risk point distribution maps at the entrance or prominent position of each building/floor/workshop,provided infor

280、mation on the main risk points,risk categories,risk levels,control measures and emergency measures through risk point notification cards,and organized training for employees to ensure that they understand the basic situation of risk points and master preventive and emergency measures.For workplaces

281、and jobs that may lead to accidents,alarm devices,on-site emergency equipment and facilities,evacuation routes,etc.are set up.4.3.2.Safety and Health Training Goertek always takes employees personal safety as a top priority.In 2021,it organized a variety of safety training and activities to enhance

282、employees safety awareness and create a safety-oriented culture.The Company continued to promote the LOPA model management of hazardous chemical storage areas,and upgraded and optimized the WMS-HXP system to achieve early warning management of chemical storage quantity and dynamic management of stor

283、age types,thus upgrading the safety management capability and efficiency.In order to strengthen employees safety awareness and enhance their safety knowledge and skills,the Company has been carrying out regular training on injury prevention and creating a strong safety-oriented atmosphere.Over the y

284、ears,the Company has been continuously reinforcing the building of a safety-oriented culture.With the theme of Fulfilling Safety Duties and Promoting Safe Development in 2021,the Safety Production Month and continuous safety improvement 45 activities were held.In addition,commercial insurances such

285、as group insurance for personal accidents,aviation accidents and business travel accidents were purchased for all employees to protect their lives and properties.In order to improve all employees awareness of safety,enhance their safety knowledge and skills,and create a strong safety-oriented cultur

286、e,the Company places emphasis on safety training and education for all employees.Specifically,such safety training includes regular training,targeted training,targeted consultation and external training.For regular training,the Company conducts monthly training themed around safety participated by r

287、elevant personnel within the Company,in addition to the three-level safety education and various targeted training required by national laws and regulations.The themes carried out in 2021 included traffic safety,holiday safety,special power equipment safety,occupational health,chemical safety,enviro

288、nmental protection,summer safety,food safety,production equipment safety,first aid knowledge,fire safety and public security,which improved the safety awareness and knowledge of relevant personnel,ensured 100%training coverage as required of personnel whose duties were relevant to safety and health,

289、and achieved positive results.Work safety cartooning activity Emergency experience activity EHS comprehensive ability enhancement training Examination on safety knowledge 46 Moreover,special attention has also been given to training of safety management and learning of safety management rules for sa

290、fety management personnel.In 2021,the Company organized special training on safety management,such as safety leadership training for middle and senior managers,EHS comprehensive ability enhancement training,safety management personnel rotating training,hazard source identification theory and field p

291、ractice,compliance evaluation theory and field practice,and ISO14001&ISO45001 knowledge training.In addition,young talents with great potential in safety management of the Company were identified and invited to participate in the EHS 50 Professional Workshop in 2021,with elaborate professional+compr

292、ehensive course plans to create a training system for EHS 50 trainees through integrating external teaching resources,targeted development of internal courses,and learning forms of both lectures and seminars.The various targeted training programs on safety management participated by a total of over

293、1,000 safety managers of the Company.Through theoretical learning plus on-site practice,the professional capability and competence of safety managers were continuously improved to ensure the long-term and stable development of the Companys safety management.4.3.3.Occupational Health Management Throu

294、gh workplace occupational hazards testing and occupational health evaluation,the Company is able to identify posts with occupational hazards,and regularly organize health checkups for employees in such posts.Moreover,various occupational health protection measures are taken to minimize the risk of o

295、ccupational diseases.In terms of occupational health checkups,the Company has cooperated with hospitals to conduct regular pre-job,on-the-job and EHS internal reviewer training Environmental factor identification training 47 off-the-job medical checkups for employees in positions with exposure to oc

296、cupational hazards.Not a single case of occupational diseases has emerged in the Company so far.4.4.COVID-19 Pandemic Prevention and Control Despite the generally stable COVID-19 pandemic situation in 2021,Vietnam still faced a severe condition,with clusters of associated cases in some parts of the

297、country,and the transmission of Delta and Omicron variants made the situation worse.Goertek made active arrangements,all-round deployment and rapid response,and carried out comprehensive prevention and control,with corresponding measures implemented swiftly.4.4.1.Organization of Emergency Drills for

298、 COVID-19 In order to carry out the COVID-19 prevention and control and standardize the emergency response,emergency drills of COVID-19 prevention and control were conducted under the guidance of the government.The drill process was executed in an orderly manner according to the standardized handlin

299、g process to ensure safety and efficiency of the drill.The drill teams made a proper division of duties,performed their respective duties and cooperated with each other smoothly.The drill significantly strengthened the Companys ability of emergency handling and teamwork in preventing any clustered o

300、utbreak.48 4.4.2.COVID-19 Vaccination The COVID-19 pandemic is still spreading worldwide and will continue for a relatively long time.Through vaccination,more people can be immunized and a population immunity barrier can be formed as early as possible in order to consolidate the hard-earned progress

301、 of pandemic prevention and control.Vaccination against COVID-19 pandemic also stands a good chance of preventing serious illnesses and deaths caused by COVID-19 infection.In 2021,the Companys Health Team for Pandemic Prevention contacted medics from various hospitals and coordinated a total of 208

302、times of COVID-19 vaccination.The vaccination rate for the first and second doses was 93.5%,and that for the booster dose was 83%.In 2022,the booster vaccination will continue to be promoted to achieve a vaccination rate of more than 90%,thus building up a stronger immunity barrier.The pandemic rapi

303、dly spread in Vietnam in 2021.In order to raise employees awareness of pandemic prevention,the Vietnamese subsidiary organized activities to motivate all employees to fight the pandemic together,praising those working on pandemic prevention,and awarded those with outstanding contributions to pandemi

304、c prevention.49 By the end of 2021,the vaccination rate for both the first and second doses of COVID-19 among Vietnamese subsidiary employees was 99%,and that for the booster dose was 82%.4.4.3.Emergency Response During the Spring Festival,the Company immediately contacted a third-party medical test

305、ing company to formulate a nucleic acid testing plan for employees return after the Spring Festival holiday according to the number of people returning to Weifang as reported by each campus,with 20 nucleic acid testing points set up in each campus to ensure the smooth operation of the Company after

306、the festival.50 4.4.4.Guaranteed meals and commuting To avoid packed commuter public transportations at rush hours,staggered work schedules are arranged for employees,with corresponding flexible shifts,and online meetings recommended.All vehicles of the Company are disinfected twice before departure

307、 and after return,and all key areas such as the floor,windows,seats,handrails and air-conditioning openings are fully disinfected,no corners left unattended.Goerteks staff cafeteria continues to maintain normalized pandemic prevention and control.By improving its mechanisms and processes,scientific

308、disinfection and protection measures,and personnel management,the cafeteria ensures zero COVID-19 case and safe meal provision.After each meal,the staff cafeteria is ventilated and disinfected,and employees must have their body temperatures taken every day and receive regular nucleic acid testing an

309、d health screening;the control over procurement of ingredients is strengthened,and cold-chain ingredients periodically go through nucleic acid testing;employees are encouraged to dine at staggered intervals,and panels are erected on tables to create individual dining spots,so as to ensure the safety

310、 of diners.51 5.Adherence to Green Operation,and Continuous Efficiency Improvement and Emission Reduction 5.1.Environmental Management Environmental protection has always been an integral part of Goerteks sustainability strategy.The Companys work in various aspects such as wastewater,noise,waste,gre

311、en office,and greenhouse gas assessment has achieved good results.In recognition of the great significance of protecting the environment and creating a sustainable society,Goertek has integrated environmental protection into every aspect of its operations and throughout the life cycle of its product

312、s.According to ISO14001:2015,the Companys environmental management system has been established and applied to all stages of production,including design,development,manufacturing,delivery and service of its products.Environmental factors are identified and evaluated with respect to the life cycle of

313、the products,and corresponding control measures are formulated for critical environmental factors.No environmental protection-related violations and related penalties have occurred since the establishment of the Company.5.2.Pollution Prevention and Control 5.2.1.Wastewater Management The Companys pr

314、oducts are mainly assembled,with no industrial wastewater produced during the production process.Domestic wastewater mainly comes from drainage of the office bathrooms,dormitories and staff cafeteria.In 2021,approximately 3,939,000 tons of water was consumed in each campus of the Company in Weifang,

315、of which the living area of Photoelectric Campus II was retrofitted with a water reuse system,with an annual recycling water volume of 46,000 tons,used for cleaning and greening in the campus.The wastewater is general domestic wastewater,uniformly discharged to the municipal pipe network,which compl

316、ies with the GB/T31962-2015 Wastewater Quality Standard for Discharge to Municipal Sewers;the Vietnamese subsidiary complies with the Local National Sewage Discharge Standard(QCVN40:2011/BTNMT,Grade 1B(COD150mg/L,SS100mg/L).5.2.2.Waste Gas Management 52 The waste gas generated by the Company mainly

317、comes from industrial waste gas in the production process and cooking fume waste gas from the cafeteria.The industrial waste gas is purified and treated tom meet the relevant standard through adsorption of activated carbon and treatment by other facilities,and then discharged through the exhaust duc

318、t at high altitude.All the waste gases discharged meet the Class II standards in Table 2 of the Comprehensive Emission Standard for Air Pollutants(GB 16297-1996);the Vietnamese subsidiary complies with the Emission Standard for Organic and Inorganic Waste Gases(QCVN19/2009/BTNMT&QCVN20/2009/BTNMT).5

319、.2.3.Noise Management The major sources of noise in the Company include the operation noise of air conditioning units,air compressors,cooling towers,fans,pumps and other power equipment.Various measures,such as equipment renewal,process upgrading and noise source isolation,have been taken to control

320、 noise.According to the monitoring results of the noise within the plant boundary,all the noise within the plant boundary complies with the Class II standard in Table 1 of the Emission Standard for Industrial Enterprises Noise at Boundary(GB12348-2008);the Vietnamese subsidiary complies with the Nat

321、ional Emission Standard for Environmental Noise in the country(QCVN24:2016/BYT).5.2.4.Waste Treatment Waste is collected and temporarily stored according to its forms and properties,which is generally categorized into general waste and hazardous waste.In waste management,the Company always upholds t

322、he principle of reduction,reuse and recycling,so as to achieve the integration of waste recycling and corporate social responsibility.General waste is uniformly contracted to professional recyclers for recycling and treatment,while hazardous waste is delivered for treatment to organizations with qua

323、lifications for hazardous waste treatment approved by the Environmental Protection Bureau.Waste electronic products are strictly listed as hazardous waste,and delivered to qualified hazardous waste partners for legal and compliant treatment in accordance with laws and regulations,in an effort to max

324、imize waste recycling and resource conservation.In March 2018,the Company began to promote and implement the policy 53 advocating zero landfill of waste.By promoting this policy to recycling suppliers,the Company disposed approximately over 70,000 tons of waste from 2018 to 2021 through means other

325、than landfill.In 2021,the Company continued to promote this policy,with approximately 20,000+tons of waste disposed of by non-landfill means,of which approximately 98%was recycled.The waste treatment in the Companys Vietnamese subsidiary is in full compliance with the instructions of the Vietnamese

326、government(ND38/2015/NDCP)and the hazardous waste treatment is in compliance with the national government standard:QCVN6707:2009.5.3.Resource Recycling and Climate Change Mitigation As a major power-consuming enterprise,Goertek is well aware of limited resources and unlimited value.The Companys ener

327、gy management policy featuring compliant energy use,efficient emission reduction,full participation and green development has been implemented across the Companys product manufacturing chain.With the energy management system as the basis of scientific management,the Company works to optimize the man

328、agement organization across all channels,improve the mechanisms and processes,and implement the management tools to further explore the potential of energy saving and actively improve the overall energy efficiency,so as to integrate energy efficiency enhancement,emission reduction and green developm

329、ent into the internal operation of the Company.In order to accomplish the strategic goals of the Company on energy,the Companys energy management work involves a two-pronged approach,covering both management and technology.The main focus lies on the manufacturing process of products.Starting from th

330、e energy used,the Company insists on developing and promoting the use of clean energy to increase the proportion of green energy.Putting clients first,the Company participates in market-based power trading to satisfy clients demand for low-carbon production.Digital energy operation is promoted to id

331、entify the sources of carbon emissions and reduce negative impact on the environment through targeted control,so as to ultimately realize the development of the Company,enhance energy efficiency,protect environment,and slow down climate change.5.3.1.Optimize Energy Management Personnel Arrangement a

332、nd Improve the Assessment Mechanism 54 Goertek has set up a three-tier energy management hierarchy,comprising the Energy Management Steering Panel,the Energy Management Team and each Energy Management Unit to ensure accountability.The energy management work is comprehensively consolidated by refinin

333、g the energy management functions of relevant departments,improving the Companys energy management system,tapping deep into the energy-saving potential of each production scenario,and continuously promoting refined management and control.In 2021,the Company strengthened the development of the energy management specialization.The Company improved the capability of energy management personnel by for