KTB adheres to the regulations and laws related to international human rights. We are committed to building a culture of diversity, equality, and smooth labor-management communication, and to providing a safe, healthy, and harassment-free working environment.

Promote a Culture of Diversity and Equality

◆ Support Employee Diversity
KTB respects the uniqueness of each individual, recognizes the different perspectives and sparks that diversity can bring to a company. KTB provides an environment of gender equality (for details, please refer to section [Percentage of female employees of all groups in the past three years]), and has never discriminated against employees or their age, marital status, or family background (for relevant data, please refer to Appendix 8.4 Human Resource Management Indicators). In order to promote diversity and inclusion effectively, KTB introduced a mandatory course on "unconscious bias." Our goal is to raise awareness among all colleagues and managers that bias can exist in everyone's values and beliefs, often going unnoticed but significantly impacting their actions, decisions, and emotional responses. By providing this opportunity, we aim to eliminate unconscious bias and foster a more welcoming and equitable workplace environment. We have further incorporated the Convention on the Rights of Persons with Disabilities (CRPD) into our training courses to enhance understanding of the characteristics and needs of persons with disabilities, while also raising awareness to prevent potential exploitation.

Besides, KTB fully supports the employment rights of employees with physical or mental disabilities. We adjust and evaluates the work content appropriately according to the individual employees, and continue to hire new recruits with physical or mental disabilities through all available channels. In 2024, KTB has 10 employees with physical or mental disabilities.

◆ Sexual Harassment Prevention
In order to protect gender equality and dignity at work, KTB has formulated the "Guidelines for the Prevention, Correction, Complaint, and Punishment of Sexual Harassment at Workplace," which has been disclosed on KTB'S official website - [Guidelines for the Prevention, Correction, Complaint, and Punishment of Sexual Harassment at Workplace], stipulating that all forms of sexual harassment at the workplace are prohibited. KTB also organizes sexual harassment-related education training to advocate the importance of sexual harassment prevention and eliminate the hostility originated from sex or gender, so as to protect employees, job applicants, and customers from the threat of sexual harassment. In 2024, the advocacy rate reached 100%.

KTB has established the sexual harassment complaint channel, complaint reporting method, investigation mechanisms, handling methods, and punishment. After receiving a sexual harassment complaint, KTB sets up the Sexual Harassment Complaint Handling Committee, and, when required, may retain experts or scholars as committee members to handle the cases independently, and report to the Board of Directors based on the circumstances. The investigation shall be based on the principle of protecting the privacy and dignity of the informer, and KTB promises not to terminate, transfer, or take any disciplinary action that is adverse against employees who personally file complaints or assist other persons to file complaints regarding sexual harassment. In 2024, a complaint regarding an incident of workplace sexual harassment was received. The case has been reported in accordance with established procedures, and relevant actions have been taken based on the investigation's resolution. Necessary assistance and improvement measures have been provided, and the case has been appropriately concluded.

◆ Formulate and Implement Human Rights Policy
KTB supports and implements human rights policy, practices workplace diversity, and does not treat differently or discriminate in any form on the grounds of gender, sexual orientation, nationality, race, class, age, marriage, language, thought, party, place of origin, birthplace, appearance, facial features, physical or mental impairment, or trade union membership. In addition, KTB abides by laws and regulations and has never used child labor or illegal labor. KTB has established the "King's Town Bank Co., Ltd. Human Rights Policy," which was approved by the Board of Directors with reference to the spirit and basic principles of human rights protection as outlined in various international human rights conventions, including the United Nations' "The Universal Declaration of Human Rights," "The United Nations Global Compact," "United Nations Guiding Principles on Business and Human Rights," and "International Labor Organization - Declaration of Fundamental Principles and Rights at Work." KTB carries out education training to advocate its spirit on a regular basis. In 2024, the completion rate for human rights education and sexual harassment prevention training reached 100%.

◆ Perform Human Rights Due Diligence
In addition to formulating human rights policies, KTB conducts human rights due diligence investigations annually on all operational locations, including 66 branches and 3 credit centers. These investigations aim to identify potential issues and subjects at risk, disclosing the implementation status of subsequent risk mitigation measures to ensure the effectiveness of human rights policy execution. The completion rate for 2024 was 100%. Furthermore, the results of these investigations are reviewed and approved by the President and disclosed on the official website under the [2024 Human Rights Risk Assessment Management Table].

Implement Labor-Management Communication

KTB puts emphasis on the voice of employees and smooth communication. KTB has established diverse communication channels, where employees may give their valuable opinions to the President or heads of all departments through formal meetings, face-to-face conversation, regular surveys, or the President's mailbox. The President also leads the heads of related departments to organize regional seminars at the branch offices, to build an effective, efficient, and bilateral communication mechanism. There were 0 employee complaint case received in 2024.

◆ Employee Communication Channels

◆ Union Participation
At the end of 2024, SinoPac Holdings and KTB jointly announced a merger. On January 17, 2025, KTB held the inaugural meeting of the KTB Corporate Union and convened its 1st General Assembly of the first term, during which the election of union directors and supervisors was conducted. The elected directors began engaging with SinoPac Holdings to discuss subsequent employee placement plans. As of January 22, 2025, union membership accounted for 82.8% of all employees. In the future, the union will continue to represent employees in communications with management, safeguarding employee rights and voicing employee concerns. Employees can communicate with union directors through various channels such as phone, email, Line groups, and in-person meetings. As of the end of March 2025, two general assemblies had been held. A union webpage has also been launched on the Company intranet, featuring materials such as the union charter, list of directors and supervisors, meeting minutes (general assemblies and board meetings), and related announcements.

◆ Employee Engagement Survey
KTB conducts a bank-wide employee engagement survey every year, initiated by the Human Resources Department. The 2024 survey was conducted from July 19 to July 31, targeting managers and current employees of each department (including probationary employees, excluding part-time employees and interns). The survey focuses on salary and benefits, job duties, promotion and assessment, education and training, and organizational management, etc. The survey includes indicators such as feeling happy most of the time at work, feeling stressed most of the time at work, being completely satisfied with one's job responsibilities, and having a clear sense of purpose in one's work. It also examines the commitment and responses of colleagues in different age groups to various aspects. The feedback and suggestions provided by colleagues will be forwarded to relevant departments for evaluation and improvement. In 2024, the response rate was 89.55% and the employee engagement rate was 87.23%.