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Human Rights Management

Since 2023, PlayNitride has planned the “Human Rights Due Diligence,” with a questionnaire design that incorporates internal experts’ and departments’ perspectives, professional advice from external experts, and references to industry standards and best practices. The content covers three major dimensions: Labor Rights (12 items), Health and Safety (2 items), and Governance and Ethics (1 item). The survey was completed in the first quarter of 2024, and mitigation measures have been developed for the initially identified human rights risks. In the future, we will continue to implement relevant advocacy and training through institutionalized methods to ensure that all colleagues are treated with dignity and respect. Together with our employees, we aim to create a sustainable and secure workplace characterized by zero harassment, zero discrimination, and open communication, thereby safeguarding all employees and workers.

Human Rights Management Policy

PlayNitride adheres to internationally recognized human rights standards, such as the UN Universal Declaration of Human Rights and the UN Guiding Principles on Business and Human Rights. The company has established “Work Rules” and “Measures for Preventing, Complaining, Investigating, and Handling Sexual Assault and Sexual Harassment,” formulated human rights management policies, and created sexual harassment grievance mechanisms and channels in the workplace to ensure gender equality.


With reference to industry standards for human rights risks and the perspectives of experts and departments, we promoted “Human Rights Due Diligence,” covering labor rights, health and safety, and governance and ethics. The results of the human rights risk identification are shown in the figure below:

Mitigation measures for high-risk items

Employee Engagement

Employees are the key source of the company’s competitiveness. To optimize employee experience and enhance cohesion, the Human Resources Department conducted an employee engagement survey in 2025, focusing on five core dimensions: job roles, personal growth, teamwork, work environment, and welfare measures. The assessment and survey were conducted using a 5-point scale (from strongly disagree to strongly agree) to understand employees’ perspectives and formulate improvement measures based on the results to strengthen organizational effectiveness.

The survey period for this year was from 2025/1/1 to 12/31, and the targets were all employees. The results are as follows:

  • 40% Questionnaire coverage rate
  • 93.8% Valid response rate
  • 91.7% Employees are highly engaged in their work
  • 85.1% Employees feel their current roles allow them to realize their potential
  • The above results indicate that the organizational operations possess resilience

Future improvement goals include strengthening the communication of corporate strategies to ensure employees at every level clearly understand the company’s future plans, and optimizing internal feedback channels to make improvements more timely. In the future, engagement surveys will continue to be conducted annually as a vital basis for optimizing human resources strategies and organizational management. Through relevant measures, we aim to create a positive employee experience and jointly achieve the company’s goals and mission.