Human Rights Policy

StemCyte is committed to fulfilling its corporate social responsibility and safeguarding the fundamental human rights of all employees, customers, and stakeholders. We adhere to the principles set out in the Universal Declaration of Human Rights (UDHR), the UN Guiding Principles on Business and Human Rights (UNGPs), the UN Global Compact (UNGC), and the conventions and core labor standards of the International Labour Organization (ILO). We respect internationally recognized human rights, comply with the labor laws of the jurisdictions in which we operate, and have established a Human Rights Policy with concrete management measures.

Company Commitments

StemCyte regards the protection of labor and human rights as a cornerstone of sustainable operations. We incorporate human-rights considerations into every aspect of our business and emphasize the management of related risks, with the goal of building a great place to work.

Human Rights Policy & Management Approach

Diversity, Inclusion & Equal Opportunity.

We provide a diverse, inclusive, and equal-opportunity workplace grounded in openness and fairness. We do not permit discriminatory language, attitudes, conduct, or differential treatment on the basis of socioeconomic status, age, sex, sexual orientation, gender identity or expression (LGBTI), marital or family status, disability, race/ethnicity, religion or belief, physical appearance, nationality, language, political opinion, or pregnancy. We prohibit harassment, respect privacy, and are committed to a workplace that is dignified, safe, equitable, and free from discrimination and harassment.
We ensure that employment policies are free from discrimination. Decisions on recruitment, compensation and benefits, training, performance evaluation, and promotion are based on employees’ qualifications, performance, skills, and experience. We also provide effective grievance mechanisms and multiple communication channels to prevent any infringement of employee rights and to foster equal employment.

Prohibit forced labor and child labor

Prohibit any form of forced labor.
Comply with applicable minimum-age laws and regulations; do not employ child labor.

Provide fair and reasonable compensation and working conditions.

Provide employees with compensation and benefits that meet or exceed applicable local minimum legal requirements.
Establish clear, lawful, and reasonable policies and procedures, and regularly monitor and manage employee attendance.

Provide a safe, healthy, and hygienic working environment

We prioritize workplace safety and hygiene, strive to provide a healthy, safe, and caring environment that supports employees’ physical and mental well-being, and aim to achieve zero occupational injuries.

Respect employees’ freedom of association and assembly

We respect employees’ freedom of association and assembly, and employees may participate in external labor organizations. We establish labor–management meetings in accordance with the law and maintain open, diverse channels for labor–management communication, ensuring that employees and worker representatives can engage openly with management without retaliation, intimidation, or harassment, thereby fostering a harmonious workplace.

Protect privacy

Develop and rigorously implement information security policies, comply with applicable personal data protection laws and regulations, and enhance employees’ awareness of information security and personal data protection through training to ensure that the privacy of all stakeholders is appropriately safeguarded.

Personal Data Protection Policy

We have established Personal Data Protection Management Procedures to prevent infringement of personality rights.
These procedures apply to all matters related to the collection, processing, and use of personal data in business operations, projects, events, and internal administrative processes.
We conduct regular training; on September 19, 2025, a one-hour awareness session was held for all employees.

Sexual Harassment Prevention Measures, Grievance and Disciplinary Procedures.

To safeguard gender equality in employment and ensure a workplace and service environment free from sexual harassment, the Company has established sexual harassment prevention measures and grievance and disciplinary procedures, set up a dedicated reporting hotline and email address, and takes prompt responsive actions. To date, no incidents of discrimination or sexual harassment have occurred.

Grievance Hotline：02-2601-3013 Ext. 768

Grievance Email Address：stemcytebio-hr@stemcytebio.com

Communication, Feedback, and Grievance Channels.

We value the opinions and ideas of all parties and are committed to providing open and transparent communication channels. Internally, we maintain a grievance hotline and email inbox, convene quarterly labor–management meetings, and conduct end-of-probation interviews for new hires as well as exit interviews, enabling employees to raise issues related to organizational policies and the work environment through multiple channels. Our corporate website also provides contact platforms for regulators, shareholders/investors, investees, employees, communities, and the news media to submit feedback.

Internal Communication and Grievance Channels