Policy and Governance
Non-Discrimination Policy
We ensure that all of our employees, both our current and prospective employees are given equal opportunities based on our nondiscrimination policy(Samsung Electronics Anti-Discrimination and Harassment Policy). We do not discriminate against any current or prospective employees based on gender identity, race, ethnicity, nationality, religion, age, marital status, sexual orientation, among others or in HR matters such as job assignment, promotion or compensation.
We also strive to respect and protect the human rights of workers based on the UN Universal Declaration of Human Rights, OECD Guidelines for Multinational Enterprises, and local laws of different countries.
Our DEI Principles
Since 2022, we have worked to establish principles of diversity, equity, and inclusion(DEI), ensuring these aspects are communicated to all employees and applying them to our products and services.
The process of DEI begins with a relentless examination of our existing norms. From product planning to launch, we ask ourselves whether our choice of words or images used in our products and services could unintentionally harm or marginalize anyone. We consider our inherent biases and contemplate their potential societal impact. Additionally, we recognize and respect the individuality and freedom of expression of each of the 8 billion potential users worldwide and foster an environment that promotes self-expression. Lastly, we make changes through small but consistent actions, targeting a culture of “togetherness” by working with marginalized communities and promoting diversity within our organization.
We implement DEI campaigns and training globally, aiming to incorporate the diversity, experiences, and rich narratives of Samsung users into all our products and services.
Stay curious
Challenge assumptions
Celebrate diversity
Be the change
Governance
We established the I&D Office to develop company-wide DEI strategies and implement diverse programs to enhance our DEI performance in collaboration with relevant staff members of our businesses and subsidiaries. The DEI Council joins hands with functional organizational units including the Corporate Sustainability Center, Global Marketing Office, Corporate Communications Team, and Corporate Design Center to seek solutions to company-wide DEI issues. We worked with the council to establish our DEI Language Guide, launched a social media campaign to celebrate International Women's Day, and collaborated with external stakeholders.
Over 200 DEI managers regularly share and distribute best practices identified at our business sites around the world. In addition, we actively support Employee Resource Groups(ERGs) that voluntarily engage in mentoring, cultural exchanges, and community outreach. More than 7,200 employees around the world are taking part in ERGs organized under various themes.
In addition, DS Division has been fostering an inclusive workplace culture through a specialized organizational culture team. Its goal is to build a workplace grounded in mutual respect, where everyone can raise issues, engage in open dialogue, and collaborate closely to create synergy. To this end, DS Division provides inclusive culture awareness training for all leaders and employees. It also collaborates with external experts, including an advisory group, to objectively assess the organization’s direction and incorporate those insights into organizational strategy.
