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Non-Discrimination & Anti-Harassment Policy

Quanta Computer Non-Discrimination & Anti-Harassment Policy

Quanta Computer Inc. (hereinafter referred to as "the Company") and its subsidiaries and affiliated enterprises are always committed to creating a respectful, inclusive, diverse, and safe working environment, which is an important cornerstone of our corporate culture and values. We strictly comply with international human rights standards and local regulations, adopting a "zero tolerance" principle toward any form of discrimination and harassment, and through systematic prevention, correction, and disposal mechanisms, ensure that the dignity and rights of all employees and related stakeholders are fully protected. This policy applies to internal company operations and external partners, including business partners, suppliers, and contractors, aiming to establish a fair and respectful workplace.

• I. Prohibition of Discrimination
• The Company eliminates any form of discriminatory behavior. In employment, wages, benefits, education and training, performance evaluation, promotion, and rewards and penalties, no person shall receive unfair treatment based on the following factors:
• Age, region, race, ethnicity, nationality, language, political stance, religious belief, class, physical and mental disabilities, medical history, gender, marital status, sexual orientation, gender identity, pregnancy, group background, appearance and facial features, union membership, veteran status, protected genetic information, or other characteristics protected by law.
• The Company emphasizes achieving fairness in every human resource management process and ensures workplace equality and respect through strict internal systems and policy implementation.
• II. Prohibition of Harassment
• The Company is committed to providing a harassment-free work environment and strictly prohibits the following forms of harassment:
• Sexual Harassment
  Any behavior involving sex or gender, unwelcome sexual advances, gender discrimination, or sexually suggestive language and actions, whether explicit or implicit, shall not damage others' personal dignity or create psychological discomfort, hostility, or offensive environments.
• Stalking Harassment
  Any repeated contact behavior through electronic communication, surveillance, or other means, including stalking, monitoring, or interfering with others' lives and work, causing fear or disrupting normal activities.
• Other Harassment
  Physical, verbal, or psychological threats, insults, or violent behavior based on age, gender, physical and mental disabilities, or other protected characteristics are all within the scope of harassment prohibited by the Company.
• III. Management Mechanism
• Advocacy and Training
  The Company regularly emphasizes the importance of anti-discrimination and anti-harassment policies to all employees through emails, internal announcements, and training for all employees, helping employees understand the definition of related behaviors, response methods, and grievance mechanisms, ensuring all employees have correct awareness and action capabilities.
• Grievance and Handling Process
  The Company has established formal grievance channels to provide reporting opportunities for employees, suppliers, and other stakeholders. Each region establishes specific regulations according to local laws, clearly defining the complete process of grievance acceptance, investigation, and handling, ensuring every grievance receives fair and transparent treatment with a defined escalation process for reporting incidents.
• Grievance Protection Mechanism
  For whistleblowers or complainants, the Company will adopt strict privacy protection measures to ensure their personal information is not disclosed and prevent them from suffering any form of retaliation or unfair treatment due to reporting behavior.
• Corrective and Remedial Measures
  For violators confirmed through investigation, the Company will handle them according to law based on the nature and severity of the behavior, including but not limited to corrective or disciplinary action such as written warnings, demotion, or termination of employment. When necessary, the Company will provide psychological counseling or assistance to victims and adopt follow-up and improvement measures to prevent similar incidents from recurring.
• Information Transparency
  The Company will regularly disclose the number of grievance cases, investigation results, and related improvement measures in sustainability reports to promote policy implementation transparency and stakeholder trust.
• IV. Grievance Channels
  Any employee or stakeholder who discovers or suspects behavior violating this policy may file a grievance through the following channels:
• Hotline：+886 3 327-2345 #70695
• Email：70695@quantatw.com or qci.csr@quantatw.com