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Talent Sustainability Policy

Talent Sustainability Policy

At Quanta, talent strategy is founded on a people-first philosophy and guided by respect for human rights, diversity, and inclusion. These principles enhance our competitiveness, enable us to attract and retain talent, and enhance employee engagement. We believe that building an attractive, inclusive, and resilient workplace is fundamental to sustainable organizational development and growth.

Our Talent Sustainability Policy aligns with international sustainability standards and encompasses six strategic pillars:

• 1. Purpose-Driven Culture and Employee Engagement
• Strengthening employee engagement by clearly communicating corporate purposes and values, reinforcing employees’ sense of belonging and alignment with the company’s mission. Through transparent and ethical leadership, we foster a positive culture that supports sustainable performance.
• 2. Diversity, Equity and Inclusion (DEI)
• Advance diversity and inclusion across gender, age, and ethnicity through fair recruitment, equal opportunity policies, and inclusive workplace practices. Our DEI initiatives are integrated into talent acquisition, training, and employee benefits, ensuring equal access and representation of diverse perspectives.
• Implement workforce planning mechanisms to align talent supply with business needs and promote career mobility through job rotation and internal promotion.
• Facilitate cross-generational knowledge transfer and collaborate with academic institutions globally to strengthen our talent pipeline in response to demographic shifts.
• 3. Compensation and Performance Management
• Maintain a competitive and equitable total rewards framework that ensures both internal fairness and external competitiveness.
• Implement a performance management system which is goal-oriented, aligning individual and executive objectives with company-wide targets. This reinforces accountability and drives a mutual value creation cycle between employees and the organization.
• 4. Health, Safety and Well-being
• Provide a safe and healthy workplace through occupational health and safety programs, mental health resources, and flexible work arrangements to support work-life balance.
• Initiatives include employee assistance programs (EAPs), wellness campaigns, and diverse leave options, creating a workplace that fosters well-being, inclusiveness, and psychological safety.
• 5. Learning, Development and Empowerment
• Invest in human capital development through a structured learning system, including Individual Development Plans (IDPs), digital skills training, and innovation programs. These efforts strengthen employees’ professional expertise, cross-functional capabilities, and adaptability to digital transformation.
• Committed to building a diverse talent pipeline that empowers employees to realize their potential, enhances organizational resilience, and mitigates long-term sustainability risks.
• 6. Open Communication and Trust
• Promote a culture of open communication and two-way dialogue, supported by multiple internal channels and grievance mechanisms that allow employees to express opinions and participate in organizational development.
• Strengthen cohesion and employee engagement, ensuring alignment between corporate strategy and employee expectations by fostering organizational transparency, trust, and psychological safety.