Diversity, Equity and Inclusion (DE&I) Policies of GigaDevice

GigaDevice Semiconductor Inc. (hereinafter referred to as "the Company" or "we"), as a longtermist who upholds an original intention of becoming people-oriented, pragmatic and innovative, pursues excellence and growth, aiming to grow into an enterprise with lasting greatness. The Company is committed to creating a diversified corporate culture and an open, innovative, healthy and safe working environment, so as to improve the procedures and systems for diversified management of employees as well as to promote the common growth of employees and the enterprise while keeping a foothold of the enterprise mission.

Scope of application

It is applicable to all employees (including full-time and part-time employees, labor dispatching employees, and temporary employees) of GigaDevice and its all wholly-owned subsidiaries, branches, and other offices.

Management structure

The Company's Strategy Committee of the Board of Directors is responsible for supervising the implementation of Company’s DE&I policies, with the Management and the Human Resources Department working in concert to promote the specifics of the policies and reporting regularly to the Strategy Committee of the Board of Directors on DE&I progress.

Management measures

1. We implement the principle of equality and diversity in employment. This aims to provide job seekers with fair and reasonable job opportunities, recruit outstanding talents with diverse backgrounds, build a diverse and innovative working environment, and cultivate a team of talents.

2. We recognize and respect the diverse background of each employee, including nationality, race, ethnicity, gender, sexual orientation, marital status, skin color, social class, religious belief, and disability, etc. We are determined to putting an end to the discrimination of any kind in terms of talent recruitment, training, salary and benefits, and career development, so as to create an equitable and inclusive workplace atmosphere.

3. We attach importance to the building of a talent team. To this end, we build a diversity of promotion and development channels and continue to improve the ecosystem and system of both internal and external training and learning development. By these means, we enhance professional qualities and competence of employees in an all-round and multi-dimensional manner, and constantly enhance the enthusiasm and sense of achievement of employees.

4. We places significant emphasis on staff learning, development, and skills enhancement. We actively encourage employees to participate in academic and vocational skills upgrading initiatives, allocating resources for such programs in the annual departmental budget. Additionally, we designed tailored vocational skills, professional skills, management skills, and academic upgrading programs for specific categories of employees, including specific professional categories, core management and other key talents. The programs involve courses such as PMP, EMBA and Quality Management Certification. Part of the tuition fees for these programs is reimbursed upon meeting certain requirements. We expect our employees to grow with the Company to continuously improve occupational competency and organizational effectiveness, while promoting personal career development.

5. We set up a diversified organization and talent indicators monitoring system, conduct a regular management of diversified indicator baselines, and strive to enhance employee diversification and promote innovation. We pay special attention to and monitor key indicators such as the educational backgrounds of employees and the proportions of female employees taking ordinary, R&D, and management teams. We thoroughly implement the construction and development concept of talent diversification.

6. We persist in carrying out the training of diversified policies, promoting the diversified talent recruitment principles and talent development channels, and enhancing the Company's understanding over diversified talent management. All these will facilitate the construction of a diversified culture that is open, inclusive, and innovative.

Reporting channel

We value and are open to the opinions and voices from employees. Therefore, we establish inclusive and diversified communication channels and develop communication management mechanisms and complaint channels for employees at all levels, so as to follow up and feed back employees' opinions in time. Specifically, the Company formulates the Reporting and Informant Protection System, and sets up a reporting/complaint mailbox (gd-info@gigadevice.com), by which employees can make real name/anonymous reports through e-mail.

This shall be implemented since the date of issuance.

The Company will revise this System from time to time.

GigaDevice Semiconductor Inc.