Employee Values
Employees are the biggest asset and competitive edge needed for the growth and development of SK Square. Therefore, we provide unstinted support for all employees so that they can demonstrate their competencies and grow.
Recruitment Principles
SK Square recruits diverse talented professionals with expertise and potential based on job competency. In order to secure diversity in recruitment and prevent discrimination, we clearly state this in recruitment, HR, and ethics regulations. In particular, Article 5, Paragraph 1 of the Employment Regulations stipulates recruitment and selection based on basic qualifications and job expertise, and the Code of Ethics stipulates the prohibition of unfair discrimination against employees.
Employee Diversity
| Percentage of female employee | |
|---|---|
| Unit | % |
| 2022 | 22 |
| 2023 | 22 |
| 2024 | 19 |
| Percentage of female executive | |
|---|---|
| Unit | % |
| 2022 | 17 |
| 2023 | 15 |
| 2024 | 0 |
| Percentage of disabled employee | |
|---|---|
| Unit | % |
| 2022 | - |
| 2023 | - |
| 2024 | - |
| Percentage of international employee | |
|---|---|
| Unit | % |
| 2022 | 2 |
| 2023 | 3 |
| 2024 | 2 |
| Category | Unit | 2022 | 2023 | 2024 |
|---|---|---|---|---|
| Percentage of female employee | % | 22 | 22 | 19 |
| Percentage of female executive | % | 17 | 15 | 0 |
| Percentage of disabled employee | % | - | - | - |
| Percentage of international employee | % | 2 | 3 | 2 |
Prohibition of Discrimination
SK Square is committed to ensuring diversity and inclusion in the workplace and fostering an organizational culture where all employees have equal opportunities. Discrimination based on gender, age, disability, race nationality, religion, or other characteristics is strictly prohibited in all HR practices, including recruitment promotion, and compensation. These principles are clearly outlined in our Employment Regulations and Code of Ethics Implementation Guide. To promote gender equality, SK Square enforces a strict prohibition of sexual harassment, as clearly defined in Article 3 of its Human Rights Policy. Violations are addressed under a Zero Tolerance Policy, ensuring firm and immediate disciplinary action.
Human Resources Development Policy
SK Square recruits talented individuals who practice the will to compete and win based on the faithfulness in management philosophy. To nurture talented professionals that match our ideals and continuously develop the capabilities of our employees, we have established and systematically supports the talent development system.
Internalization of SK Square's core values
Support for leadership development and exercise by senior managers and prospective managers
Support for bolstering professional competency for each major job
In addition, SK Square recognizes that employees who can actively respond to the rapidly changing business environment affect the growth of the company. Therefore, we strive to foster human resources that can flexibly cope with changes in the external environment such as new technologies, market trends, and competitive environments.
Strategies for fostering human resources in line with changes in the business environment
| Details |
|---|
|
| Details |
|
Fair Evaluation and Compensation
SK Square operates a transparent and equitable performance evaluation system. Evaluation criteria are established for both individual and team-level performance, and performance is objectively assessed through regular evaluations conducted at least once a year. To prevent any form of discrimination, SK Square’s Code of Ethics Implementation Guide strictly prohibit gender-based discrimination in promotion and compensation decisions within the same grade or job category. To ensure fairness and reliability, employees have access to formal appeal procedures and feedback channels for evaluation outcomes. All decisions regarding compensation (including performance bonuses) and promotion—excluding registered executives—are based on evaluation results and finalized through review by the HR Committee. As of 2024, the participation rate of employees who have attended the performance appraisal is 100%. SK Square also supports performance improvement by setting and reviewing individual goals for all employees across all positions.
Employee Performance Appraisal
| Employees subject to performance appraisal | |
|---|---|
| Unit | Person |
| 2022 | 87 |
| 2023 | 95 |
| 2024 | 88 |
| Employees that received performance appraisal | |
|---|---|
| Unit | Person |
| 2022 | 87 |
| 2023 | 95 |
| 2024 | 88 |
| Percentage of employees that received performance appraisal | |
|---|---|
| Unit | % |
| 2022 | 100 |
| 2023 | 100 |
| 2024 | 100 |
| Category | Unit | 2022 | 2023 | 2024 |
|---|---|---|---|---|
| Employees subject to performance appraisal | Person | 87 | 95 | 88 |
| Employees that received performance appraisal | Person | 87 | 95 | 88 |
| Percentage of employees that received performance appraisal | % | 100 | 100 | 100 |
Customized Training Programs
SK Square offers a range of training programs designed for employees' capacity building. We are committed to continuously improving the quality of our training programs by regularly collecting employee feedback. We are also committed to fostering core talents with leadership capabilities through group-wide management development programs, such as the FLP and the HLP. These training programs are open to all employees, including contract workers and part-time regular employees. Additionally, we support employees' personal development based on their individual capabilities, offering opportunities for learning foreign languages and pursuing university or graduate education.
Employee Development Programs
| Capability Support | |
|---|---|
| Degree and Certification Support Program | |
| Topics |
|
| Purposes, Educational Benefits and Impacts |
|
| Connecting with external educational Institutions | - |
| Insight Seminar | |
| Topics |
|
| Purposes, Educational Benefits and Impacts |
|
| Connecting with external educational Institutions | - |
| Educational Support | |
|---|---|
| Common | |
| Topics |
|
| Purposes, Educational Benefits and Impacts |
|
| Connecting with external educational Institutions | Connecting external educational programs with mySUNI1) |
| Job | |
| Topics |
|
| Purposes, Educational Benefits and Impacts |
|
| Connecting with external educational Institutions | Connecting external educational programs with mySUNI1) |
| Leadership | |
| Topics |
|
| Topics |
|
| Connecting with external educational Institutions | Connecting external educational programs with mySUNI1) |
| Type | Programs | Topics | Purposes, Educational Benefits and Impacts | Connecting with external educational Institutions |
|---|---|---|---|---|
| Capability Support | Degree and Certification Support Program |
|
|
- |
| Insight Seminar |
|
|
- | |
| Educational Support | Common |
|
|
Connecting external educational programs with mySUNI1) |
| Job |
|
|
||
| Leadership |
|
|
1) Education is provided through the SK Group mySUNI education platform, and additional educational programs are also offered in collaboration with external professional institutions such as POSTECH and Seoul National University.
Coaching & Mentorship Program
SK Square operates communication-based competency development support activities and a performance management system to build an organizational culture that promotes the growth of each member and allows them to realize their full potential. In particular, to support the career development and competency enhancement of its members, the company implements a regular 1:1 meeting-based mentoring program with executives. This program is conducted annually for all members, and executives act as mentors, contributing to practical competency enhancement by providing specific development opinions along with in-depth discussions on members' growth plans. Additionally, by adopting the 'Agile conversations' method, which manages performance through continuous communication and feedback beyond one-off evaluations, the company supports members so that growth feedback linked to performance can be transparently accessed and continuously managed within the performance system.
Performance of Employee-customized Training Programs
| Total training hours | |
|---|---|
| Unit | Hour |
| 2022 | 2,008 |
| 2023 | 3,206 |
| 2024 | 1,380 |
| Total training cost | |
|---|---|
| Unit | KRW million |
| 2022 | 180.8 |
| 2023 | 173.5 |
| 2024 | 123.6 |
| Number of trainees | |
|---|---|
| Unit | Person |
| 2022 | 87 |
| 2023 | 95 |
| 2024 | 100 |
| Percentage of employees trained | |
|---|---|
| Unit | % |
| 2022 | 100 |
| 2023 | 100 |
| 2024 | 100 |
| Training hours per employee | |
|---|---|
| Unit | Hour |
| 2022 | 23.1 |
| 2023 | 33.7 |
| 2024 | 15.7 |
| Training cost per employee | |
|---|---|
| Unit | KRW million |
| 2022 | 2.1 |
| 2023 | 1.8 |
| 2024 | 1.4 |
| Category | Unit | 2022 | 2023 | 2024 |
|---|---|---|---|---|
| Total training hours | Hour | 2,008 | 3,206 | 1,380 |
| Total training cost | KRW million | 180.8 | 173.5 | 123.6 |
| Number of trainees | Person | 87 | 95 | 100 |
| Percentage of employees trained | % | 100 | 100 | 100 |
| Training hours per employee | Hour | 23.1 | 33.7 | 15.7 |
| Training cost per employee | KRW million | 2.1 | 1.8 | 1.4 |
Work & Life Balance
(Welfare Programs for Employees’ Happiness)
SK Square is forming a culture in which all employees can work more enthusiastically through stability in their family life and their own growth. Accordingly, various welfare programs are operated to enhance employees’ work-life balance and establish a family-friendly culture within the company. Welfare programs to balance employees' work and life and create a family-friendly culture are available to all employees, including contract workers, part-time and full-time employees. We are also strengthening active communication and collecting feedback from members through the operation of the “Communication Lounge’”channel. In addition, “Culture Survey” is conducted at least once a year to listen to various opinions in consideration of the changing working environment and employees, and the results of the survey are used to improve our welfare programs.
Policies for Employees' Work and Life Balance
Management Principles - Improving overall life satisfaction through employees' own growth and stabilization of their family life, Measure the effectiveness(impact) of welfare programs operated for employees(including full-time, part-time, contract workers) Improvement, advancement, and communication based on the results of the effectiveness measurement
Focused Areas - The harmonization of employees' work with the followings: Family, Leisure, Growth
Work and Family (Family-friendly programs)
| Program | Description |
|---|---|
| Work-from-home | Employees can work from home instead of commuting to the office |
| Work-from anywhere | Operate an external hub office for employees who are far from work or do not have sufficient work environment at home |
| Selective working hours | Working hours selection system that allows the start and end times of work to be decided by the employee |
| Shorter working time during pregnancy | Working hours reduction during childcare or pregnancy, for family care, etc. |
| Maternity leave | A leave for pre- and post-natal care for employees and their spouses, and fetal examination |
| Parental leave | A leave for pregnant female employees to protect maternity or a leave for a parent to raise children under the age of 8(or 2nd grade in elementary school) *52 weeks, applies equally to primary/non-primary caregivers |
| Family care leave | A leave for employees to take care of their grandparents, parents, spouse, spouse's parents, children, or grandchildren due to illness, accident, or old age |
| Leave to take care of first-year school children | A leave for employees to take care of their children’s admission to elementary school |
| Personal Events | Support for subsidies, consumables, petition leave, etc. in the event of a member's congratulatory and condolatory events |
| Educational | Tuition support for employees with children from kindergarten to college students |
| Program | Description |
|---|---|
| Work-from-home | Employees can work from home instead of commuting to the office |
| Work-from anywhere | Operate an external hub office for employees who are far from work or do not have sufficient work environment at home |
| Selective working hours | Working hours selection system that allows the start and end times of work to be decided by the employee |
| Shorter working time during pregnancy | Working hours reduction during childcare or pregnancy, for family care, etc. |
| Maternity leave | A leave for pre- and post-natal care for employees and their spouses, and fetal examination |
| Parental leave | A leave for pregnant female employees to protect maternity or a leave for a parent to raise children under the age of 8(or 2nd grade in elementary school) *52 weeks, applies equally to primary/non-primary caregivers |
| Family care leave | A leave for employees to take care of their grandparents, parents, spouse, spouse's parents, children, or grandchildren due to illness, accident, or old age |
| Leave to take care of first-year school children | A leave for employees to take care of their children’s admission to elementary school |
| Personal Events | Support for subsidies, consumables, petition leave, etc. in the event of a member's congratulatory and condolatory events |
| Educational | Tuition support for employees with children from kindergarten to college students |
Work and Leisure
| Program | Description |
|---|---|
| Happy Friday | A system that allowed employees to take every other Friday off if they worked 160 hours in a 4-week period |
| Holidays and Sabbatical Leaves |
* Spending allowance is provided to all regular employees in accordance with internal policy to enhance their holiday experience. |
| Program | Description |
|---|---|
| Happy Friday | A system that allowed employees to take every other Friday off if they worked 160 hours in a 4-week period |
| Holidays and Sabbatical Leaves |
* Spending allowance is provided to all regular employees in accordance with internal policy to enhance their holiday experience. |
Work and Growth
| Program | Description |
|---|---|
| Educational Support |
|
| Health Support |
|
| Program | Description |
|---|---|
| Educational Support |
|
| Health Support |
|
SK Square has improved the working environment to improve the efficiency and satisfaction of employees. Considering the characteristics of office workers who work indoors most of the time and use electronic devices for a long time, indoor air quality is managed by air purifiers and plant arrangements in the workplace. In addition, the visual fatigue of the members was reduced by managing the illumination in the workplace using surface-emitting LED lighting. We support ergonomic working environment by supporting all employees' Herman Miller chairs and providing standing desks.
SK Square provides benefits in various ways throughout employees' lives, including their families, growth, and health, and actively operates welfare programs. Recognizing that innovation through employees’ happiness and life stability is a key factor for SK Square to grow, we will continue to improve our programs for employees’ happiness.
|
Work-Life Balance Regulations |
|
||
Employee Engagement
SK Square conducts an annual employee engagement survey, including aspects of organizational culture, for all regular employees to create a workplace culture that satisfies our members. Through this survey, we assess our approach and strive to ensure a high level of employee engagement in terms of performance, growth, and career development. We conduct performance monitoring activities to improve employee engagement and transparently disclose engagement survey results each year through our sustainability report. In 2024, we conducted the employee engagement survey for all regular employees, achieving a participation rate of 89.5% and an engagement score of 84.5 points. Additionally, Employee engagement is also incorporated as a company-wide KPI, allowing us to continuously monitor and drive improvements. We are committed to building a more effective organizational culture by implementing related improvement initiatives.
Employee Engagement Improvement Task
| Improvement Task | Improvement Details | |
|---|---|---|
| 2023 | ||
| Work Environment | Creating a comfortable working environment |
|
| Improvement of ergonomic working environment |
|
|
| 2024 | ||
| Strengthening Capabilities | Expanded support for degree and certification programs |
|
| Expanded coverage for individual capability development programs |
|
|
| Health Support | Improvement and expansion of health support programs |
|
| Year | Improvement Task | Improvement Details | |
|---|---|---|---|
| 2023 | Work Environment | Creating a comfortable working environment |
|
| Improvement of ergonomic working environment |
|
||
| 2024 | Strengthening Capabilities | Expanded support for degree and certification programs |
|
| Expanded coverage for individual capability development programs |
|
||
| Health Support | Improvement and expansion of health support programs |
|
|
Management Council
SK Square operates a Management Council to ensure fair labor relations and promote mutual interests between labor and management. The council is composed of an equal number of representatives from both labor (employee representatives) and management (employer representatives), with three to ten members on each side. Through this council, SK Square regularly gathers employee feedback on matters such as training and development, employee welfare, and grievance handling to support employee well-being. In 2024, SK Square held four Management Council meetings, and all resolutions were communicated and applied across SK Square
* Certain compensation-related matters may not apply to contract or dispatch employees.
Management Council Structure
Key Matters Discussed
| Recruitment, placement, and education and training of employees |
| Handling employees grievances |
| Promoting employees health and welfare |
| Improvement of personnel and labor management system |
| Productivity improvement, performance distribution, etc. |
Management Council Regulations
| Management Council Regulations |
|
Employees Covered by the Management Council
| Employees who are eligible for coverage by the Management Council’s agreements | |
|---|---|
| Unit | Person |
| 2022 | 85 |
| 2023 | 93 |
| 2024 | 88 |
| Employees actually covered by the Management Council’s agreements | |
|---|---|
| Unit | Person |
| 2022 | 85 |
| 2023 | 93 |
| 2024 | 88 |
| Percentage of employees who are eligible for coverage by the Management Council’s agreements(if a labor union exists, percentage of employees covered by the collective bargaining agreement) | |
|---|---|
| Unit | % |
| 2022 | 100 |
| 2023 | 100 |
| 2024 | 100 |
| Category | Unit | 2022 | 2023 | 2024 |
|---|---|---|---|---|
| Employees who are eligible for coverage by the Management Council’s agreements | Person | 85 | 93 | 88 |
| Employees actually covered by the Management Council’s agreements | Person | 85 | 93 | 88 |
| Percentage of employees who are eligible for coverage by the Management Council’s agreements (if a labor union exists, percentage of employees covered by the collective bargaining agreement) |
% | 100 | 100 | 100 |
