Human Rights and DE&I
Governance
Strategy
Risk Management
Metrics and Targets
Decision-Making and Implementation Framework
Board Level
Studio Dragon has established a governance structure centered on the Board of Directors and executive management to systematically manage issues related to human rights and diversity, equity, and inclusion (DE&I). The Board of Directors oversees the company's overall human rights management and reviews key human rights and diversity-related issues, as well as the progress of related initiatives. Through collaboration with the CJ Human Rights Management Council, the company shares group-level policy directions and key initiatives.
The CEO, as the executive responsible for the final approval and company-wide implementation of human rights and diversity policies, manages the relevant framework to ensure its effective operation. In practice, the Human Resource Management Team and the ESG Part work together to advance human rights management. The Human Resource Management Team is responsible for operating DE&I-related programs, training, and grievance handling, and manages the Labor Management Council (the "Open Council"). Through the council, the Human Resource Management Team discusses key DE&I agenda items with employee representatives, and reports outcomes to the CEO following internal review and consensus. The ESG Part oversees policy development, provides implementation guidance, designs the risk management framework, and manages external disclosures.
Studio Dragon Human Rights Organization Chart
Management Level
Studio Dragon recognizes the importance of employee well-being to corporate competitiveness and systematically manages initiatives that support employee well-being. In particular, the company holds the Labor Management Council (the Open Council) on a quarterly basis to strengthen internal communication and discuss ways to enhance respect for employee human rights and improve the working environment. In 2025, the council held four meetings, addressing key agenda items, including operational system improvements and the results of the organizational culture assessment, and establishing follow-up actions. Through these efforts, Studio Dragon ensures that employees' diverse opinions can be reflected in the company's decision-making and management processes.
To build an organizational culture in which members of diverse backgrounds and characteristics enjoy equal opportunities and respect each other's diversity, Studio Dragon's Human Resource Management Team identifies and implements action tasks such as expanding diversity in recruitment, operating a flexible working hours system, and conducting anonymous organizational culture assessment, while continuously monitoring related performance. To embed diversity and equity throughout the working environment, the company reviews these considerations when relevant departments develop policies and strategies. The company also operates capability-building training programs to attract and develop top talent and supports employees' work-life balance through a range of employee benefits programs. In the area of human rights, based on respect for human rights, the company identifies and implements improvement measures, such as incorporating protection for the human rights of background actors into the On-set Production Practice Guide for Script Inclusion, and manages human rights risks for various stakeholders throughout the entire content production process.
Human Rights and DE&I Risks and Opportunities
Human Rights Risks and Opportunities
Due to the nature of the content production industry, irregular filming with long hours and non-standard work patterns may occur. To protect employee rights and foster a healthy working environment, Studio Dragon complies with labor-related laws, including the Labor Standards Act, and promotes a culture of respect for human rights through operational structures and management systems that effectively ensure on-set working conditions, including working hours, rest entitlements, and travel conditions. The company plans to continuously strengthen this framework, enhancing employee trust and organizational commitment, and building sustainable content production capabilities based on a stable production environment.
Assessment of Human Rights Risks and Opportunities
Category | Risks and Opportunities | Potential Financial Impact | Significance | Expected Timeline |
|---|---|---|---|---|
Operational Risk | Worker fatigue and health deterioration due to irregular extended filming hours and non-standard work schedules | Reduced productivity, increased risk of workplace incidents, workforce attrition, and higher replacement labor costs | High | Short, medium, and long term |
Regulatory Risk | Non-compliance with labor laws, including violations of working hours and rest period standards | Fines, penalties, litigation costs, operational disruption, and reputational damage | High | Short, medium, and long term |
Reputational Risk | Issues arising from production site working conditions (extended work hours, inadequate rest periods, etc.) | Diminished stakeholder trust, reduced content production partnership opportunities, and brand value erosion | Medium | Short and medium term |
Operational Opportunity | Enhanced working environment management through compliance with working hours, guaranteed rest periods, and rest breaks during filming | Improved productivity and cost savings from reduced workplace incidents, and secured stable production schedules | High | Short and medium term |
Strategic Opportunity | Improve working conditions and establish human rights protection systems | Enhance organizational engagement and talent retention; strengthen long-term production competitiveness | Medium | Medium to long term |
Reputational Opportunity | Advance a culture of respect for human rights; foster a responsible production environment | Improve ESG ratings; enhance global partnerships and investment appeal | Medium | Medium to long term |
Talent Development and DE&I Risks and Opportunities
If employee education and welfare systems and a DE&I-based organizational culture are insufficient, the growth of outstanding talent and the reflection of diverse perspectives may be constrained, potentially weakening content competitiveness. Over the long term, this could negatively affect competitiveness and revenue, calling for a proactive and systematic response. In this regard, Studio Dragon systematically provides role-based competency and leadership training to strengthen employee expertise and fosters an inclusive organizational culture that enables employees from diverse backgrounds to grow through equal opportunities.
Assessment of Talent Development and DE&I Risks and Opportunities
Category | Risks and Opportunities | Potential Financial Impact | Significance | Expected Timeline |
|---|---|---|---|---|
Strategic Risk | Organizational expertise and creativity decline due to inadequate education and DE&I policies | Weakened content competitiveness and revenue decline; increased costs from difficulty in securing and retaining top talent | High | Medium to long term |
Reputational Risk | Organizational culture decline due to inadequate DE&I policies | Decline in corporate image and investment attractiveness; erosion of stakeholder trust | Medium | Short and medium term |
Operational Opportunity | Capability enhancement through systematic operation of job competency and leadership training programs | Improved profitability through enhanced productivity and content quality | High | Short, medium, and long term |
Strategic Opportunity | Talent acquisition and retention based on an inclusive organizational culture | Enhanced organizational commitment and strengthened long-term content competitiveness | High | Medium to long term |
Diversity Policy
Studio Dragon operates its diversity policy in accordance with the CJ Group DE&I Policy. Grounded in the CJ Group's core value of ‘Talent First’, Studio Dragon fosters a culture of diversity and mutual respect that supports the recruitment and development of diverse talent, provides fair growth opportunities and evaluation processes, and creates an inclusive environment where individuals are valued and respected. The company also continues to advance the value of respect for diversity beyond the organization, contributing to a more inclusive society.
Talent Acquisition and Development Strategy
Fair Talent Recruitment
Studio Dragon recognizes that equal opportunities are fundamental to fostering diverse perspectives and creative ideas. The company conducts both rolling recruitment and open recruitment for new graduates and experienced professionals. To ensure that all applicants are evaluated equally regardless of gender, age, educational background, or other factors, the company implements blind recruitment, has introduced an interviewer qualification certification system, and utilizes CJ Group's digital recruitment platform to enhance transparency and efficiency throughout the recruitment process.
Talent Development Plan
Talent Pipelineㅣ CJ Group has established and operates the 'CJ Leadership Pipeline', a systematic talent development framework designed to cultivate key talent capable of driving future innovation and growth. Based on this pipeline, CJ Group operates a phased development system spanning from entry-level recruitment through next-generation leader groups (HCL), management candidate pools (COT), and CEO candidate pools. The Group selects key talents and supports their development through training, mentoring, and career development programs designed to build the competencies required at each stage.
Studio Dragon advances a systematic talent development strategy by leveraging the group-wide talent development framework, strengthening the leadership capabilities of key talent and continuously identifying and cultivating future leaders, thereby reinforcing the foundation for the organization's sustainable growth.
CJ Leadership Pipeline
Stage | Key Programs | Program Overview | Studio Dragon 2025 Implementation |
|---|---|---|---|
CEO Candidate Pool |
| A program designed to strengthen strategic decision-making capabilities and leadership across business operations for CEO candidates |
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Management Candidate Pool |
| A stage that identifies core talent for future management roles and strengthens management capabilities and strategic thinking | - |
Next-Generation Leaders (HCL, High Competent |
| A stage that identifies high-potential talent and intensively develops leadership and core competencies |
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New Talent |
| An onboarding process designed to help new employees adapt quickly to the organization and deepen understanding of CJ core values and business |
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Talent Development Framework
Studio Dragon recognizes talent as a core asset for future growth and operates structured training programs to strengthen employee capabilities and professional expertise. The talent development framework comprises core competencies, global competencies, onboarding, leadership, functional expertise, and career transition support, providing customized training aligned with career stages and job function. All employees complete core competency and legally required training through the Group's learning platform and strengthen their sustainability management and global competencies through safety and environmental training and foreign language learning. The company also operates onboarding programs for new and experienced hires and leadership training for employees in leadership roles to systematically support organizational adaptation and management capabilities. Studio Dragon continuously operates job-specific training programs focused on content production roles to enhance practical expertise and provides reemployment assistance programs to support career transitions for employees preparing for retirement.
Employee Training and Capability Development Framework
Category | Program | Key Content | Target Audience | Frequency |
|---|---|---|---|---|
Core Competency Training | CJ Youniverse | CJ Group core competency and leadership training (In-person/Online) | All employees | Once annually |
CJ Campus | Job fundamentals continuous learning platform | All employees | Ongoing | |
Company-Wide Special Lectures | Industry trends and content insights lectures | All employees | As needed | |
Occupational Health and Safety (OHS) Training | Safety and health and on-site risk prevention training | All employees | Once annually | |
Environmental Management Training | Environmental awareness enhancement and ESG-related training | All employees | Once annually | |
Global Competency Training | Language tutoring | Foreign language competency development in English, Chinese, and other languages | All employees | Ongoing |
Onboarding Training | New hire and experienced hire orientation | Organizational overview, business strategy, production process, and key function training | New hires and | Ongoing |
Leadership and | New team leader program | Organizational management and leadership competency development | New team leaders | Once annually |
Performance management leadership | Leadership training focused on evaluation and feedback | Managers | Once annually | |
Multi-rater leadership assessment | Leadership competency assessment and improvement feedback | Managers | Once annually | |
Mini MBA | Strengthening management and strategic decision-making capabilities | Key talent | Ongoing | |
Professional job training | Producer Academy | Content production and producer professional training | Content production | Ongoing |
BCB Program1) | Professional expertise and business capability | Relevant job category | Ongoing | |
Career transition training | Reemployment support program2) | Support for reemployment and career transition of departing employees | Employees scheduled to depart | Ongoing |
1) BCB (Business Competency Build-up)
2) Employees aged 50 and above who separate due to involuntary reasons, including mandatory retirement or business necessity
In-House Venture Program
Studio Dragon supports 'ONLYONE FRONTIER', the CJ Group's internal venture program, which enables employees to realize creative ideas. Launched in 2024, 'ONLYONE FRONTIER' is an incubator program designed to develop innovative employee ideas, select participants as internal venture teams, and cultivate entrepreneurial talent. Selected employees are seconded to an independent team within the CJ Group's internal venture division for one year. During this period, they validate and execute their proposed ideas progressively across three milestone stages, supported by investment funding of up to KRW 300 million. Upon completing all three stages, participants present their proposals in a final pitch session to determine whether to proceed with commercialization. The company conducts a comprehensive evaluation of the one-year performance and business expansion potential to make final decisions on commercialization approval and business structure. Throughout the program, participants receive customized support including expert mentoring, industry networking, and Mini-MBA training to support the development of future business leaders. In 2025, one Studio Dragon employee was selected as a final participant in the program and is currently undergoing the one-year commercialization process.
In-House Venture Program Selection Process
First Review | | → | Second Review | |||
|---|---|---|---|---|---|---|
Application Submission | Document Review | Interview | Hackathon | Presentation | Announcement | |
① Application Submission
| ③ Interview ④ Hackathon ⑤ Presentation Present business ideas to management and determine final selection as an in-house venture | |||||
Intra-Group Job Mobility Support System
Through its intra-group job mobility support system, Studio Dragon provides employees with opportunities for internal mobility across diverse businesses and job functions within the Group. In particular, the company provides job rotation opportunities across various content-related functions, enabling employees to strengthen their expertise in the media and content industry.
Enhancing Employee Engagement
Studio Dragon conducts an annual ‘CJ VOICE ON’ organizational culture diagnostic survey to assess employee engagement and identify areas for improvement. 'CJ VOICE ON' is a diagnostic tool developed by the CJ Group that assesses employees' understanding, shared commitment, and implementation of CJ's management philosophy, management principles, and mid-term vision, along with organizational environment and infrastructure conditions. The tool identifies specific areas for improvement through correlation analysis between these factors and employee engagement. Based on diagnostic results, the company assesses how the organizational culture functions as a whole and implements various initiatives to enhance employee engagement and job satisfaction.
Organizational Culture Assessment Survey
Assessment Overview | Assessment Results | ||||
|---|---|---|---|---|---|
Period | September 1, 2025 – September 19, 2025 | Average Positive Response Rate1) | |||
Respondents | 154 employees (tenure of 3 months or more) | 2024 64% | → | 2025 68% | |
Assessment Areas | 40 items total (including open-ended questions)
| Organizational Commitment | |||
2024 69 points | → | 2025 68 points | |||
1) Percentage of respondent employees who rated 4 points or higher (on a 5-point Likert scale) among all responding employees
Strengthening Labor Management Communication
Studio Dragon operates the Labor Management Council (Open Council), company-wide sharing sessions (COMM.DAY), roundtable, and content event programs to strengthen communication with employees. Through periodic Open Council sessions, the company listens to employee concerns and feedback and develops solutions to address them. COMM.DAY provides a platform for sharing key business updates and strategic direction, fostering a shared understanding across the organization. Roundtable meetings enable management and employees to exchange views freely and deepen mutual understanding, contributing to a more flexible organizational culture. Employee engagement programs, grounded in active participation, strengthen organizational pride and employees' sense of belonging, supporting organizational vitality. When significant operational changes occur, Studio Dragon conducts advance briefings and communicates with employees and employee representatives. For example, when implementing major policy changes, such as modifications to work hour arrangements for producers, the company provides advance notice of relevant details and gathers employee feedback through a structured consultation process. Through these efforts, the company works to enhance employee understanding of policy changes and minimize organizational disruption.
Studio Dragon Employee Communication Enhancement Program
Category | Frequency | Key Agenda | Participants |
|---|---|---|---|
Labor Management Council | Quarterly |
| CEO, Management representatives, Employee representatives, Human Resource Management Team |
Company-Wide Sharing | Quarterly |
| All employees |
CEO Roundtable | Ongoing (as required) |
| All employees |
Content Events | Ongoing |
| All employees |
Employee Welfare and Benefits
Flexible Work Arrangements
Studio Dragon operates a range of employee welfare programs to support the health and work-life balance of all employees. The company applies flexible working-hour systems, including staggered working hours, a flexible working-hour system, and a selective working-hour system—across the entire workforce, enabling employees to adjust their working hours to suit their needs. Additionally, the company manages daily and weekly maximum working hours for all employees through a PC-off system.
Flexible Work Arrangements
Support Program | Eligible Employees | Details |
|---|---|---|
Flextime System | All employees |
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Flexible Working Hours System | All employees |
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Selective Working-Hour System | All employees |
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PC-Off System | All employees |
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Family-Friendly Programs
Maternity Protection and Work-Life Balance Support Programsㅣ Studio Dragon operates twelve types of leave and time-off programs—including maternity leave, infertility treatment leave and leave of absence, adoption leave, parental leave, and reduced working hours for childcare—to enable employees to respond reliably to care needs across different life stages, including pregnancy, childbirth, and childcare. These programs extend beyond protecting the maternity rights of female employees. They are designed to actively support male employees' participation in childcare through paternity leave and spousal accompanying leave, while respecting diverse ways of forming a family. Studio Dragon encourages the practical use of these programs to create a work environment in which all employees can balance work and family life.
Maternity Protection and Work-Life Balance Support Programs
Program | Eligible Employees | Details |
|---|---|---|
Maternity Leave | Employees expecting childbirth and employees whose spouses are expecting childbirth | Prenatal and postnatal leave (90 days for women, 20 days for men) |
Miscarriage and Stillbirth Leave | Female employees who have experienced miscarriage or stillbirth | Leave upon miscarriage or stillbirth
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Fetal Checkup Leave | Female employees during high-risk pregnancy periods | Reduced work hours of up to 2 hours per day |
Reduced Working Hours During Pregnancy | Female employees during pregnancy | Reduced work hours within 12 weeks of pregnancy and after 32 weeks of pregnancy (full-period reduction for high-risk pregnancies) |
Infertility Treatment Leave | Employees in legal marriage without children undergoing artificial insemination or in vitro fertilization procedures | Leave for infertility treatment procedures (42 days for women, 6 days for men) |
Infertility Treatment Leave of Absence | Female employees without children undergoing infertility treatment | Leave of absence support during infertility treatment period (up to 6 months) |
Adoption Leave | Employees adopting children | Adoption leave (14 days) |
Parental Leave | Employees with children age 8 or younger, or in elementary school grade 2 or below | Leave support for child-rearing (up to 2 years 6 months) |
Reduced Working Hours | Employees with children age 12 or younger, or in elementary school grade 6 or below | Reduced working hours support during child-rearing period (up to 3 years; working hours reduced to 15–35 hours per week) |
Child’s School Enrollment Care Leave | Employees with children entering elementary school | Leave around school enrollment date (4 weeks) |
Family Care Leave | Employees requiring family care | Leave for family care due to illness, accident, aging, child-rearing, or other circumstances (up to 10 days) |
Spousal Leave | Employees whose spouse is scheduled for overseas assignment, dispatch, or study abroad | Leave support to accompany spouse (up to 2 years) |
Children's Educational Supportㅣ Studio Dragon operates a children's educational support program to help employees manage the financial burden of raising and educating their children. The company provides staged support for all employees, ranging from childcare allowances for preschool-age children to educational expense assistance for middle school, high school, and university. These benefits aim to enhance household financial stability and improve employees' quality of life.
Children's Educational Support
Support Category | Eligible Employees | Details |
|---|---|---|
Kindergarten Subsidy | All employees (full-time and contract) |
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Tuition Support | All employees (full-time and contract) |
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Health Care Program
Health Care and Medical Supportㅣ Studio Dragon operates a comprehensive health care support system to enhance employee quality of life. The company provides health checkups for all employees and has expanded coverage to include spouses and family members to support meaningful health promotion. The company also offers specialized medical benefits tailored to family circumstances, including financial assistance for childcare of employees with disabilities, cardiac care expenses, and infertility treatment. These programs enable employees to focus on their work in a stable environment.
Health Care Support
Support Category | Eligible Recipients | Details |
|---|---|---|
Medical Expenses | Studio Dragon Employees |
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Health Checkups | Employees and spouses, parents of both sides, and siblings |
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Child Care Support for Children with Disabilities | Full-time employees who have a direct child with severe disability |
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Heart Disease Treatment Expenses | Full-time employees and their children requiring heart surgery |
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Infertility Treatment Expenses | Employees and spouses in legal marriage without children who have been diagnosed as requiring artificial insemination or in vitro fertilization |
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Employee Mental Health Supportㅣ Studio Dragon has established an Employee Assistance Program (EAP) to create a healthy work environment, addressing workplace harassment, job-related stress, and other factors that hinder work engagement, as well as human rights risks. In 2025, 17 employees participated in the program. Since its launch, the program has achieved an average user satisfaction rating of 4.7 out of 5.0 from August 1, 2024, through February 28, 2026, reflecting strong overall satisfaction. Going forward, Studio Dragon will continue to operate the Employee Assistance Program to support employee psychological well-being.
Employee Support Program
Year | Beneficiary Category | Number of Beneficiaries | |
|---|---|---|---|
2025 | Studio Dragon Employees | 17 employees | |
In-House Lounge
Studio Dragon operates an in-house lounge at its headquarters to create a pleasant and vibrant workplace environment. The company provides complimentary snacks to employees and encourages them to use the lounge as a space for rest and renewal. The lounge interior is refreshed seasonally and by theme, fostering a dynamic atmosphere where employees can recharge and find creative inspiration.
Photo Credit: Studio Dragon
Creating a Workplace Where Creators Thrive
Studio Dragon provides workspace and continuously improves related systems to enable creators to fully immerse themselves in their creative work. The company maintains an open screening room so that all employees can freely enjoy content, and operates Creative Week and B.I+ programs to guarantee dedicated time for employees to exercise their creativity and expertise.
Screening Room Accessㅣ Studio Dragon operates an in-house screening room where employees gather to watch the premiere or final episode of produced scripted series together, freely sharing their impressions and feedback on the work. Beyond serving as a viewing space, the screening room is also available for club activities and small group gatherings, functioning as a venue that fosters connection and communication among team members.
Photo Credit: Studio Dragon
Employee Creative Support | Studio Dragon operates the B.I+ Program and Creative Week to support employees in strengthening their creative capabilities and gaining insights. The company designates the second and fourth Fridays of each month as B.I+ Program days, enabling employees to participate in diverse activities outside the office, including trend exploration, cultural experiences, and networking. On these designated days, employees may freely choose whether to come into the office. Additionally, Studio Dragon runs Creative Week for long-tenured employees, providing refreshment opportunities and a reward for their long service. The program targets employees with 3, 5, 7, 10, 15, 20, 25, and 30 years of service, offering participants two weeks of annual leave and financial support of KRW 3 million or more.
Photo Credit: Studio Dragon
Fair Performance Evaluation and Compensation
Studio Dragon operates a performance evaluation system that combines achievement and competency assessments for all employees, including contract workers. Through objective evaluation criteria and reasonable compensation, the company supports employees in delivering strong performance and developing their capabilities. Achievement assessment focuses on individual goal attainment and contribution to annual organizational performance, while competency assessment is based on ongoing behavioral observation. The company strengthens the objectivity and reliability of evaluations by comprehensively incorporating peer feedback and key performance outcomes. Employees manage goal achievement on a continuous basis, and the company assigns performance ratings through quarterly feedback sessions and an annual final evaluation.
Performance evaluation results are linked to the compensation system. Variable compensation reflects individual performance based on company-wide performance bonuses. When adjusting salaries, the company transparently communicates salary adjustment criteria and methods through offline briefing sessions and strengthens fairness and trust through ongoing dialogue with employees.
2025 Salary Adjustment Information Session
Session Schedule |
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Attendees |
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Other |
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Studio Dragon Performance Evaluation Process
Human Rights Policy
Studio Dragon has established and operates a Human Rights Policy to prevent human rights risks that may arise across content production and business operations, and to respect the rights of all stakeholders. The company has built a human rights management framework by adhering to international standards including the UN Global Compact (UNGC) and the UN Guiding Principles on Business and Human Rights, and integrates Human Rights Principles across all business activities.
→ Studio Dragon Human Rights Policy
Human Rights Principles | Studio Dragon is committed to upholding the following human rights principles:
Prohibition of discrimination based on gender, age, nationality, disability, religion, and other characteristics
Prohibition of forced labor and child labor
Protection of labor rights, including freedom of association and the right to collective bargaining
Creation of a safe and healthy work environment
Prohibition of workplace harassment and sexual harassment
Protection of personal information and respect for privacy
Human Rights Management Policy Scope | Studio Dragon's Human Rights Policy applies to all stakeholders, including employees, content production workforce (freelancers, actors, and crew), partners and supply chain, customers and audiences, and local communities.
Human Rights Due Diligence | Studio Dragon operates an internal human rights due diligence process to proactively identify and manage human rights risks.
Due Diligence Cycle | Annual human rights impact assessment conducted; additional reviews performed as needed |
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Responsible Organization | Led by the ESG Team; collaboration with Human Resources, Production, Compliance, and related departments |
Scope of Application | Employees, production workforce (freelancers, actors, crew), partners, and external production companies |
Methodology | Stakeholder input gathered through surveys and interviews; risk identification and materiality assessment |
Child Labor Standards Compliance
Studio Dragon complies with child protection and labor standards prescribed in applicable legislation, including the Labor Standards Act, the Popular Culture and Arts Industry Development Act, and the Youth Protection Act. Given the nature of the content industry, child actors and other minors may participate in scripted series and content production. The company has established and operates management systems to protect the rights of children and minors during production. The company also requires key partners and external production partners to comply with applicable legislation.
To safeguard the welfare of child and youth performers, all production processes proceed only with prior consent from a guardian or legal representative. The company adheres to statutory standards regarding permitted hours of engagement and prohibited hours of engagement (10:00 p.m. to 6:00 a.m.). When necessary, the company conducts production with parental accompaniment and adjusts production schedules and sequences to prevent excessive burden. Additionally, through the operation of separate waiting areas and on-site safety management, the company ensures that child and youth performers can participate in a safe and stable environment.
Human Rights Impact Assessment
Studio Dragon conducted a human rights impact assessment centered on employees and internal stakeholders to systematically manage human rights risks across business operations. The assessment was designed to identify vulnerable populations and high-risk work areas within the content production industry, and to prevent major human rights risks proactively.
Human Rights Impact Assessment Overview | Studio Dragon has established a human rights due diligence process grounded in the UN Guiding Principles on Business and Human Rights (UNGPs) and global ESG assessment standards. The company conducted a human rights impact assessment based on this framework. The assessment was led by the Human Resource Management Team and ESG Team in collaboration with relevant departments, with emphasis on stakeholder engagement to identify substantive risks.
Human Rights Impact Assessment Process
Human Rights Impact Assessment Results | Studio Dragon conducted a human rights impact assessment to identify vulnerable populations and work areas exposed to human rights risks inherent to the industry. The assessment confirmed that human rights risks may emerge in working conditions, work intensity, and communication processes, particularly due to the project-based production structure and reliance on outsourced and freelance labor arrangements.
Human Rights Vulnerable Groups | Freelance producers and other personnel engaged in content production |
|---|---|
High-Risk Work Areas | Production site operations and management |
Mitigation Measures and Plans | Studio Dragon has established guidelines for creating safe production environments and sustainable production sites to mitigate potential and actual human rights risks affecting personnel engaged in content production. The company has also strengthened human rights issue consultation and reporting channels with enhanced accessibility for partners and freelance personnel, thereby improving the effectiveness of grievance resolution processes on-site.
Going forward, Studio Dragon will continue to strengthen the production-site-focused human rights risk management system based on human rights impact assessment findings. Key improvement priorities include refining human rights protection standards for freelance and production personnel, advancing production site operational guidelines, and expanding human rights training. The company will conduct periodic human rights impact assessments to continuously monitor the effectiveness of these improvement initiatives.
Human Rights Management Roadmap
Reflecting the characteristics of the content production industry, Studio Dragon has established mid- to long-term goals to strengthen the protection of vulnerable groups, enhance production site-focused human rights risk management, and advance its systematic human rights management framework.
Category | Short-term (~2028) → | Medium-term (~2030) → | Long-term (2030 and beyond) |
|---|---|---|---|
Core Objectives |
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Key Performance Indicators |
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Human Rights Grievance Handling and Remediation
Studio Dragon operates continuous grievance handling channels to address stakeholder human rights concerns swiftly and fairly. Human rights grievances can be reported on a named or anonymous basis through multiple pathways: the Labor Management Council (Open Council), the CJ Group Hotline System, the Cyber Audit Office, external whistleblowing channel (K-Whistle), and direct reporting to the human rights department. For grievances received, the company conducts fact-finding and investigations in accordance with established procedures and, where necessary, implements appropriate follow-up measures, including victim protection and remediation, disciplinary action, or reporting to relevant authorities. When serious human rights issues arise—such as sexual harassment, illegal filming (hidden-camera offenses), or violations of child and minor performer rights—the company engages specialized external organizations to implement more systematic responses. The company maintains strict confidentiality of reporter identity and grievance content and protects reporters from any adverse consequences resulting from their report. Grievance handling outcomes are communicated to reporters to ensure transparency in the process. The company continues to pursue ongoing improvements to prevent recurrence of human rights risks.
Studio Dragon Grievance Handling and Remediation Process
Human Rights Grievance Reporting and Reception Channels
Reporting Channels | In-house certified labor attorney consultation, Labor Management Council Hot-Line, Grievance Handling Committee, CJ Group Hotline System |
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Scope of Reporting Targets | Studio Dragon and partners’ employees |
Reporting Content | Workplace harassment, organizational culture-related grievances, and other human rights-related reports |
Measures to Ensure Anonymity | Confidentiality agreements, confidentiality obligations imposed on responsible personnel with sanctions for violations, anonymous reporting through system |
Labor Management Council (Open Council) Operations
Studio Dragon proactively manages human rights risks through the Labor Management Council (Open Council). The council is a consultative body comprising employee and management representatives. Through regular quarterly meetings, the council listens to employee concerns related to human rights and improvement needs. Feedback collected through the Labor Management Council (Open Council) is reviewed by relevant departments, and improvement and support measures are implemented accordingly. Through this process, the company proactively prevents and continuously manages human rights issues across its business operations, including production sites.
2025 Labor Management Council (Open Council) Operations
Category | Details |
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Frequency |
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Participants |
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Key Agendas |
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Agenda Resolution Rate |
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Actions Taken on Key Agendas |
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1) The Labor Management Council (Open Council) may operate when the quorum required by operating regulations is met. However, some employee
representatives may have vacancies due to unavoidable circumstances arising from the unique nature of content production sites and production schedules.
Human Rights Respect Training
Studio Dragon implements human rights training to enhance employee awareness of human rights. The company conducts annual training programs on preventing workplace harassment, preventing sexual harassment, and improving disability awareness. All employees participate in online training once per year.
2025 Human Rights Respect Training
Training Program | Period | Target Audience | Eligible Employees | Completed Employees |
|---|---|---|---|---|
Workplace Harassment Prevention | Sep. 1 – Sep. 19, 2025 | All employees | 156 | 156 |
Sexual Harassment Prevention | Dec. 1 – Dec. 19, 2025 | All employees | 158 | 158 |
Disability Awareness Improvement | Apr. 6 – Apr. 24, 2025 | All employees | 166 | 162 |
Metrics
Studio Dragon manages metrics, including the Labor Management Council coverage ratio and average annual training hours per employee, to foster an organizational culture that promotes employee well-being. Going forward, the company plans to implement management initiatives to enhance employee satisfaction and capabilities based on survey results regarding training program satisfaction and organizational engagement. Studio Dragon systematically manages key human rights indicators, including the number of human rights-related grievances and the completion rate of human rights training, to foster a culture of respect for human rights. The company also manages diversity and equity indicators, including the number of employees with disabilities, female managers, and employees utilizing parental leave, and leverages these indicators to promote a workplace culture that embraces diversity and equity. Through systematic monitoring of these indicators, Studio Dragon assesses the current state of workforce diversity and utilizes the findings to establish areas for improvement.
Category | Unit | 2023 | 2024 | 2025 | |
|---|---|---|---|---|---|
Collective Bargaining | Labor Management Council Coverage Rate1) | % | 100 | 100 | 100 |
Employee Training | Average Annual Training Hours per Employee | Hour | 12.00 | 15.51 | 18.11 |
Average Annual Training Cost per Employee | KRW 10,000 | 127 | 27 | 68.5 | |
Human Rights Management | Human Rights Grievances Reported2) | Case | 1 | 1 | 0 |
Human Rights Training Completion Rate3) | % | 100 | 29 | 97 | |
Diversity and Equity | Number of Female Managers4) | Person | 9 | 9 | 10 |
Employees with Disabilities | Person | 1 | 1 | 3 | |
Employees on Parental Leave | Person | 1 | 2 | 4 | |
Percentage of Employees Who Received Regular Performance Evaluations (MBO)5) | % | 96 | 94 | 93 |
1) Previously, the Labor Management Council participation rate calculation included a specific job category (personnel performing simple advisory duties).
The 2024 data has been corrected following the recalculation that excludes this job category.
While no collective bargaining agreement is in place, Studio Dragon regularly consults on working conditions, employee benefits, and personnel systems through
the Labor Management Council. The outcomes of these consultations are applied to all employees.
2) Number of valid human rights grievances reported through the internal reporting system (CJ Group Hotline System), including external conflict, sexual
harassment, workplace bullying, and safety incidents.
3) In 2024, training was conducted in a voluntary participation format.
4) First and second evaluation authority holders in the internal PMDS+ system.
5) MBO evaluator ratio = Number of employees evaluated under MBO / Total number of employees (PMDS+ evaluation, KPI evaluation)
Targets
Studio Dragon aims to progressively expand the proportion of female managers and increase the employment of persons with disabilities. The company plans to recruit talent from diverse backgrounds and strengthen fairness throughout recruitment and promotion processes. As part of these efforts, the company hired two additional employees with disabilities in 2025. Going forward, Studio Dragon will continue to enhance workforce diversity by setting targets aligned with legal requirements.
Employment Targets for Employees with Disabilities
Category | 2025 | 2029 (Medium-term) | 2030 (Long-term) |
|---|---|---|---|
Employees with Disabilities | 3 | 6 (Meets statutory requirement1)) | 7 (Exceeds statutory requirement2)) |
1) Based on a total workforce of 180 employees as of the end of 2025, a medium-term target (2029) of 6 employees with disabilities has been set, reflecting the
statutory employment rate for persons with disabilities (3.5%)
2) Should the statutory employment rate for persons with disabilities change in 2030, additional hiring is planned to exceed the legal requirement