Human Rights Commitments and Policies

In response to the rapidly changing nature of the internet, Gamania regards its employees as sustainable business partners who can feel the importance that Gamania places on talents in the work environment and system. Provide competitive salary and welfare programs, create a harmonious labor communication environment, and continuously attract more like-minded talents to join Gamania. In terms of strategic development and organizational human resources allocation, allow talents to continuously pursue higher value realization through talent cultivation, diversified employment methods, a flexible performance system, and the use of proprietary apps to simplify the workflow. In addition to complying with labor laws and regulations, we do not have discrimination in any form due to gender, sexual orientation, race, nationality, class, age, marriage, language, ideology, religion, party, place of birth, appearance, facial features, or physical or mental disabilities. We are committed to creating a dignified, safe, equal, and harassment-free work environment.

Diversity and Gender Equality Policy Statement of Gamania Group

The Auditing Office conducts routine audit activities in accordance with the annual audit plan and performs special audits as necessary. Audit findings, together with working papers and relevant supporting documentation, are compiled into audit reports and submitted to the Chairman. Follow-up reports are prepared on a quarterly basis to monitor the implementation of corrective actions until all identified issues have been fully resolved. The Audit Director of the Auditing Office regularly attends meetings of the Board of Directors to report audit results.

Each year, in compliance with applicable regulations, Gamania urges its internal departments and subsidiaries to conduct self-inspections, which are subsequently reviewed by the Auditing Office. Together with the audit results and the status of corrective actions described above, these materials are provided to the Board of Directors and the CEO as the primary basis for evaluating the effectiveness of the Company’s overall internal control system and for issuing the Statement on Internal Control System.

Gamania’s annual audit plan, the status of audit plan implementation, identified deficiencies and abnormal matters in the internal control system, as well as the status of related improvements, are reported and filed for record through the designated Internet-based information reporting system in the prescribed format, in accordance with relevant laws and regulations.

Gamania pays close attention to the frequency and quality of labor-management communication. Through its quarterly Full Gamania Assembly, employee Q&A time, and Gamania Express M (Company internal online message board), Gamania strives to create an effective mechanism of bi-lateral communication for employees through innovative and diverse channels that allows it to learn the opinions and needs of employees in the shortest time possible, so that it can express and convey Gamania’s management philosophy and strategies to employees.

1. Strictly complies with applicable local labor laws and regulations and conducts regular reviews of key internal policies.
2. Maintain smooth communication channels and an appeal mechanism: Sexual harassment and any forms of non-sexual harassment are strictly prohibited in Gamania. Employees may write to the complaint mailbox 995@gamania.com for harassment reporting, and write to the whistleblower mailbox integrity@gamania.com for ethical or integrity issues. For any miscellaneous matters within the company environment, the employee may leave an anonymous or real-name message in the "teamgoal!" → "Gamania Express M" group and the message will be responded to by the responsible department(s). For any questions about the Group's operation and development, the employee may also ask questions or provide suggestions through Gamanian Discovery anonymous Q&A form, and the Group CEO will read out the questions word by word, try to understand the employees' needs on site, and answer the questions. Through such interaction, Gamania is able to actively establish a bridge of communication between its management and employees to improve the quality of interaction.

Corporate Sustainable Development Best Practice Principles
Sexual Harassment Prevention Measures, Complaints, and Disciplinary Measures

1. Provide pre-employment training for new employees, and promote policies such as prohibition of forced labor and child labor, anti-harassment, and anti-discrimination.
2. Organize various training or publicity courses every year.
3. Gamania completed a total of 1,374 participant attendances, amounting to approximately 270.07 hours of education, training, and awareness programs in 2025. The course contents include the value and boundaries of ethical corporate management, confidentiality of material information, formation and identification of insider transactions, workplace unlawful infringement, sexual harassment prevention, etc. The briefing materials and video files are permanently put on the internal employee learning website, and the contents are updated on a timely basis in accordance with applicable laws and regulations.