Talent Management
Diversity
Medytox provides all employees with equal opportunities regardless of gender, age, race, and other factors, and is particularly committed to promoting women's social participation and opportunities.
We are also working to expand job opportunities for people with disabilities.
As part of this effort, since 2024 we have employed athletes with disabilities active in para-sports organizations, to practice job diversification.
| Employees (by Job Category) | |||||
|---|---|---|---|---|---|
| Classification | Unit | 2022.12 | 2023.12 | 2024.12 | 2025.12 |
| Executive | people | 25 | 29 | 36 | 28 |
| Number of Women | people | 7 | 7 | 6 | 4 |
| Ratio of Women | % | 28.0% | 24.1% | 16.67% | 14.30% |
| Production Staff | people | 413 | 445 | 458 | 450 |
| Number of Women | people | 183 | 199 | 203 | 185 |
| Ratio of Women | % | 44.3% | 44.7% | 44.32% | 41.10% |
| R&D | people | 108 | 116 | 126 | 130 |
| Number of Women | people | 56 | 56 | 63 | 64 |
| Ratio of Women | % | 51.9% | 48.3% | 50.00% | 49.23% |
| Sales Staff | people | 21 | 15 | 10 | 30 |
| Number of Women | people | 11 | 8 | 6 | 16 |
| Ratio of Women | % | 52.4% | 53.3% | 60.00% | 53.30% |
| Administration | people | 136 | 139 | 151 | 160 |
| Number of Women | people | 75 | 85 | 93 | 94 |
| Ratio of Women | % | 55.1% | 61.2% | 61.59% | 58.70% |
| Total | people | 703 | 744 | 781 | 770 |
| Total Women | people | 332 | 355 | 371 | 359 |
| Ratio of Women | % | 47.2% | 47.7% | 47.5% | 46.60% |
| Management Positions (Female) | |||||
|---|---|---|---|---|---|
| Classification | Unit | 2022.12 | 2023.12 | 2024.12 | 2025.12 |
| Female executives | people | 7 | 7 | 6 | 4 |
| % | 28.0% | 24.1% | 16.67% | 20.00% | |
| Female managers1) | people | 17 | 19 | 21 | 26 |
| % | 20.0% | 22.0% | 32.3% | 25.00% | |
| Female employees | people | 332 | 355 | 344 | 359 |
| % | 47.2% | 47.7% | 50.6% | 46.70% | |
Family-Friendly
Medytox strives to create a family-friendly work environment that helps employees balance work and family life.
Pregnancy/Childbirth
- Reduced Working Hours Support for Pregnancy/Childcare
- Time-off Support for Prenatal Check-ups
- Childbirth Congratulatory Money/Gifts
- Maternity/Parental Leave Support
- Infertility Treatment Leave Support
Family Support
- Children's Tuition Support (Daycare/Kindergarten/High School/University)
- Medical Expense Support
- Children's Celebration Programs
- Family Care Leave Support
- Flexible Work Arrangement Support
Talent Development
Medytox supports talented individuals who embody our core values in developing their capabilities to help build a sustainable future for the company.
We operate capability development programs tailored by position (new hires, managers, executives) and by job function (R&D, sales, clinical, etc.).
| Common Competencies | Job Competency |
|---|---|
| Onboarding Training [Internalization/Organizational Culture] Mentoring Program Leadership Development Training Legally Mandated Training | Job Competency Training and External Seminars |
| Classification | 2025 | |
|---|---|---|
| Total Training Hours (hr) | Internal | 5,462 |
| External | 1,048 | |
| Average Training Hours per Employee (hr) | 8.65 | |
| Annual Training Cost (KRW) | Internal | 14,414,744 |
| External | 119,914,252 | |
| Total | 134,328,996 | |
| Average Training Cost per Employee (KRW) | 172,716 | |
*Unit: hours, KRW
Labor-Management Relations
Medytox strives to listen to and resolve employee feedback in order to build trust and labor-management cooperation.
We operate a quarterly labor-management council to gather grievances and suggestions from each site, working together with employees to enhance welfare and improve working conditions, and to build a better organizational culture for a better Medytox.
Operation of Labor-Management Council
- Discuss employee suggestions and grievances each quarter with elected worker representatives from each site
- Reflect discussion outcomes in establishing policies, improving welfare, and enhancing working conditions
Operation of Suggestion Box
- Operate an anonymous suggestion box at each site, separate from the labor-management council
- Suggestions received are shared company-wide each month in cooperation with relevant departments
Town Hall Meeting
- Align on organizational goals for each site and share company updates twice a year
- Gather employee feedback and improve the work environment through Q&A sessions with executives