Corporate Culture
#Human Resources Policies #Welfare System
#Insight Survey #Corporate Communication
Culture #Family-Friendly Enterprise Certification
#Maternity Leave #Workstation
As a platform company whose core competitiveness lie in creativity and autonomy, SOOP supports a healthy corporate culture that organically fosters employee engagement and innovation.
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Embedding the importance of corporate culture
- Establish a foundation for company-wide corporate culture management to strengthen the company’s competitiveness
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Building an operating system
- Establish an organic operating system led by the HR Development Team, linking communication, engagement and competence building
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Diagnosis and improvement activities
- Identify and execute corporate culture improvement initiatives through regular diagnosis
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Better engagement culture
- Operate engagement programs to collect input from different generation groups departments
Human Resources Policies
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Nickname System
Nicknames used instead of titles for all employees to encourage horizontal communication
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35-hour Workweek
7-hour workday and 35-hour workweek policy to support work-life balance and personal development
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Profit Sharing
Performance-based incentive system that allocates profits according to level of performance and contribution
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Stock Option Plans
To attract key talent and encourage long-term motivation
Welfare System
| Health Support | |
|---|---|
| Medical check-up support* |
Medical check-up for all employees and one other family member |
| Group Personal Accident Insurance* |
Group personal accident insurance for employees |
| Flu shots* | Flu shot for employees every year |
| Counseling program* | Counselling by mental health professionals |
| Infertility leave* | Longer than the legal requirement |
| COVID vaccination leave* |
Two days of leave in the event of side effects due to COVID vaccination |
| Family and Lifestyle Support | |
|---|---|
| Company café* | Company cafe “Hubang” for employees’ rest and communication, serving breakfast and free snacks and drinks |
| Company daycare* | Company daycare center at the Pangyo headquarters to relieve burdens of childrearing |
| Family events* | Support for childbirth, funerals, a child’s first birthday and the birthdays of employees and their parents |
| Corporate loan program |
Loans for housing stability and living expenses to select employees after a screening procedure. |
| Compensation | |
|---|---|
| Welfare points* | Points-based benefits system (KRW 1.4 million annually) that allows employees to design their own welfare usage, applicable to various categories such as education, healthcare and hobbies |
| Holiday points* | Points granted for use during holidays (KRW 150,000 per holiday, KRW 300,000 per year) |
| Refreshment leave | 5-day morale booster vacation with vacation allowances to employees every three years of service |
| Ten-year service award |
37.5g of gold and 10 days of paid vacation for employees who mark their 10th year of service |
| Career Growth and Personal Development | |
|---|---|
| Personal development allowance |
Support for personal development expenses |
| In-house club activities* |
Support for club activity expenses to promote camaraderie and refreshment among employees who share similar hobbies and interests |
| Internal/external training* |
Operate “SOOPER-Class” (an online training site) and support various internal and external training activities |
| Workshop* | Socializing and teambuilding between division members for productivity |
| SOOP Day* | Quarterly external free-time activities to foster networking and exchange between organizations |
| Work Environment | |
|---|---|
| Resorts* | Use of partner resorts and various related benefits |
| Shuttle Buses* | Shuttles for commute between Pangyo Station and the company building |
| Flextime* | Flexible work system in recognition of the fluid nature of work and to support work-life balance |
| Workcation* | Short-term scheme that allows employees to work and rest at a vacation site outside the home or workplace |
| Carpool* | Gas expense provided to employees who carpool and live more than 10km away from the company |
Insight Surveys
SOOP regularly conducts organizational diagnosis consisting of seven categories: organizational commitment, corporate culture, work environment, leadership, communication & collaboration, work-life balance and personal development. The diagnosis results are shared with employees, and the Talent Development Team identifies and develops improvement initiatives based on the results. In the 2024 diagnosis, the “Organizational Commitment” and “Work Immersion’ & Satisfaction” categories received the highest scores, and most categories scored higher than the previous year. Categories that need improvement are managed with priority, and the effectiveness of implemented measures is assessed in subsequent diagnoses.
Insight Survey Components
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1. Organizational Commitment
Diagnosis of the sense of unity and attachment that members feel toward SOOP
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2. Corporate culture
Diagnosis of shared norms and values among members, such as beliefs and customs, surrounding SOOP
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3. Personal Development
Diagnosis of whether the organization has adequate training programs to improve job performance
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4. Work Immersion & Satisfaction
Diagnosis of the work environment, goals, motivation methods, etc.
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5. Work-Life Balance
Diagnosis of whether employees feel the right balance between workday focus and after-hours relaxation
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6. Communication & Cooperation
Diagnosis of how smooth it is to communicate and collaborate with the relevant people to get the job done
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7. Leadership
Diagnosis of how the organization leaders articulate their vision and goals, and how they lead members
Corporate Communication Culture
eTown Hall Meetings
SOOP hosts quarterly e-Town Hall meetings to foster open dialogue between the CEO and employees. In these online sessions, management shares their vision, strategic direction and key business/project directions with employees, followed by a live Q&A session. Our e-Town Hall meetings have become a signature communication channel for building company-wide consensus.
Company Contest, “SEED”
SOOP hosts “SEED”, an in-house venture program to help employees develop their creative ideas and turn them into real businesses. We select the best ideas via employee voting, and collaborate between working departments to launch the idea from planning to execution. The aim is to encourage voluntary participation by employees and spread a culture of communication within the company.
“SOOP DAY”
“SOOP DAY” fosters a culture of fluid communication and collaboration across departments. It offers opportunities for employees to come together and communicate with co-workers, by supporting out-of-office work meetings, casual meals or cultural activities of up to two hours, once each quarter. Employees freely participate in “SOOP DAY” activities, which contributes to a corporate culture that nurtures a sense of stability and solidarity between different teams.
Retirement System
SOOP operates a Defined Contribution (DC) pension plan for employees to prepare for retirement, under which the company makes direct contributions to employees and employees manage these funds themselves. Their retirement benefits are therefore determined based on their respective investment performance.
Work-Life Balance
Family-Friendly Enterprise Certification
SOOP was certified as a family-friendly company by the Ministry of Gender Equality and Family in 2020 in recognition of its efforts to create a family friendly corporate culture, and the certification is valid through November 2025. We contribute to improving the quality of life of our employees and their families through various programs such as childbirth gifts, gender neutral parental leaves and family birthday celebrations.
Maternity Leave
SOOP has a maternity protection policy that covers the entire maternity process from pregnancy to childcare, and strives to create a work environment where female employees can work with a sense of security. In addition to health leaves, prenatal medical check-up leaves, reduced working hours and breastfeeding breaks, we also provide infertility treatment leaves and shorter working hours during the childcare period.
Workstation
SOOP has introduced its "SOOPER-WORK" system to foster work immersion and flexible work arrangements, allowing employees to work in dedicated spaces at vacation resorts to help them focus, refresh and recharge at the same time.
Retirement Benefit Contributions
* On a consolidated basis
Content List
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Our ImpactmoreEnvironmental Management
#Environmental Management Policy#Greenhouse Gas (GHG) Emissions#Energy Saving Activities#Eco-Friendly Purchasing #Environmental Activities -
Our ImpactmoreResponsible Content Creation
#Digital Sex Crimes #Management of Media Content Operation Policy#Youth Protection Policy#Monitoring#AI Filtering#Healthy Content Environment#Life-Saving Relief#Copyroght Infringement -
Our ImpactmoreData Securit and Privacy
#Data Security and Privacy#Information Security Process#Response Manual#ITGC#Information Security Disclosure#Personal Information Processing#Security Controls Syestem#ISMS Certification -
Our ImpactmoreMutual Growth with Partners
#Content Support#Helping Streamers' Growth #Streamer Partnership#Mind Therapy "Maum Todak" #GGGL -
Our ImpactmoreManaging User Satisfaciton
#User Communication Channels#User Satisfacion Management#User Communication -
Our ImpactmoreCorporate Culture
#Human Resources Policies#Welfare System#Insight Survey#Corporate Communication Culture#Family-Friendly Enterprise Certification#Maternity Leave#Workstation -
Our ImpactmoreRespect for Human Rights
#Declaration of Human Rights Management#Managing Human Rights Impacts of Contents#Hiring People with Disabilities#Female Talent#Human Rights Education#Gievance Channels -
Our ImpactmoreHuman Resource Managemnt
#Ideal Talent#Fair Hiring#Employee Evaluation#Nurturing Talent -
Our ImpactmoreHealth and Safety
#Health and Safety Policy #Management System#Risk Assessments#Employee Wellness -
Our ImpactmoreLocal Community Contributions
#Participatory Donation Culture#Supporting Culture and Arts#Creating Local Community-Linked Values -
Our ImpactmoreGovernance
#Board Composition#Outside Director Independence#Board of Directors Diversity#ESG Committee#Audit Committee#IR Activities#Shareholder Return Policy -
Our ImpactmoreEthical Management
#Ethical Management System#Code of Ethics#Whistleblower Program#Ethics Education -
Our ImpactmoreRisk Management
#Risk Management Governance and Process#Risk Identification and Response#Business Risks#Financial Risks#Social/Environmental Risks#Emerging Risks#Tax Risk and Policy
