Justice, Equity, Diversity & Inclusion (JEDI)

DOMI exists to make climate action accessible to everyone — including communities too often left out. True to our One Reduce, One Add spirit, we extend that belief to how we work, advancing Diversity, Equity, Inclusion, and Justice (JEDI) within our company and in the communities we serve.

We commit to:

Diversity: welcoming and valuing people of different genders, ages, abilities, ethnicities, backgrounds, and beliefs, and building a team and partner network that reflects this.

Equity: hiring, paying, developing, and promoting people on the basis of role and merit — not identity or background — and working to remove barriers that hold people back unfairly.

Inclusion: building a workplace where everyone is treated with dignity, can speak up, and belongs, and listening to those we affect — our team, our clients, and the communities and families we serve.

Justice: consistent with our One Reduce, One Add mission, widening access to climate action and environmental education for under-represented communities, including disadvantaged families, rural communities, and children.

Honest accountability: reporting on our JEDI progress honestly, including where we still fall short, and giving anyone a channel to raise concerns.

This commitment is adopted by DOMI ENERGY CO., LTD's sole director and reviewed at least once a year.

As a mission-driven social enterprise in Taiwan, we chose actions that fit our size and mission and that a small team can genuinely deliver and sustain. We commit to at least one action in each of three areas:

Foundation — Now: publish this JEDI commitment; our leaders (Chairman, CEO, and managers) complete at least one inclusive-leadership learning input and discuss how to apply it at DOMI. Year 3/5 direction: review our hiring, pay, leave, grievance, and communications policies through a JEDI lens; run a size-appropriate equity review.

Within the workplace — Now: adopt inclusive-hiring practices — structured selection criteria, diverse sourcing, and an accessible / flexible application process (and progressively set pay on the role, not on prior salary); and formalise our existing flexible / remote-work arrangement as an inclusion benefit (supporting caregivers, people with disabilities, and those in rural areas). Year 3/5 direction: establish a paid-leave benefit beyond the statutory minimum; introduce mentorship and employee-interest groups as the team grows.

Beyond the workplace — Now: communicate this plan and our progress publicly each year (see “Yearly progress” below); take part in at least one collective action for inclusion. Year 3/5 direction: bring our website up to accessibility standards; review and adapt our climate-education programs to be more inclusive for people with disabilities and lower-resourced communities.

Reporting year: FY2025 (ROC year 114).

This is DOMI's first-year (FY2025) public publication of our JEDI commitment and action plan. From the next cycle onward, we will disclose our progress against each action on this page every year — honestly, including where we have not yet started or have fallen short — and add links to prior-year notes.

We welcome any feedback or suggestions on our JEDI work. Concerns can be raised through DOMI's grievance and feedback channel.