JOYY

No evidence was found of the company having leading practices in this area.

No evidence was found of the company having leading practices in this area.

JOYY has a privacy policy that is applicable at the group level.

No evidence was found of the company having leading practices in this area.

No evidence was found regarding JOYY’s efforts to promote digital inclusivity. The company has an opportunity to initiate relevant programmes in this area. It also has an opportunity to incorporate accessibility considerations in its product design processes. Additionally, the company should disclose how the economic value it generates is distributed across its stakeholders, as well as its income taxes paid and employment in its main markets.

JOYY has an opportunity to contribute to the development of digital skills by launching relevant initiatives.

JOYY can strengthen its performance in this area by disclosing information on roles and responsibilities for cybersecurity oversight, as well as how it monitors, remedies and reports on security incidents. It can also provide evidence of its information security certifications aligned with international standards. As a social media company, it should also make a high-level commitment to child online safety.

No evidence was found that JOYY contributes to open, inclusive and ethical innovation. The company has an opportunity to report on its initiatives in this area. Additionally, it can support sustainability issues through research and align its goals with the Sustainable Development Goals (SDGs). JOYY can also enhance transparency by reporting on how it considers ethics in its research and development (R&D) activities.

JOYY does not publicly commit to respecting human rights nor the ILO core labour rights. The company also does not disclose a process to identify, assess and mitigate the salient human rights risks associated with its own operations and with its business relationships. Additionally, JOYY does not have a grievance mechanism accessible to both workers and external stakeholders to raise human rights concerns and complaints.

JOYY does not publicly commit to respecting workers’ health and safety, nor does it place this expectation on its business relationships. Although JOYY states that it compensates its employees with wages equal to at least the local minimum wage standards, it does not disclose if these local minimum wages are sufficient to maintain a decent standard of living for employees and their families. The company does not disclose a policy commitment stating that it does not require workers to work more than the regular and overtime hours, nor does it require its business relationships to do the same. Further, JOYY has no public commitment or time-bound targets to promote gender equality and women’s empowerment. There is also an opportunity for the company to provide a breakdown of its employees in different employee categories against different indicators of diversity (age, gender, etc.).

The company has anti-bribery and anti-corruption policies, but it does not include anti-bribery and anti-corruption clauses in its contracts with business relationships. Additionally, it does not provide a global tax strategy and does not disclose its income tax payments in individual tax jurisdictions. The company also does not disclose its approach to lobbying and political engagement. Specifically, the company has no public statement indicating that it does not make political contributions, and it does not disclose its lobbying expenditures.