Talent Attraction and Retention

Talent is an important asset of TSC. The Company’s goal is to establish a diverse, equal, and inclusive friendly workplace, respecting the uniqueness and differences of all employees. In order to achieve this goal, TSC recruits and employs talents domestically and internationally, and ensures that relevant processes are strictly in accordance with laws and regulations. Across our global deployment, TSC provides various employment opportunities through online and offline recruitment channels with a diversified and inclusive recruitment policy, regardless of gender, age, race, nationality, religion, political affiliation, or sexual orientation. As such, the Company’s employees across both headquarters and sites come from all over the world, including Asia (Taiwan, Japan, the Philippines, Malaysia, India, Vietnam).

All 612 Taiwan-region employees in TSC are full-time regular employees (including cleaning staff), with nearly 20% in management positions. The percentage of female managers is 35%. Due to the nature of the industry, the percentage of male employees is currently slightly higher than that of female employees, but efforts will be made to continuously increase the percentage of female managers.

2022 Employee Distribution in Taiwan (by Various Indicators)

ItemMaleFemaleGroup Subtotals and Percertages
Number of PeoplePercentage of the ClassificationNumber of PeoplePercentage of the ClassificationNumber of PeoplePercentage of the Classification
AgeUnder 30 years old (incusive)7160.2%4739.8%11819.2%
31 to 49 years old24456.4%18943.6%43370.8%
50 years old and above3557.4%2642.6%6110%
Position LevelManagement Position7865%4235%12019.6%
General Personnel27255.3%22044.7%49280.4%
Employee Categoty Permanent Employee35057.2%26242.8%612100%
Temporary Employee00%00%00%
Non-guaranteed Hours Employee00%00%00%
Full-time Employee35057.2%26242.8%612100%
Part-time Employee00%00%00%

Employee Distribution (Based on Diversity Indicators)

Number of PeoplePercentageNumber of PeoplePercentageNumber of PeoplePercentage
Indigenous People40.8%50.9%81.3%
People with Disabilities30.6%50.9%61%

Diverse Recruitment Channels and Talent Management

In order to continuously enhance the diversity of the work environment, TSC uses online to recruit talent, expand TSC’s exposure. This not only helps more people get to know TSC but also attracts more domestic and international mid-to-senior level professionals, promoting our job openings to highly matched talents. In 2022, in response to the Company’s long-term development plan and organizational adjustments, existing departments were added, including Public Relations Department and Supply Chain Management Department. Thus, the number of employees in 2022 increased by more than 10% compared with 2021.

Distribution of New Employees (by Age and Gender)

AgeUnder 30 years old (inclusive)Number of People171121185229
31 to 49 years oldNumber of People321752285139
50 years old and above (inclusive)Number of People2022112

Distribution of Employee Turnover (by Age and Gender)

AgeUnder 30 years old (inclusive)Number of People262214122013
31 to 49 years oldNumber of People543344293830
50 years old and above (inclusive)Number of People728244

Remuneration Policy

The salary and benefits of employees in TSC are determined in accordance with the Labor Standards Act and relevant laws and regulations. They are implemented in accordance with the company’s Articles of Incorporation and relevant management measures to ensure that the overall remuneration of employees complies with government regulations and market trends. In addition, a clear employee performance evaluation system is established to review and optimize the system annually to motivate outstanding talents. Regarding the distribution of employee rewards, the individual dividend amount to be distributed to each employee is determined based on their job performance, scope of responsibilities, and special contributions, in accordance with the Employee Bonus and Stock Ownership Method.

For more details, please refer to TSC 2022 ESG Report, Chapter 4.

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