Sustainability
Sustainability
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)
| Item | Male | Female | Group Subtotals and Percertages | ||||
| Number of People | Percentage of the Classification | Number of People | Percentage of the Classification | Number of People | Percentage of the Classification | ||
| Age | Under 30 years old (incusive) | 71 | 60.2% | 47 | 39.8% | 118 | 19.2% |
| 31 to 49 years old | 244 | 56.4% | 189 | 43.6% | 433 | 70.8% | |
| 50 years old and above | 35 | 57.4% | 26 | 42.6% | 61 | 10% | |
| Position Level | Management Position | 78 | 65% | 42 | 35% | 120 | 19.6% |
| General Personnel | 272 | 55.3% | 220 | 44.7% | 492 | 80.4% | |
| Employee Categoty | Permanent Employee | 350 | 57.2% | 262 | 42.8% | 612 | 100% |
| Temporary Employee | 0 | 0% | 0 | 0% | 0 | 0% | |
| Non-guaranteed Hours Employee | 0 | 0% | 0 | 0% | 0 | 0% | |
| Full-time Employee | 350 | 57.2% | 262 | 42.8% | 612 | 100% | |
| Part-time Employee | 0 | 0% | 0 | 0% | 0 | 0% | |
| Total | 350 | 57.2% | 262 | 42.8% | 612 | 100% | |
Employee Distribution (Based on Diversity Indicators)
| Category | 2020 | 2021 | 2022 | |||
| Number of People | Percentage | Number of People | Percentage | Number of People | Percentage | |
| Indigenous People | 4 | 0.8% | 5 | 0.9% | 8 | 1.3% |
| People with Disabilities | 3 | 0.6% | 5 | 0.9% | 6 | 1% |
| Total | 7 | 1.5% | 10 | 1.9% | 14 | 2.3% |
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)
| Item | 2020 | 2021 | 2022 | |||||
| Male | Female | Male | Female | Male | Female | |||
| Age | Under 30 years old (inclusive) | Number of People | 17 | 11 | 21 | 18 | 52 | 29 |
| Percentage | 22% | 13% | 17% | 15% | 28% | 16% | ||
| 31 to 49 years old | Number of People | 32 | 17 | 52 | 28 | 51 | 39 | |
| Percentage | 40% | 22% | 42% | 22% | 28% | 21% | ||
| 50 years old and above (inclusive) | Number of People | 2 | 0 | 2 | 2 | 11 | 2 | |
| Percentage | 3% | 0% | 2% | 2% | 6% | 1% | ||
| Subtotal | 51 | 28 | 75 | 48 | 114 | 70 | ||
| Total | 79 | 123 | 184 | |||||
Distribution of Employee Turnover (by Age and Gender)
| Item | 2020 | 2021 | 2022 | |||||
| Male | Female | Male | Female | Male | Female | |||
| Age | Under 30 years old (inclusive) | Number of People | 26 | 22 | 14 | 12 | 20 | 13 |
| Percentage | 18% | 15% | 13% | 11% | 18% | 12% | ||
| 31 to 49 years old | Number of People | 54 | 33 | 44 | 29 | 38 | 30 | |
| Percentage | 38% | 23% | 40% | 27% | 35% | 27% | ||
| 50 years old and above (inclusive) | Number of People | 7 | 2 | 8 | 2 | 4 | 4 | |
| Percentage | 5% | 1% | 7% | 2% | 4% | 4% | ||
| Subtotal | 87 | 57 | 66 | 43 | 62 | 47 | ||
| Total | 144 | 109 | 109 | |||||
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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