人权政策

Workplace Diversity and Gender Equality Policy and Implementation

The Company is committed to respecting human rights and fostering an inclusive and diverse workplace. Guided by the UN Universal Declaration of Human Rights, ILO Conventions, and the UN Global Compact, the Company has established workplace diversity and gender equality principles under its Sustainability and Social Responsibility Code, requiring compliance with local human rights regulations across all operating locations.

Key policy commitments include non-discrimination based on gender, age, nationality, ethnicity, place of origin, or disability; equal employment opportunity throughout recruitment, promotion, remuneration, and development; sexual harassment prevention and grievance mechanisms; protection of underrepresented groups such as women, migrant workers, contract employees, and persons with disabilities; and the promotion of family-friendly practices to support work–life balance. Clear grievance channels are in place, and the Company regularly reviews policy effectiveness through third-party SMETA social responsibility audits.

Implementation Status (2025)

The Company conducts annual human rights and workplace diversity assessments to evaluate fairness and inclusiveness across employee groups. In 2025, no medium- or high-risk human rights issues were identified, indicating that existing management measures remain effective.

Considering workforce scale and operational maturity, the Company discloses quantitative implementation results for its major operating sites as follows:

• Taiwan Site: Women accounted for approximately 56% of the total workforce, with female representation exceeding 50% in management roles. The workforce comprises multiple age groups, with employees aged 30–50 forming the core segment. Gender pay gap reviews are conducted regularly; in 2025, the average gender pay gap was approximately 5.96%, and the median gap 2.78%. The Company also complies with local regulations on the employment of persons with disabilities, reinforcing workplace inclusion.
• Yangzhou Site: Women represented approximately 45% of the total workforce and held a meaningful proportion of frontline and mid-level management positions. The workforce is primarily aged between 30 and 50, reflecting a stable and generationally diverse employee base. Gender pay differences at the Yangzhou site are monitored as part of ongoing management review and improvement efforts.

Other operating sites, including Vietnam, the United States (Houston), and Japan, are currently in early-stage setup or workforce ramp-up phases. At this stage, the Company focuses on policy implementation and governance alignment, with quantitative disclosures to be expanded as workforce structures stabilize.