Corporate Sustainability
SOCIAL
Talent Attraction and Retention
※Employees Structure
CWE Group view employees as our most valuable asset and incorporates this perspective into our recruitment, compensation design, performance management, and training policies and systems, with a focus on enhancing both company growth and employee effectiveness. We prioritize hiring local talent as partners, believing that mutual success with employees is key to the Company's sustainable development and enables employees to enjoy their work and harness collective strength.
CWE Group complies with regulations set by the International Labour Organization and local labor standards, ensuring that no child labor is employed and that no individuals are forced or coerced into performing labor.
In line with the fundamental human right to equal employment opportunities, we base hiring decisions solely on professional abilities and job fit, without consideration of race, ideology, religion, political affiliation, nationality, gender, marital status, or disability. The CWTC Group also adheres to relevant regulations regarding the promotion of persons with disabilities and assigns suitable job roles based on their capabilities.
As of the end of December 2023, CWE Group employed a total of 2,207 staff (97%), with 73 workers (3%) hired through external contractors for tasks such as site cleaning and security. Among the total employees, 61% are male and 39% are female, with the majority (69%) aged between 30 and 50. There were 337 resignations, a slight decrease from 2022. The number of employees with disabilities is 12, and the number of minority group members is 6, representing approximately 0.54% and 0.27%, respectively.
Workforce Structure by Region
Diversity Performance
Statistics of New Employee Hires
Statistics of Employee Turnover
※Compensation
To attract and retain top talent, CWE designs its compensation packages based on market standards, external competitiveness, and labor market supply and demand. We offer competitive salaries that comply with local minimum wage regulations and ensure no gender-based discrepancies.
The compensation structure includes fixed and variable components. Fixed salaries are adjusted according to market salary levels, educational background, work experience, and market surveys. Variable compensation consists of year-end bonuses and employee profit-sharing, which are distributed based on the Company's operational performance and individual achievements. Salary and promotion adjustments depend on the Company's overall business conditions, individual performance, the consumer price index, and government policies.
Comparison of the Non-managerial Positions at CWE
※Performance Evaluation System
To attract and retain top talent, as well as to recognize, reward, and motivate outstanding employees, CWE Group conducts annual performance evaluations. These evaluations use individual employee contributions and the Company's overall operational performance as the basis for decisions regarding promotions, salary adjustments, and year-end bonuses. This approach ensures employees share in the Company's successes and reinforces their sense of self-worth. Take the Company as an example, CWE conducts its annual performance evaluations every February, assessing performance for the previous year. In 2023, the employee performance evaluation coverage reached 100%。
※Employee Care and Benefits
Each plant is responsible for planning and implementing welfare policies designed to fully address employees' benefit needs. In compliance with regulations, labor-management meetings are regularly organized and convened to facilitate open communication and negotiation between both parties. Beyond addressing labor-related matters submitted by each unit as required by law, these meetings also appoint representatives from both sides to gather employee proposals. No labor disputes were reported in 2023.
Employee Benefits
