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 CWE Group also adheres to relevant regulations regarding the promotion of persons with disabilities and assigns suitable job roles based on their capabilities. In 2024, CWE Group did not experience any significant operational changes. In the event of major operational changes, the company will provide prior notice in accordance with local labor laws. (10–30 days in Taiwan, within 30 days in Mainland China, 1–4 weeks in Singapore, and 4–8 weeks in Malaysia)
As of the end of December 2024, CWE Group employed a total of 2,339 staff (97%), with 69 workers (3%) hired through external contractors for tasks such as site cleaning, security and gardening. Among the total employees, 61% are male and 39% are female, with the majority (65%) aged between 30 and 50. There were 231 resignations, a 31% decrease compared to 2023. The number of employees with disabilities is 12, and the number of minority group members is 7, representing approximately 0.51% and 0.30%, respectively.
Workforce Structure by Region
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
Ratio of Female to Male Base Salary and Total Compensation in 2024（%）
2024 Gender Pay Ratio (%)
※Performance Evaluation System
To attract and retain outstanding talent, as well as to recognize, reward, and motivate high-performing employees, CWE Group has established a clear performance management system. This system integrates annual goal setting, regular communication, and performance evaluations to comprehensively support employees’ professional growth and the company’s sustainable development goals. The Group conducts performance evaluations annually, using individual employee performance and overall company results as the basis for promotion, salary adjustments, and year-end bonuses. This approach allows employees to share in the company’s success and reinforces their sense of self-worth. For example, the company conducts its annual performance evaluations every February. The evaluation system covers employees at all levels and employs both quantitative indicators and qualitative assessments to ensure fairness and objectivity. In 2024, the performance evaluation coverage rate 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 2024.
Employee Benefits
※Employee Satisfaction Survey
Since 2024, the Management Division of the company has conducted an annual Employee Satisfaction Survey every December to assess the organizational climate. The purpose is to identify major issues, facilitate in-depth communication and interviews, and formulate improvement plans. The survey covers various aspects, including work environment, career development, compensation and benefits, and overall well-being. This comprehensive approach aims to gain a deeper understanding of employees’ genuine feelings and expectations regarding the workplace. The first survey was conducted in 2024, achieving a participation rate of 78%, with an overall satisfaction score of 4.02 out of 5. Employees expressed high levels of satisfaction particularly in the areas of “work environment” and “compensation and benefits.” However, the survey also highlighted areas for improvement, such as “employee training” and the “flexible break system.” The company has already begun planning corresponding improvement measures and will continue to track their implementation and effectiveness. In terms of training resources, the Management Division will develop an annual training roadmap. In addition to existing professional skill courses, it will introduce general education and management development programs to cultivate diverse competencies, enhance organizational resilience, and increase internal promotion rates. Regarding flexible work arrangements, the company will review the current working hours and break policies. Employees will be encouraged to take appropriate rest or step away from their duties when feeling fatigued or in need of a recharge, in order to maintain both physical and mental well-being and ensure sustainable productivity.
※Talent Retention
To strengthen talent retention and enhance organizational stability, our company continues to optimize human resources policies and promote attractive incentive programs for long-serving employees. These initiatives serve as recognition of employees’ long-term service and loyalty to the company. Employees who reach key milestones—such as 5, 10, or 15 years of service—are granted a one-time seniority reward bonus. In addition, measures such as employee stock ownership trusts or restricted stock grants are offered to encourage long-term career development and deeper engagement within the organization.
This reward mechanism not only improves employee retention rates but also supports knowledge transfer and the stability of critical competencies, contributing to the company's long-term goal of sustainable talent capital. Looking ahead, the company will continue to monitor the effectiveness of its retention strategies, integrate insights from employee satisfaction surveys, and regularly review policy flexibility to foster a more inclusive and committed work environment.
※Maternity Protection Program and Unpaid Parental Leave
To promote a harmonious and equitable workplace environment, female employees are encouraged to notify the administration department upon confirming their pregnancy. The department provides comprehensive support throughout all stages, from prenatal to postpartum care, ensuring the physical and mental well-being of employees during pregnancy, postpartum recovery, or breastfeeding periods while upholding both maternity protection and equal employment rights.
To support employees in balancing personal and family care responsibilities, Taiwan operations comply with the Gender Equality in Employment Act, implementing measures that ensure equal treatment regardless of gender or position. Both male and female employees are eligible to apply for parental leave without pay and family care leave. During the parental leave period, employees may negotiate with the Company to either extend or advance their return to work. In 2024, eleven employees in Taiwan applied for parental leave without pay, including three males and eight females. The return-to-work and retention rates are summarized in the table below：
Statistics of Unpaid Parental Leave and Return-to-Work in 2024 (Taiwan)
