Category: Social

A mutual healthy growth with employees is sought by offering care and talent cultivation.

Promoting five major strategies to improve employee health

Posted on by vicky_yeh@bwnet.com.tw

A series of Pick Up and Go activities combined exercises and environmental protection

WT has multipurpose classroom, and organizes various sports courses to encourage employees to develop good exercise habits, and enhances their awareness of self-health management. In 2023, the Shanghai, Shenzhen, and Beijing offices in China continued to engage professional instructor to lead yoga classes, so that employees can strengthen their bodies and relax their bodies and minds under correct guidance. A common hobby may lead to a common health and beauty.

The employees were encouraged to bring their families with them to experience the mountains in northern Taiwan. A series of interactive games were incorporated into the program, and the background stories of each peak and trail explained by guides. A total of 1,022 person-times participated in the ten walks in 2023. Through observation and feedback from employees, it can be seen that the walk did not pose a challenge to the participants. They unanimously agreed that the walks could be more strenuous. Therefore, the future walks will be more challenging, or walks of different levels of challenge will be offered to suit different age groups and physical conditions.

In 2024, it is planned to plan a series of “Health Passport” activities with a higher intensity of health activities. The activities include the adoption of Shimen Baisha Bay, Laomei Lvshitao Beach, Kite Park Beach and Zhongjiao Sand Beads on the north coast of New Taipei City. Beach cleaning activities in the bay, hiking and hiking with different levels of difficulty, and physical training tasks that can be completed at home. employees can choose fitness tasks that suit them based on their own health and physical condition, and strengthen the observation of individual sports conditions. When implementing weekly health exercise video feedback, we will pay more attention to employees’ exercise postures and physical condition reactions after exercise. This will be coupled with quarterly consultation services from physical therapists starting in 2023, so that employees can learn more about health while exercising. What sports are suitable for you?

Listen to employees’ needs and organize diversified customized lectures

Over the years, we have continued to actively promote health promotion activities. We analyze health examination data every year to understand the health problems of employees, and combine it with the lecture satisfaction questionnaire of the previous year to understand employees’ feelings and needs. In addition to arranging corresponding health education topics In addition, it also conforms to the promotion content of the four major plans. In 2023, family education lectures and health lectures will be held in Taiwan and China, with the themes of “Parent-Child Relationship – 3C Parenting Battle”, “Intergenerational Relationship – Long-term Care Resources, Use This Way”, “Love Relationship – Love Code – After the Conflict” , love each other more”, “Health checkup big data analysis”, “Sliding disc training” “Elastic band training”, “Female theme-prevention and treatment of breast cancer”, “Male theme-prevention and health care of major diseases (lung cancer, myocardial infarction, prostate )”, the lecture content not only explained information, but also provided practical exercises for daily life applications. Employees gave positive feedback and recognition after the meeting.

Encourage regular health checkups and provide multiple health checkup plans

WT currently has a full-time health manager in Taiwan to plan and promote employee health management. In addition to providing health checkup consultation and advice to employees, doctors are also invited to the company every month for medical consultation services. Employees are entitled to a health checkup expense subsidy once every year, which is better than required by the laws and regulations. There is also a flexible accumulation system, allowing employees to choose from a wider range of checkup items with the higher amount accumulated for up to two years. In 2023, the health checkup utilization rate reached 85.6% in Taiwan, and 80% in China. The steady increase in the health checkup utilization rate reflects an increase in employees’ health awareness. In the future, examination items will be identified and made available based on the prevalence of major diseases around the world and in specific regions for employees to choose from according to their own needs or family medical history.

Track health checkup results and schedule physician consultations

To provide more package options and more schedule flexibility to suit personal preference, application for a variety of health checkup packages (such as cardiovascular programs, gastroenteroscopy programs, etc.) is open from January to November every year in Taiwan, and four hours of health checkup leave are granted. After the checkup, a professional team will analyze and explain the report, define management standard by health checkup result levels, and give appropriate treatment accordingly: Level 1 is normal, Level 2 will be given occupational health education guidance, Level 3 be given occupational medical consultation and health education, and Level 4 be referred to specialized medical attention or treatment after an occupational medical interview. In China, health checkups are completed between April and July every year.

Each office in Taiwan has an ambulance notification window, arranges first aid personnel training and regular return training, and can effectively provide rescue guidance when an emergency occurs. AEDs are installed in the building, and the location is announced for emergency rescue. The Mainland China Region currently focuses on arranging first aid courses and related lectures to popularize employees’ first aid knowledge. In the future, first aid reporting windows will also be set up in different regions. Blood pressure monitors are installed at designated locations in the office to always care about the health of employees. In response to influenza epidemic peaks in autumn and winter every year, in addition to regularly promoting and encouraging employees to receive influenza vaccines, we will also provide a half-price subsidy for the “Oriental Influenza Cell Culture Vaccine” in 2023, and arrange for vaccination to be completed before October to promote early prevention and treatment Measures can help avoid the risk of serious complications or death after infection.

Weight loss activities were retested after one year, and 27 employees maintained the results

A series of weight loss activities held from October 2022 to January 2023, with 423 participants and 85 groups, resulting in a total weight loss of 890 kilograms by January 2023. An annual acceptance event will be held for weight maintenance in 2023. In August 2023, a total of 34 employees passed the first stage of qualification review. By the end of the event in January 2024, 27 employees had successfully completed the challenge. In 2024, we plan to plan a series of “Health Passport” gathering activities that are more closely related to health sports. We hope to continue the good results of this event and reach a higher level.

The 2023 weight loss series purchased a professional body fat meter to provide employees with continuous monitoring of their own health and physical condition. Employees can conduct interviews with health managers based on the measurement data, and scientific data assists in diet and exercise planning.

Four major plans for employee health protection

Prevention of abnormal workload-triggered diseases

In order to avoid abnormal workloads, supervisors at all levels are required to take the initiative to care for the labor conditions of employees. Any health problems may be reported to the health manager for assistance and care. Health consultation and abnormal workload assessment are available during the monthly doctor consultation service.

Prevention plan for illegal infringement during the performance of duties

At the workplace, the Company has posted relevant publicity materials and specified a complaint hotline and email address in the work rules. If a colleague encounters sexual harassment, stalking, or other illegal acts while performing their duties, they can file a complaint. To safeguard the rights of complainants, the handling of complaints is conducted in a confidential manner, and the complainant’s name or other identifying information that could reveal their identity will not be disclosed. The person handling the complaint should create a written record of the handling process of the complaint, and follow the guidelines for preventing illegal infringement of job duties. The related execution records should be kept for 3 years.

Prevention plan for ergonomic hazards

The nature of WT’s work often involves sitting for long periods of time at workstations, which may cause chronic effects on muscle, fascia, and intervertebral discs. WT provides employees with adjustable desks and chairs to reduce the risk of such ergonomic hazards. The workstations can be adjusted according to individual needs, so that workers can work at a good gaze angle in a healthy posture. There are also standing workstation areas to reduce sitting time. In addition, seven robot vacuum cleaners were purchased for the cleaning staff to reduce repetitive gestures. The robots worked for 1,743 hours in total in 2023, sparing cleaning staff approximately 145.25 hours per month of repetitive gestures operating vacuum cleaners.

Relevant awareness posters have been posted on the health bulletin board on each floor. A pilot project began in 2023 inviting professional physical therapists to visit the offices once a quarter to provide one-on-one consultation and guidance on how to adjust incorrect postures, relieve discomfort and other ways to prevent ergonomic hazards. The physical therapists may provide treatment when necessary, including fastening to relieve pain from carpal tunnel syndrome, and dressing and bandaging in the case of muscle soreness and discomfort after exercise. They also give advice on how to exercise correctly.

 

The sessions were very popular in 2023, and those who have attended the sessions gave positive feedback and support to the project in the questionnaire survey, commenting that it is highly practical and helpful. An increased number of sessions are therefore planned for 2024.

Maternal health protection plan

WT Taiwan employees, including cleaning staff and other contractors, are all eligible for WT’s four major health protection plans. There is no shift or night work. The employees are entitled to prenatal leave, maternity leave and parental leave as legally specified. The Maternal Health Protection Plan was introduced to ensure the childcare-work balance for female employees.The Plan provides dedicated nursing rooms, professional health and safety consultations during pregnancy, postpartum and lactation periods, as well as priority parking spaces and other maternity-friendly work environment measures. In addition, related books and magazines in the reading area are available for borrowing, such as Mombaby, Parenting magazines, etc..

Paying attention to employee welfare and rights to build mutual trust and reliance

Posted on by vicky_yeh@bwnet.com.tw

WT values the welfare and rights of its employees and actively promotes harmonious relations between management and labors. Work rules and various management regulations have been formulated in accordance with the Labor Standards Act and relevant laws and regulations, and the Code of Practice for Sustainable Development has also been formulated to specify the rights and obligations of both employers and employees in management matters, so that employees can fully understand, comply with, and protect their legitimate rights and interests. In the case of any major changes in the operating conditions that may affect employees’ rights and interests or work environment, WT informs employees within the statutory minimum notification period in order to protect employees’ rights and interests.

Implementing human rights risk assessment to create a suitable workplace

WT formulated, in accordance with international human rights conventions and initiatives, a Social Policy and Code of Conduct, which was signed by the Chairman and published on the Company’s official website as a standard for all employees, customers, suppliers and other stakeholders to follow.

 

In 2023, a human rights risk assessment covering 13 items in five categories was carried out at WT headquarters in Taiwan and found no high-risk employees. Furthermore, since the evaluation results did not indicate any high-risk situations, no improvement measures were planned. Additionally, there were no complaints received or any human rights violations detected. Therefore, no compensation measures for human rights violations were required in 2023. In addition, WT continues to raise the awareness of human rights issues for all employees through various education and training mechanisms, including education in pre-employment orientation for new employees, and through the WT e-Learning Academy, where employees can browse relevant online courses at any time. In 2023, 91 new hires were required to attend the human rights training, with a completion rate of 100%.

In addition, to ensure a discrimination-free and harassment-free workplace, WT trains all employees of the Group on human rights issues in the four major aspects of the Social Policy and Code of Conduct, which are labor rights, health and safety, ethics, and management systems. In 2023, a total of 2,790 current employees have received the human rights training, including 224 new hires at operating bases in Taiwan and China and 2,566 others who required regular refresher training (100% pass rate).

 

Offering multiple channels for smooth communication

WT provides a good platform for communication so that all relevant parties can access the stakeholders’ section on the Company’s official website. Employees may express their opinions to HR via email, telephone calls or in writing to communicate with the Company in two-way with regard to problems or concerns they encounter in work systems and environments. Each responsible unit will properly handle and provide feedback or improvement solutions to achieve effective communication. In 2023, one such input was received through the Company website, and none through internal channels. See “3-7 Ethical Corporate Management ” for details.

In addition, regular executive and departmental meetings are held, and employees kept informed of operational changes that may have a significant impact on them by means of announcements. As of now, employees’ rights and interests are well protected and there have been no major employer-employee disputes or negotiations. With good communication and interaction between the two parties, it is believed that a harmonious labor relations in the future will be sustained.

An incentive scheme more generous than legally required to maximize values for both parties

WT respects gender fairness and equality in pay. Nevertheless, an analysis of the existing employee makeup found that male employees are mostly in sales positions, which have a reward system for performance bonuses, or in application engineering related positions, which also have a higher pay due to the external salary benchmark; while female employees are mostly in logistics positions providing support for operations. The gender pay gap is mainly caused thus by different remuneration structures for different functions. WT will continue to improve the gender ratio of STEM (technology, engineering and other occupations) and optimize the gender makeup of all functions to close the gender pay gap.

Variable performance bonuses are distributed to share surplus results with employees

In the five major regions where it operates, WT’s standard entry-level pays are 1.03 to 2.16 times the local legal minimum wages. There is no gender difference in standard entry-level pays at WT. In addition, as required by SASB Standards, the entry-level basic pays at WT’s five logistics centers are 1.12 to 2.16 times the local legal minimum.

In addition to providing employees with market-competitive fixed salaries, WT designs quarterly (or annual) variable performance bonuses based on the overall operation profile, the achievement of departmental goals, individual performance and the nature of duties, so as to share operational achievements with employees and motivate them. WT also offers long-term incentives, with deferred compensation linked to the company’s long-term performance, to senior
managers and key personnel. The average salary was NT$1,392,000 in 2023, 2.32% lower relative to 2022, because the proportion of bonuses has been slightly reduced due to the decline in the overall international economic situation and market situations. The median salary was NT$1,117,000 in 2023, 1.92% higher relative to 2022. It has increased for five consecutive years, an increase of 11.59% from 2019.

Employee Stock Ownership Trust is established with 100% Company Incentive

In September 2020, WT Taiwan headquarters established an Employee Stock Ownership Trust, with employees (members) jointly organizing the Employee Stock Ownership Trust Management Committee. Employees with one year of experience are free to participate. As of the end of 2023, 90% of eligible employees are participants. Employees contribute a fixed amount from their monthly salaries, while the Company also contributes 100% of the incentive money to the Trust’s dedicated account. By allowing employees to share in operational growth, the Trust not only retain talents as intended, but also help employees to accumulate wealth through small savings and secure their pensions in the future.

Full contribution is made to the pension fund to protect employees’ retirement life

People-oriented WT not only values benefits for its employees during their employment but also actively takes care of their lives after retirement. The Supervisory Committee of Employee Retirement Reserve Fund was established for employees of WT individual companies who choose to stay in the pension scheme of the Labor Standards Act. The Committee is composed
of nine members, of whom three represent the employers and six represent the employees, and is re-elected once every four years. The Committee reviews and approves the amount of the employee pension fund and its deposits and payments to ensure labor rights and interests. The pension reserve is set aside at 2% of monthly wages and deposited in a special account in the Bank of Taiwan. An actuary was commissioned to issue an actuarial report on the employees’ pension fund for 2023, which shows that the present value of the defined benefit obligation is NT$223,995,000 and the fair value of plan assets is NT$165,099,000, which met the requirements of a full provision by government decree. In addition, for employees who opted for the labor pension plan under the Labor Pension Act, a monthly contribution of not less than 6% of pay is made to the employees’ personal accounts at the Bureau of Labor Insurance.

 

WT believes that only by providing employees with a secure work environment and a fair welfare system can employees fully contribute their talents without any worries and thus create maximum value. The benefits provided to the entire Group’s full-time employees in 2023 included group insurance, wedding gift money, maternity allowance, consolation money, health checkups, holiday gifts, company outings, departmental and club activities, seminars, and welfare items. The spend on employee benefits, including overseas regions, was approximately NT$91.67 million.

Creating a high-quality work environment as talents are essential for an enterprise

Posted on by vicky_yeh@bwnet.com.tw

WT understands that PEOPLE are the most important asset of an enterprise. In order to create a better work environment for employees and attract professional talents to join the Company, WT follows the laws and regulations of the countries where its business bases are located, as well as the Social Policy and Code of Conduct formulated to meet its commitment to safeguard labor rights. Recruitment-related activities have been planned and executed according to the annual headcount plan of each department. In accordance with Article 38, Paragraph 1 of the People with Disabilities Rights Protection Act, WT employs a sufficient number of people with disabilities, simplifies the work process and assigns appropriate work to accommodate their needs, and provides timely care and encouragement from time to time.

As of the end of 2023, all the employees across WT’s operating sites are permanent and full-time hires. There are no employees on fixed-term (Labor regulations in China require employment contracts be signed in the form of fixed-term contracts in the first two years. However, all WT staff are on non-fixed-term contracts, so new employees who signed fixed-term contracts for the first two years with the Company are not separately counted), part-time (hourly paid), or zero-hour contracts. There are a total of 25 cleaning staff and 12 drivers who are working at WT and not employed by WT.

WT’s four core people-oriented concepts

Diversifying recruitment channels and developing promising talents
WT recruits talents aligned with WT’s core values via multiple channels including job bank websites, online platforms (such as LinkedIn, CakeResume, Blink, etc.), campus career centers, partnerships with universities, colleges, departments, as well as internal referrals. A complete training and development plan is provided to ensure talents translate learning into performance effectively, and thereupon build a talent pool ready for a rapidly-changing future. In 2024, an internal recruitment system will be designed and implemented for mid- and high-level supervisors transferring to another department and employees to another job.

In 2023, WT made some post-pandemic adaptations to its recruitment practices. In addition to strengthened publicity through various recruitment platforms, WT gave several on-campus recruitment presentations again, offering various full-time and internship vacancies. In order to develop talents while allowing students to apply what they have learned and gain work experience, a number of internship opportunities for different types of work will be offered in 2024 (such as sales, FAE, procurement, PO management, information, process optimization, human resources, etc.), totaling more than 20 vacancies. In addition, WT will also work with universities in cultivating promising talents, by providing scholarship funds to the College of Social Sciences, National Chengchi University and College of Engineering, Donghai University in 2024.

Bringing in new blood to maintain corporate vitality
In response to the rapid development, WT secures a competitive edge for the future by keeping a talent pool in line with the group’s long-term development strategy, and an optimized array in terms of level, number and structure. As of the end of 2023, the total number of WT employees was 3,463, a decrease of 84 employees, or 2.37%, compared with 2022, of which women accounted for 41.26%. Women account for 30.80% of managers, and 28.81% of mid-level and above supervisors. In particular, women account for 22.62% of supervisors in the sales department. In 2024, the value of diversity, equality and inclusion will be further promoted, with a goal of 35% female managers by 2029.

In 2023, the turnover was 14.93%, or 517 employees; and the voluntary turnover was 14.84%, or 514 employees. There was a merely 0.09 percentage point difference. By age, the turnover was only 5.62% among those aged 50 and over, and a higher 32.79% among those under 30 years old. In 2023, the new hire rate was 11.98%, or 415 employees. By gender, there was a merely 0.98 percentage point difference. By age, the new hire rate is a higher 32.79% among those aged under 30 years old, however, the 5.62% among those aged 50 and over is up 3.36% relative to 2022.

WT’s success is a result of an array of excellent talents and a team of young workers. With as many as 94.80% of its employees having a college degree or above, WT is able to cope with the fast-changing business environment and market trends with timely responses, innovative ideas and energy.

Professional team drives innovation and creates edges in the sector

WT’s management is mainly made of professionals in the electronic information industry. The marketing personnel at the front line have years of experience in trade marketing. The professional logistics support and technology R&D personnel, who are the proud of WT, promote existing products, strive for new agency lines and solve customer needs externally, and continuously improve the financial business system internally. The major managers have more than 10 years of experience in the semiconductor trade industry. The accumulated agency business and insight of market development trends gained over the years help them develop businesses and visions, and continue to run the operations towards prosperity. Therefore, WT strives to develop major functions of human resource management to make the best use of its talent pool, promote organizational development, and achieve the goals of “matching people with jobs, getting the right people for the right jobs, and making the best use of people’s talents.”

Employees are brought closer with diversified community activities

Posted on by janis_wu@bwnet.com.tw

WT has seven major clubs‭. ‬They offer exclusive courses and activities for their members‭, ‬as well as a wide range of activities with different themes‭, ‬large and small‭, ‬for all employees to join‭. ‬A variety of public interest activities are organized to advocate environmental protection and social care‭, ‬during which employees may relax and have fun through meaningful club activities‭, ‬and build family and parent-child relations‭. ‬The club general assembly held at the beginning of each year allow new employees to‭ ‬know and choose their favorite clubs to join‭. ‬The company makes continuous efforts to seek breakthroughs and set up more different types of clubs for a diversified all-round development‭, ‬so that employees may enjoy hobbies and physical and mental relaxation after work‭.‬

Club activities are actively promoted to foster chemistry between colleagues.

Annual WT Cup badminton and basketball games were held to promote health‭ ‬and sports‭.‬

Annual WT Cup badminton and basketball games were organized to enhance communication and entertainment among employees through competitions‭. ‬The company provides prize money‭, ‬trophies‭, ‬medals and a fully-equipped venue‭, ‬so that employees can experience the‭ ‬atmosphere of a formal competition‭. ‬Customers and manufacturers are widely invited to team up and participate in the games‭, ‬so‭ ‬as to build friendship in the court or field‭, ‬enhance interaction‭, ‬letting go of work pressure‭, ‬and share pure enthusiasm for sports‭. ‬In order to promote ball games‭, ‬WT Cup Friendship Games are planned to be held in 2023‭. ‬The match format and scale will be‭ ‬adjusted and partner companies invited to form teams for round-robin matches‭. ‬WT values and promotes health and sports to a broader extent‭.‬
Marathon Club‭: ‬Challenging self limits

The club participated in five marathon competitions in 2022‭, ‬including Sanchong National Marathon‭, ‬Alishan Cloud Road Run‭, ‬New Taipei City Railway Marathon Relay‭, ‬Far East New Century Classic Marathon‭, ‬and Suhua Marathon Road Race‭. ‬The club has two boss-level runners‭. ‬The club president Chang Jiajun won the seventh place in the Soochow International Ultra-marathon 2022‭, ‬and the club member Lu Shimiao‭, ‬ranked 86th among the top 100‭ ‬women Marathon runners in Taiwan‭, ‬won the championship in the Sanchong National Marathon in District‭.‬

 

Many employees who have long been fond of road running often participate in large and small competitions‭, ‬encourage each other to finish the competition‭, ‬and exchange health care and sports information with each other‭. ‬It is their enthusiasm after work‭. ‬The company also provides subsidies and publicity to invite more employees to participate‭, ‬in hope to make sports-loving one of its key elements and a part of WT spirits‭.‬

 

 

Physical and mental health of employees are cared for with flower arrangements and‭ ‬low-carbon diet cooking

The flower arrangement club holds flower arrangement courses from time to time‭. ‬The extensive courses provide a variety of plant‭ ‬knowledge‭, ‬and increase the awareness of the crucial role of green plants in slowing down global warming and effectively improving the green atmosphere in the office‭. ‬Green life is contributed by practices in all aspects‭. ‬When employees brought their own‭ ‬pots to redecorate‭, ‬they did not only give the pots a new chance‭, ‬but also put the concept of recycling and reuse into practice‭.‬‭ ‬On the occasion of Thanksgiving‭, ‬a pressed flower plate making session was organized from the perspective of‭ “‬food‭”. ‬Through plate making‭, ‬gratitude and respect were expressed for the food and everyone of us who have worked so hard for it‭. ‬Not wasting food is an act of conservation‭, ‬as it eventually reduces carbon emissions‭. ‬The Cooking Club has a series of courses centered around‭ ‬the theme of eating vegetables for better health‭. ‬With healthy low-carbon diet as the main orientation‭, ‬it advocates healthy diet among employees‭. ‬The employees are taught to select seasonal and local ingredients‭, ‬get a variety of whole food whenever possible‭, ‬and purchase and eat in moderation without wasting‭, ‬as keeping a healthy low-carbon diet contribute to the protection of earth as well as the health of the employees and their own families‭.‬

 

Weekly Fruit Day is offered for employees‭’ ‬health and diet in partnership with small farmers‭.‬

Selected fresh delicious drinks without safety concerns are provided‭. ‬Coffees are prepared with top Swiss automatic coffee machines using carefully selected quality coffee beans that have passed SGS toxin tests‭. ‬Tea drinks are brewed from organic tea from‭ ‬a non-toxic natural farming plantation in Ruisui‭, ‬Hualien‭. ‬High-quality fresh milk drinks certified with FSSC 22000‭ ‬Food Safety‭ ‬Management System are strictly checked for impurities and expiration date upon arrival to ensure that employees enjoy the safest‭ ‬and healthiest fresh milk‭.‬

WT is committed to advocating the importance of balanced meals and breakfast‭. ‬Breakfast bar events were organized to provide a variety of healthy and balanced meals‭. ‬With the concept of‭ “‬eat less meat and more vegetables‭; ‬reduce carbon and increase health‭”‬‭, ‬plant-based diet activities were held to promote low carbon diet and serve the purpose of energy saving‭, ‬carbon reduction‭, ‬health enhancement‭, ‬and physical burden alleviation‭. ‬This year‭, ‬an elaborate breakfast bar was arranged for Christmas‭. ‬While senior‭ ‬executives dressed in Santa Claus served meals‭, ‬employees enjoyed a delicious breakfast and received Christmas gifts‭, ‬making it‭ ‬an unforgettable Christmas with a double surprise‭.‬

 

On the weekly Fruit Day‭, ‬healthy and safe fresh fruits from our small long-term partner farmers in central Taiwan are offered to‭ ‬the employees‭. ‬The direct fruit procurement from the place of origin improve the farmers‭’ ‬income‭, ‬so that they can focus on growing healthier and more delicious fruits‭, ‬reduce the use of pesticides and allow the land rest‭. ‬Direct delivery from the place of origin also reduces food carbon footprint‭.‬

 

While the fruits are distributed‭, ‬their grower’s story is told and words shared‭. ‬The transparent production and marketing creates an emotional bond between employees and the fruits in their hands‭. ‬In 2022‭, ‬a total of 16.13‭ ‬metric tons of fresh fruit were purchased‭. ‬From the launch of Fruit Day to the end of 2022‭, ‬a total of 74.18‭ ‬metric tons of fruit have been purchased to benefit‭ ‬20‭ ‬fruit farmers‭.‬

                       

Mutual benefits are reached from the partnership with 20 fruit farmers.

Arts and culture are promoted to cultivate multicultural literacy

Reading motivates advancement‭!‬

WT Library focuses on promoting the development of reading habits‭, ‬and regularly adds books in various fields every month‭, ‬so that employees can cultivate humanistic qualities‭, ‬relax their body and mind‭, ‬and broaden relevant knowledge in their spare time‭. ‬The company has a spacious‭, ‬bright and comfortable rest space‭, ‬where employees may take a break from work‭, ‬enjoy a free cup of coffee or other drinks‭, ‬read a magazine‭, ‬so as to open their mind to new ideas‭.‬

Concerts were organized for public interests and arts promotion‭.‬

The 2222‭ – ‬Future Choice original sustainable concept exhibition tickets were given out for employees to acquire knowledge from‭ ‬different sources‭, ‬and improve interaction with their families‭. ‬Supports were given to both arts and charity through the World Citizen Academy Concert‭, ‬Tribute to the Giants Concert‭, ‬and WT x DBS‭ ‬Chinese New Year Public Welfare Group Promotion Concert‭.‬

(Right photo) WT Foundation Chairman David Yang attended the OX Nativa Concert co-organized by WT and DBS Bank.

 

Sense of celebration and ritual was created to surprise the employees‭.‬

In addition to the year-end bonus‭, ‬a series of festivities were organized to celebrate the Mid-Autumn Festival in 2022‭, ‬one of which involved a team challenge requiring timely accomplishment of a mission‭. ‬It was an efficient team building exercise‭, ‬and effective training for concentration and calmness‭. ‬Another activity was Spin the Luck‭. ‬Employees can scan the QR Code with their mobile phones to play lucky wheel and win charity products and practical gifts‭. ‬The generous prizes‭, ‬convenient access‭, ‬and festive surprises attracted a lot of participation‭.‬

Health of every employee is valued with prevention and promotion measures

Posted on by janis_wu@bwnet.com.tw

WT currently has a full-time health manager in Taiwan to plan and promote employee health management‭. ‬In addition to providing health check consultation and advice to employees‭, ‬doctors are also invited to the company every month for medical consultation services‭. ‬

 

Employees are entitled to a health check expense subsidy once every year‭, ‬which is better than required by the laws and‭ ‬regulations‭. ‬There is also a flexible accumulation system‭, ‬allowing employees to choose from a wider range of checkup items with the amount accumulated for up to two years‭. ‬In the middle of 2021‭, ‬due to a severe COVID-19‭ ‬outbreak‭, ‬the annual health checkup program was suspended in order to protect the safety of employees‭, ‬so the annual health checkup rate was a relatively low of 28%‭. ‬In 2022‭, ‬as the COVID-19‭ ‬situation improved‭, ‬it was resumed after evaluating and considering a number of matters‭, ‬and the checkup rate was as high as 83%‭.‬

 

A variety of health checkup packages‭ (‬such as cardiovascular programs‭, ‬gastroenteroscopy programs‭, ‬etc‭.) ‬were planned and provided to employees to choose from‭. ‬After the health checkup‭, ‬a professional team will analyze and explain the report‭, ‬define management standard by health checkup result levels‭, ‬and give appropriate treatment accordingly‭; ‬Level 1‭ ‬is normal‭, ‬Level 2‭ ‬will be given occupational health education guidance‭, ‬Level 3‭ ‬be given occupational medical consultation and health education‭, ‬and Level 4‭ ‬be referred to specialized medical attention or treatment after an occupational medical interview‭.‬

 

The epidemic situation in 2022‭ ‬was still not taken lightly‭. ‬Continuous environmental disinfection operations and epidemic prevention safety and health management were still the top priorities‭. ‬In addition‭, ‬free Oriental Influenza Cell Culture Vaccines were‭ ‬offered to 323‭ ‬individuals‭. ‬The health lectures which used to be held in-person were video-recorded and put on the online education and training platform for employees to learn healthcare and well-being knowledge‭. ‬To assist employees who were ill with COVID-19‭ ‬or under inconvenient quarantine‭, ‬care boxes were offered‭, ‬and a dedicated person was appointed to provide necessary assistance during the period‭. ‬Since June 2022‭, ‬448‭ ‬boxes have been sent out‭ (‬as of February 2023‭). ‬Each office has an emergency contact person‭, ‬who was appointed to provide effective first aid instructions in case of emergency‭. ‬Otherwise‭, ‬there are blood pressure gauges available at designated locations to look after the health of employees at any time‭. ‬WT also put in place multi-functional classrooms exclusively accessible by employees‭, ‬and organizes various sports courses to encourage employees to develop good‭ ‬exercise habits‭, ‬and enhances their awareness of self-health management‭.‬

 

In 2023‭, ‬physical therapists are planned to be invited on-site every quarter to provide guidance on the prevention of ergonomic‭ ‬hazards‭, ‬dress and bandage in the case of muscle soreness and discomfort after exercise‭, ‬and give advice on how to exercise correctly‭. ‬The frequency of on-site visits will be increased subject to the needs of employees‭.‬

Four major plans for employee health protection

Maternal health protection program

WT Taiwan employees‭, ‬including cleaning and other contractors‭, ‬are all eligible for WT’s four major health protection plans‭. ‬There is no shift or night work‭. ‬In addition to maternity inspection leave‭, ‬employees are entitled to maternity leave and parental‭ ‬leave as specified by the laws and regulations‭. ‬The Maternal Health Protection Plan was introduced to ensure the childcare-work‭ ‬balance for female employees‭. ‬The Plan provides dedicated nursing rooms‭, ‬professional health and safety consultations during pregnancy‭, ‬postpartum and lactation periods during maternal health protection‭, ‬as well as priority parking spaces and other maternity-friendly work environment measures‭. ‬In addition‭, ‬related publications in the reading area are available for borrowing‭, ‬such as Mombaby‭, ‬Parenting magazines‭, ‬etc‭..‬

Prevention of abnormal workload-triggered diseases

In order to avoid abnormal workloads‭, ‬supervisors at all levels are required to take the initiative to care for the labor conditions of employees‭. ‬Any health problems may be reported to the health manager for assistance and care‭. ‬Health consultation and abnormal workload assessment are available during the monthly doctor consultation service‭.‬

Illegal infringement prevention‭

WT posts related announcements in the workplace‭, ‬and clearly stipulates the complaint hotline and dedicated e-mail in the work rules‭. ‬If an employee is sexually harassed‭, ‬stalked or illegally violated in the performance of duties‭, ‬a complain may be filed‭. ‬In order to protect the rights and interests of the complainant‭, ‬the person who accepts the complaint will handle it in a confidential manner‭, ‬and will not disclose the name of the complainant or other relevant information sufficient to identify the complainant‭. ‬the person receiving the complaint shall make a written record of the handling of the case‭, ‬and follow the guidelines for‭ ‬the prevention of illegal infringement in the performance of his or her duties‭. ‬The relevant proceeding records shall be kept for three years‭.‬

Prevention of ergonomic hazards‭

The nature of WT’s work is mainly static work in the office area for a long time‭, ‬which may have impacts on chronic muscle‭, ‬fascia‭, ‬and intervertebral discs‭. ‬WT provides employees with adjustable desks and chairs to reduce the risk of such ergonomic hazards‭. ‬The workstation can be adjusted according to individual needs‭, ‬so that workers can work according to correct vision and healthy posture‭. ‬There are also standing rest office areas to reduce sitting time‭. ‬In addition‭, ‬seven robot vacuum cleaners were purchased for the cleaning staff to reduce repetitive gestures‭.‬

 

Relevant awareness posters have been posted on the health bulletin board on each floor‭. ‬Professional physical therapists are planned to be invited to provide one-on-one consultation and health education in 2023‭ ‬to adjust incorrect posture‭, ‬relieve discomfort‭, ‬and provide treatment when necessary‭, ‬such as fastening to relieve pain from carpal tunnel syndrome‭.‬

Health promotion

WT organized a weight loss game from March to May 2017‭ ‬which was participated enthusiastically by a total of 197‭ ‬individuals and‭ ‬46‭ ‬groups‭. ‬The game lasted for three months and saw a total of 534‭ ‬kilograms lost‭. ‬Encouraged by the success in 2017‭ ‬and in response to the impact of the epidemic on lifestyle and pace in recent years‭, ‬WT decided to organize another weight loss game and offer more competitions and prizes‭, ‬so that employees can improve their health and physical fitness through the weight loss event‭.‬

 

A series of weight loss activities were held from October 2022‭ ‬to January 2023‭. ‬During the 15-week game period‭, ‬weekly challenge‭ ‬tasks were offered with point collection activities‭, ‬healthy exercise courses‭. ‬Those who achieve good results every week received healthy meals for one week‭, ‬and those who achieve the goals will receive points to be collected‭.‬

During the weight loss‭, ‬due to the gradually increased difficulty of the task challenges‭, ‬many contestants had the idea of giving up‭. ‬However‭, ‬every time they gathered for weighing‭, ‬they cheered each other up‭, ‬shared experiences‭, ‬and exchanged weight loss‭ ‬tips‭. ‬Heartwarming and vying at the same time‭, ‬the game increased interaction and communication among employees‭. ‬The contestants‭ ‬hung on in until they saw the amount of weight lost from the weighing scale with a sense of achievement‭. ‬Some people were moved‭ ‬to tears when they saw their own photos before and after weight loss on the results day‭. ‬The weight loss game came to a perfect‭ ‬ending with vigorous rounds of applause‭.‬

 

The game strives for healthy weight loss and effective fat loss‭. ‬In order to allow employees to lose weight and fat step by step‭, ‬professional coaches were commissioned to design exercise courses‭, ‬which include systematic aerobic exercise and muscle strength training for muscle gain and fat loss‭. ‬The contestants were also provided dietary advice and physical sculpture guidance in accordance with personal physical conditions‭.‬

 

Several award winners mentioned in their testimonials that they successfully lost weight thanks to their own willpower and perseverance‭, ‬as well as mutual encouragement among employees‭, ‬and that healthy diet and proper exercise are the only ways to lose weight‭.

 

‬Apparently‭, ‬the weight loss game not only achieved the goal of health promotion‭, ‬but also enhanced the revolutionary sentiment among employees‭. ‬Health is more than the decreasing readings on the scale at the end of the game‭, ‬but a matter of long-term‭ ‬struggle‭.

 

‬Therefore‭, ‬a‭ “‬Persistence Award‭” ‬was put in place for those who maintained health without regaining weight‭. ‬The game‭ ‬had a limited time and incentives‭, ‬but it is WT’s relentless pursuit to keep every employee healthy‭. ‬The game was participated by a total of 423‭ ‬individuals and 85‭ ‬groups from the Taiwan headquarters‭. ‬By the end of the game‭, ‬the total weight loss was 890‭ ‬kg‭. ‬The number of participants and total weight loss have both increased significantly compared to 2017‭.‬

 

Hazards are prevented to create a safe and safe workplace for employees

Posted on by janis_wu@bwnet.com.tw

WT adheres to the occupational safety and health‭ (‬OSH‭) ‬policy of‭ “protecting employees and preventing hazards‭”. ‬It put in place‭ ‬an OSH system pursuant to the provisions of the Occupational Safety and Health Law‭, ‬and appoints OSH managers‭, ‬fire protection administrators‭, ‬first-aid personnel‭, ‬etc‭. ‬In addition‭, ‬an OSH Committee was established in accordance with the laws and regulations with members including OSH managers‭, ‬heads of departments‭, ‬supervisors‭, ‬command personnel‭, ‬OSH-related technical personnel‭, ‬medical personnel engaged in labor health services‭, ‬and labor representatives‭. ‬The employee representatives account for 30%‭ ‬of the Committee members‭, ‬and four meetings in total were held in 2022‭. ‬Regular analyses are performed to identify potential risks and possible hazards of operations in the work environment‭. ‬The work safety operation flow chart is reviewed for hazard causes‭, ‬in‭ ‬order to classify possible hazards and prevent them so as to achieve the goal of zero disasters‭.‬

Facilities can not be activated until passing strict safety compliance assessment‭.‬

Before construction starts‭, ‬WT always conducts a complete safety assessment‭, ‬requires the signing of a safety and health commitment letter‭, ‬and plans emergency exit routes instructions and indicators‭, ‬fire protection facilities‭, ‬surveillance equipment‭, ‬fire and security alarm systems‭. ‬User license will not be issued until all the specifications are met‭.‬

Zero accidents were recorded for three consecutive years‭.‬

In 2022‭, ‬no disabling injuries were reported from any of WT’s operating bases in Taiwan‭. ‬Therefore‭, ‬the occupational injury deaths‭, ‬disabling injuries‭, ‬total case incident rate‭ (‬TRIR‭), ‬and lost time injury rate‭ (‬LTIR‭) ‬were all zero‭. ‬No work-related injuries were reported among suppliers and contractors who worked in WT’s offices or logistics centers either‭, ‬with thus 0‭ ‬TRIR and LTIR‭.‬

Regular drills and training are held to strengthen employees‭’ ‬safety awareness and crisis management‭.‬

In order to ensure that all employees are familiar with OSH laws and regulations and the company’s safety and health management‭ ‬mechanism‭, ‬WT Taiwan regularly conducts safety-related training and drills‭. ‬Refresher training is scheduled for OSH managers‭, ‬fire protection administrators‭, ‬and first-aid personnel in accordance with the laws and regulations‭.‬

Risk prevention has been properly planned with adequate security inspection measures‭.‬

Pursuant to fire protection laws and regulations‭, ‬WT has installed adequate protective facilities in the workplace‭, ‬divided fire‭ ‬prevention management into zones‭, ‬and appointed responsible employees on each floor to conduct a periodic key-point inspection‭ ‬every month to prevent accidents from happening‭. ‬Relevant persons are sent to participate in the fire drill and training held by‭ ‬the management committee every year to be informed of the Park’s emergency exit and evacuation plan‭. ‬A third-party fire protection institute is commissioned to carry out maintenance and reporting‭, ‬and a fire protection job assignment and drill is organized in March and July every year to strengthen all employees‭’ ‬emergency evacuation and response capabilities‭. ‬In 2022‭, ‬a night-time security patrol routine by dedicated personnel was introduced to check that unnecessary power supplies and lights in the office are turned off at night‭. ‬The three logistics centers‭ (‬Taiwan‭, ‬Hong Kong‭, ‬and Shenzhen‭) ‬have all completed the fire extinguisher demonstration and hands-on training‭, ‬and conducted fire drills‭.‬

A work environment of mutual trust and respect between employers and employees is created through communication and trust

Posted on by janis_wu@bwnet.com.tw

WT values the welfare and rights of its employees and actively promotes harmonious relations between management and labors‭. ‬Work‭ ‬rules and various management regulations have been formulated in accordance with the Labor Standards Act and relevant laws and‭ ‬regulations‭, ‬and the Code of Practice for Sustainable Development has also been formulated to specify the rights and obligations‭ ‬of both employers and employees in management matters‭, ‬so that employees can fully understand‭, ‬comply with‭, ‬and protect their legitimate rights and interests‭. ‬In the case of any major changes in the operating conditions that may affect employees‭’ ‬rights and interests or work environment‭, ‬WT informs employees within the statutory minimum notification period in order to protect employees‭’ ‬rights and interests‭.‬

People-oriented management philosophy

Human rights risk assessment is implemented to‭  ‬create a suitable work environment

WT follows international human rights conventions and initiatives such as the Universal Declaration of Human Rights‭, ‬the United‭ ‬Nations Global Compact‭ (‬UNGC‭) ‬and the Declaration of Fundamental Principles and Rights at Work issued by the International Labor‭ ‬Organization‭ (‬ILO‭). ‬We have formulated a Social Policy and Code of Conduct‭, ‬which was signed by the Chairman and published on the company’s official website as a standard for all employees‭, ‬clients‭, ‬suppliers and other stakeholders to follow‭.‬

 

In 2022‭, ‬a human rights risk assessment covering 13‭ ‬items in five categories was carried out at WT headquarters in Taiwan and found no high-risk employees‭. ‬In addition‭, ‬WT continues to raise the awareness of human rights issues for all employees through various education and training mechanisms‭, ‬including education in pre-employment orientation for new employees‭, ‬and through the WT‭ ‬e-Learning Academy‭, ‬where employees can browse relevant online courses at any time‭. ‬A total of one human rights education and training was offered to new hires in 2022‭, ‬and 206‭ ‬of the 206‭ ‬employees required to take the training have completed the training‭.‬

 

Multiple channels are put in place for smooth communication

WT provides a good platform for communication so that all relevant parties can access the stakeholders‭’ ‬section on the company’s‭ ‬official website‭. ‬Employees may express their opinions to HR via email‭, ‬telephone calls or in writing to communicate with the company in two-way with regard to problems or concerns they encounter in work systems and environments‭. ‬Each responsible unit will properly handle and provide feedback or improvement solutions to achieve effective communication‭.‬

 

In addition‭, ‬regular executive and departmental meetings are held‭, ‬and employees are kept informed of operational changes that may have a significant impact on them by means of announcements‭. ‬As of now‭, ‬employees‭’ ‬rights and interests are well protected and there have been no major employer-employee disputes or negotiations‭. ‬With good communication and interaction between the two parties‭, ‬it is believed that a harmonious labor relations in the future will sustain‭.‬

Excellent incentive system is in place to maximize value of talents

Gender equality is ensured and gender distribution by function optimized in workplace‭.‬

WT respects gender fairness and equality in pay‭. ‬Nevertheless‭, ‬an analysis of the existing employee makeup found that male employees are mostly in business positions‭, ‬which have a reward system for performance bonuses‭, ‬or in application engineering related‭ ‬positions‭, ‬which also have a higher pay due to the external salary benchmark‭; ‬while female employees are mostly in logistics positions providing support for operations‭. ‬The gender difference in salary is mainly caused thus by different reunification structures for different functions‭. ‬WT will continue to improve the gender ratio of STEM‭ (‬technology‭, ‬engineering and other occupations‭) ‬and optimize the gender makeup of all functions to close the gender pay gap‭.‬

Variable performance bonuses are distributed to share surplus results‭.‬

In addition to providing employees with market-competitive fixed salaries‭, ‬WT designs quarterly‭ (‬or annual‭) ‬variable performance‭ ‬bonuses based on the overall operation profile‭, ‬the achievement of departmental goals‭, ‬individual performance and the nature of‭ ‬duties under consideration‭, ‬so as to share operational achievements with employees and motivate them‭. ‬WT also offers long-term‭ ‬incentives‭, ‬with deferred compensation linked to the company’s long-term performance‭, ‬to senior managers and key personnel‭. ‬In the past four years‭, ‬the average salary of full-time employees who were not in executive positions has increased over the years‭. ‬The average salary was NTD 1.425‭ ‬million in 2022‭, ‬3.79%‭ ‬up compared to 2021‭. ‬The reason for the increase is the normal salary adjustment‭, ‬and there is no special adjustment‭. ‬In addition‭, ‬the ratio of the standard starting salary of entry-level personnel‭ (‬regardless of gender‭) ‬at the Taiwan headquarters to the local minimum salary is 1.15:1‭.‬

Employee Stock Ownership Trust is established with 100%‭ ‬Company Incentive

In September 2020‭, ‬WT established an Employee Stock Ownership Trust‭, ‬with employees‭ (‬members‭) ‬jointly organizing the Employee Stock Ownership Trust Management Committee‭. ‬Employees contribute a fixed amount from their monthly salaries‭, ‬while the company also contributes 100%‭ ‬of the incentive money to the Trust’s dedicated account‭. ‬By allowing employees share operational growth‭, ‬the‭ ‬trust does not only retain talents as intended‭, ‬but also help employees to accumulate wealth through small savings and secure their pension in the future‭.‬

Full contribution is made to the pension fund to fully protect employees‭’ ‬retirement life

People-oriented WT not only values benefits for its employees during their employment but also actively takes care of their lives after retirement‭. ‬The Supervisory Committee of Employee Retirement Reserve Fund was established for employees who choose to stay in the pension scheme of the Labor Standards Act‭. ‬The Committee is composed of nine members‭, ‬of whom three represent the employers and six represent the employees‭, ‬and is re-elected once every four years‭. ‬The Committee reviews and approves the amount of‭ ‬the employee pension fund and its deposits and payments to ensure labor rights and interest‭. ‬The pension reserve is set aside at 2%‭ ‬of monthly wages and deposited in a special account in the Bank of Taiwan‭. ‬An actuary was appointed to issue an actuarial report on the employees‭’ ‬pension fund for 2022‭, ‬which shows that the present value of the defined benefit obligation is NTD219,430,000‭ ‬and the fair value of plan assets is NTD160,589,000‭, ‬which met the requirements of a full provision by government decree‭. ‬In addition‭, ‬for employees who choose to apply for the labor pension plan under the Labor Pension Act‭, ‬a monthly contribution of‭ ‬not less than 6%‭ ‬of salaries and wages is made to the employees‭’ ‬personal accounts at the Bureau of Labor Insurance‭.‬

 

WT believes that only by providing employees with a secure work environment and a fair welfare system can employees fully contribute their talents without any worries and thus create maximum value‭. ‬The benefits provided to‭ ‬the entire Group’s full-time employees in 2022‭ ‬included group insurance‭, ‬wedding gift money‭, ‬maternity allowance‭, ‬consolation money‭, ‬health checkups‭, ‬holiday gifts‭, ‬company outings‭, ‬departmental and club activities‭, ‬seminars‭, ‬and welfare items‭. ‬The spending on these benefits was approximately NTD101.54‭ ‬million‭.‬

WT attentively undertakes the best career planning for its employees

Posted on by vicky_yeh@bwnet.com.tw

Corporate development stems from our belief in the cultivation of talent. WT group stresses the importance of employees’ overall development and creates a working environment suitable for the right people. In a fast-changing environment, in order to equip our employees with the ability to respond to future changes, WT has established a training and development plan to effectively transform learning into work results.

 

In 2021, WT invested a total of NT$3,412,800 in education and training, with a total of 628 training sessions, 16,167 participants and 6,490 training hours. Due to the deadline for the preparation of this report, the overseas subsidiaries only collected education and training data on the Code of Conduct and will continue to improve in 2022 by collecting education and training data on all employees.

 

According to the analysis of job categories, the average training hours of other categories are approximately equal, except for the training hours of junior supervisors, which are fewer. The average training hours for all employees was 2.53 hours, which is less than 0.2 hours different from the total average number of training hours by gender.

 

Want Talent Program, an all-round career development without limits

To provide a better career pathway program, WT launched the ″Want Talent″ elite training program. In addition to soft skills and technical courses, through job rotation training and participation in important projects and largescale conferences, employees can gain a more comprehensive understanding of the core concepts of the company’s operation. Furthermore, senior executives and the human resources department will regularly show care for employees, provide career guidance, and plan individual advancement goals and development, so as to keep them in a changing and challenging work environment. At the same time, salary adjustment and rank promotion has been made according to performance and market standard of the individual, providing market competitive salary and perfect benefits.

 

Inaugurating a digital learning platform, which can be accessed remotely from home

With the advent of the digital era, WT introduced the “WT e-Learning Academy,” a digital learning platform that combines online and in-person learning. Over the past three years, due to the pandemic, learning styles have changed and the proportion of digital learning has increased. Based on our training development plan, WT e-Learning Academy has established five-course categories, combining e-newsletters, knowledge center, and online courses to integrate internal and external resources and enrich the platform’s contents, while becoming a platform for linking WT’s knowledge transmission and communication. WT will continue to refine and hold regular course planning workshops in the hope of providing richer training resources to all colleagues through continuous innovation.

Devoted employees are the biggest push behind the people-oriented company

Posted on by janis_wu@bwnet.com.tw

WT understands that PEOPLE are the most important asset of an enterprise‭, ‬and the biggest push for the company comes from devoted employees‭. ‬In order to create a better work environment for employees and attract professional talents to join the company‭, ‬WT‭ ‬follows the laws and regulations of the countries where its business bases are located‭, ‬as well as the Social Policy and Code of Conduct formulated to meet its commitment to safeguard labor rights‭. ‬Recruitment-related activities have been planned and executed according to the annual headcount plan of each department‭.‬

 

As of the end of 2022‭, ‬all the employees across WT’s operating sites are permanent and full-time hires‭. ‬There are no employees‭ ‬on fixed-term‭,  ‬part-time‭, ‬hourly paid‭, ‬or zero-hour contracts‭. ‬In Taiwan‭, ‬there are eleven cleaning workers who are dispatched‭ ‬by the cleaning contractor and not employed by WT‭, ‬and no non-employee workers of other nature‭. ‬A goal was set for 2023‭ ‬to collect complete information on the number of non-employee workers and the nature of their work across all the overseas bases‭, ‬so as‭ ‬to improve the manpower statistic‭.‬

WT’s four core people-oriented concepts

concept 1:Talents are sought through diversified channels and provided with complete‭ ‬education and training‭.

WT recruits talents aligned with WT’s core values via multiple channels including job bank websites‭, ‬online platforms‭ (‬such as‭ ‬LinkedIn‭, ‬CakeResume‭, ‬Blink‭, ‬etc‭.), ‬campus career centers‭, ‬partnerships with universities‭, ‬colleges‭, ‬departments‭, ‬as well as internal referrals‭. ‬A complete training and development plan is provided to ensure talents translate learning into performance effectively‭, ‬and thereupon build a talent pool ready for a rapidly-changing future‭.‬

 

In 2022‭, ‬WT Group’s recruitment practices were adapted to the COVID-19‭ ‬pandemic‭. ‬In addition to strengthened publicity through various recruitment platforms‭, ‬further efforts were also made on-line include‭:

In 2023‭, ‬WT Group will continue to advertise job vacancies to students via both on-campus and online recruitment presentations‭, ‬and EDM recruitment materials provided to colleges and universities‭. ‬It will also outreach to students by getting involved with‭ ‬student associations‭, ‬clubs and events‭.‬

concept 2:Out standing young talents are recruited to maintain corporate vitality‭.‬

In response to the rapid development‭, ‬WT secures a competitive edge for the future by keeping a talent pool‭  ‬in line with the group’s long-term development strategy‭, ‬and an optimized array in terms of level‭, ‬number and structure‭. ‬By the end of 2022‭, ‬after‭ ‬the acquisition of one subsidiary‭, ‬the number of WT Group employees has grown to 3,547‭, ‬an increase of 983‭ ‬employees‭, ‬or 38.34%‭,‬‭ ‬compared to 2021‭, ‬of which women accounted for 41.98%‭. ‬Women accounted for 30.07%‭ ‬of managers‭, ‬28.05%‭ ‬of mid-level managers or‭ ‬above‭, ‬23.50%‭ ‬of business supervisors‭, ‬and 45.15%‭ ‬of non-executive personnel‭. ‬Women also accounted for 15.85%‭ ‬of STEM employees‭ ‬‭(‬science‭, ‬technology‭, ‬engineering‭, ‬or mathematics‭). ‬Overall‭, ‬the proportions of females in all employees and management were both slightly higher in 2022‭ ‬than that in 2021‭.‬

 

To ensure equitable employment opportunities‭, ‬WT does not require job applicants or new hires to give information of their race‭ ‬or ethnicity when applying for a job and on-boarding‭. ‬Regarding the talent diversity indicators required by the Sustainability Accounting Disclosure Index‭ (‬SASB‭), ‬WT will keep a close eye on any revision direction and results of the International Sustainability Standards Board‭ (‬ISSB‭) ‬before further disclosing information relating to employee ethnicity or nation‭. ‬After the acquisition of Singapore subsidiary‭, ‬as of the end of 2022‭, ‬the number of employee countries were increased to seven countries‭. ‬In 2022‭, ‬‭ ‬a mentorship system and a new hire training program were introduced for new hires to strengthen the education and training on new hires‭. ‬See‭ “‬4-3-2‭ ‬Talent Development‭” ‬for details‭.‬

The average turnover rate was 11.67%‭ ‬in the past three years‭, ‬which has been kept healthy and stable‭. ‬In 2022‭, ‬the turnover rate‭ ‬was 9.64%‭, ‬or 342‭ ‬employees‭, ‬a new low in the past four years‭; ‬and the voluntary turnover rate was 9.59%‭, ‬or 340‭ ‬employees‭. ‬By‭ ‬gender‭, ‬there was a merely 1.80‭ ‬percentage point difference between the turnover rates of men and women‭; ‬by age‭, ‬the turnover rate was only 7.84%‭ ‬among those aged 50‭ ‬and over‭, ‬and a higher 12.17%‭ ‬among those under 30‭ ‬years old‭.‬

 

In response to the stable turnover rate and the company’s operational growth needs‭, ‬the employment rate was 15.28%‭, ‬or 542‭ ‬new hires‭, ‬in 2022‭. ‬By gender‭, ‬there is a merely 0.75‭ ‬percentage point difference between the employments rates of men and women‭; ‬by‭ ‬age‭, ‬as the operation expansion require a higher demand for young talents‭, ‬the employment rate was a higher 34.93%‭ ‬among those under 30‭, ‬but still some 2.16%‭ ‬among those aged 50‭ ‬and over‭.‬

 

Note 1: Employment rate = the number of new hires of the category in the year ÷ the total number of employees in the category at the end of the year.
Note 2: Turnover rate = the number of separating employees of the category in the year ÷ the total number of employees in the category at the end of the year.
Note 3: The numbers of new and departing employees both exclude those who were newly hired and departing in the same year.

concept 3:Professionals are respected‭, ‬and team is led with experience‭.‬

WT’s management is mainly made of professionals in the electronic information industry‭. ‬The marketing personnel at the front line have years of experience in trade marketing‭. ‬The professional logistics support and technology R&D personnel‭, ‬who are the proud of WT‭, ‬promote existing products‭, ‬strive for new agency lines and solve customer needs externally‭, ‬and continuously improve the financial business system internally‭. ‬The major managers have more than 10‭ ‬years of experience in the semiconductor trade industry‭. ‬The accumulated agency business and insight of market development trends gained over the years help them develop businesses and visions‭, ‬and continue to run the operations towards prosperity‭.‬

 

concept 4:Right talents are assigned the right jobs to give full play to their skills‭.‬

WT has been able to grow steadily and continues to pursue excellence in performance thanks to its professional service team‭. ‬WT‭ ‬develops‭, ‬maintains and utilizes all human resources in the organization in the most appropriate manner so that our people and pursuits can be most appropriately coordinated‭. ‬In order to give full play to the most effective use of human resources and promote organizational development‭, ‬WT has made every effort to develop human resources management‭, ‬with a view to achieving the goal‭ ‬of‭ “To delegate the right tasks to the right people to unlock their full potential.‭”

 

Proactive training to prevent problems before they occur No work-related injuries for 3 consecutive years

Posted on by janis_wu@bwnet.com.tw

WT adheres to an occupational safety and health policy of “protecting employees and preventing hazards,” and promotes the occupational safety system in accordance with the provisions of the Occupational Safety and Health Act. We analyze potential hazards and possible hazards in operations, the causes of hazards in the flowchart of work safety operations, and possible types of hazards to be prevented, so as to achieve the goal of zero disasters.

Rigorous assessment and compliance with safety regulations before commissioning

When all of WT’s logistics centres are set up, complete safety assessments have already been conducted beforehand, including guidelines for escape routes, fire-fighting facilities, monitoring equipment, and fire-fighting and security systems. Permission for use is granted only after all the regulations are met.

Zero employee injuries, demonstrating a safe workplace and employee safety awareness

In 2021, no incapacitating injuries occurred at any of WT’s operating bases in Taiwan. Therefore, the occupational injury fatalities, serious incapacitating injuries and recordable occupational injury rate (TRIR) are all zero. Suppliers and contractors working in offices or logistics centers did not have any work-related injuries in 2021.

 

Regular drills to enhance staff safety education and training

WT not only ensures that all employees are familiar with occupational safety and health-related laws and regulations and the company’s safety and health management mechanism, but also provides safety-related education training and drills on a regular basis. In 2021, the logistics centers in Taiwan, Hong Kong and Shenzhen all held fire drills on a regular basis, and the Taiwan Logistics Center also invited the fire department to conduct fire prevention education classes. There are also occupational safety officers, first aid officers and fire prevention managers in the logistics centers, who are regularly trained in accordance with the law to keep abreast of the latest labor safety knowledge and skills.

Prevention management, develop improved security measures

In accordance with fire safety regulations, WT has set up various comprehensive protective facilities in the work environment and has delineated areas for fire prevention and management. We arranged for colleagues in charge of each floor to conduct regular inspections every month so as to prevent any possible disaster. Every year, staff members are sent to participate in fire drills and training activities organized by the Management Committee to understand the evacuation procedure forour park. Every year in March, external fire-fighting agencies carry out inspections and make reports, and fire-fighting establishments and drills are carried out in March and July every year to strengthen the escape and emergency response capabilities of the entire staff.