Category: Social

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

Awarded Taiwan iSports Certification Bringing each other closer through group activities

Posted on by janis_wu@bwnet.com.tw

WT encourages staff to set up and participate in various clubs, which can not only provide physical and mental stimulation in various ways but also cultivate interest outside work. In particular, various activities and competitions are held by sports clubs every year to promote exchanges among staff members on the one hand, and participate in various competitions externally on the other, which can also enhance staff members’ love for and participation in sports. Over the years, we have continued to arrange sports courses and activities to promote the habit of regular exercise among our staff and to build up a sporting atmosphere in the workplace so that employees can maintain a healthy lifestyle. In 2021, WT was awarded the Ministry of Education Sports Administration’s Taiwan iSports Certification.

 

Organize regular departmental activities to boost team spirit

Every year, departments offer a variety of activities including fun activities, handicrafts and printing courses to inspire creativity and improve concentration and emotional communication, which has helped participants achieve communication and coordination, enhance problem-solving skills, stimulate creativity and team spirit, and furthermore gain new interests and knowledge in the process.

Active promotion of club activities to foster chemistry between colleagues

Marathon Club: Challenging Self Limits

Every year, the Marathon Club calls on colleagues to participate in major marathons. Many of the participants are experienced road runners. In addition to encouraging each other to finish the race, they also exchange health and sports information to enhance their interest in and knowledge of sports.

     

Mountain Climbing Club: Visit the Beautiful Mountains of Taiwan

The Mountain Climbing Club’s committee members are seasoned climbers with extensive climbing experience and often lead members on treks to visit beautiful mountains and rivers. In addition to the high-level climbing activities, we also offer normal-level climbing trips with family-friendly activities.

 

Board Game Club: Brainstorming Creativity

The Board Game Club is a stimulating club that organizes regular monthly board game parties and adds new games from time to time to increase the fun of participating in board game activities. We also welcome colleagues’ family members to play board games together and select family- friendly board games for our colleagues to play with their children to bring out their talent and creativity.

 

Badminton Club: Parents and Kids Playing Together

The Badminton Club not only organizes occasional tournaments but also organizes summer camps for parents and children, encouraging them to join these camps and offering a wide range of activities to help them learn about the game, furthermore increasing parent-child interaction and fostering happy relationships.

 

Flower Arrangement Club: Bringing the Beauty of Nature Into the Office

In addition to regular monthly flower arrangement classes, the Flower Arrangement Club also holds special classes on the major festivals every year. All flower-related courses can be used as a theme, with new and special floral vessels, adding uniqueness and interest to the work.

 

Cooking Club: Sweets In Your Mouth and Sweetness In Your Heart

The cooking club offers a variety of classes in Chinese, Western, and exotic dishes and dessert baking. Cooking is done in pairs, with simple interactive games that fill the cooking classes with the aroma of food and laughter, making it not only a great way to learn cooking skills but also a great way to interact and work together.

 

Basketball Club: Developing Chemistry and Friendship

The Basketball Club not only organizes and invites other groups to participate in monthly basketball tournaments, but also organizes internal basketball tournaments to enhance communication among and recreation opportunities for colleagues. The club members’ great chemistry has helped them win the championship in the TGB basketball league.

 

 

   

 

Regular health check-ups and exercise encouragement Enhancing our staff’s overall resistance to the pandemic

Posted on by janis_wu@bwnet.com.tw

WT provides annual physicals for employees that are superior to standard ones, and plans diversified support programs. In addition to legal items, employees can also customize the contents of their physicals. After the physical, professional teams will analyze the reports and follow up on any abnormalities. In addition, WT has also set up a full-time healthcare manager to assist colleagues with health check-ups and offer advice. Plus, we invite doctors to come to the company every month to provide medical consultation, a nutritionist to come every quarter to provide professional dietary advice, and a physiotherapist who provides kinesiology treatment. We also hold health talks from time to time to improve our staff’s medical knowledge. Furthermore, there is an emergency report window in each office for effective ambulance guidance in case of emergencies, and blood pressure monitors at regular locations for the health of our staff at all times. At the same time, WT has also created a multi-functional classroom dedicated to its staff and arranges various exercise classes to encourage employees to cultivate good exercise habits and enhance their awareness of self-health management.

Living with the Virus, Preparing for the Post-Pandemic Era

During the COVID-19 pandemic, maintaining the health and safety of employees has been a top priority for WT. Starting from May 17, 2021, the operation bases in Taiwan have fully activated work diversions and remote working, and implemented various public health management regulations; in-person exercise classes have gone online so physical training regimens can continue without interruption.

Avoid Burning the Candle at Both Ends, We Create a Childcare Friendly Environment

To ensure female employees can meet the needs of childcare and work at the same time as well as comply with the requirements of the law, WT promotes the Maternal Health Protection Program, which provides breastfeeding rooms, doctor consultations, priority parking spaces and other workplace optimization measures. In order to avoid abnormal workloads, supervisors at all levels are also required to take the initiative to care for the labor conditions of employees, and if health problems are found, they should report them to the health manager for assistance and care, and arrange health consultation during the monthly doctor consultation service. If a colleague experiences sexual harassment or is wrongfully assaulted in the performance of his/her duties, a complaint hotline and a dedicated e-mail address are specified in WT’s work guidelines. In order to protect the rights and interests of the complainant, the person receiving the complaint shall handle the complaint in a confidential manner and shall not divulge the name of the complainant or other relevant information that could reveal the identity of the complainant. The person receiving the complaint shall make a written record of the handling of the complaint case and follow the guidelines for the prevention of wrongful infringement in the performance of duties, and the relevant enforcement records shall be kept for three years.

We value communication and incentive To develop mutual trust and respect between the employer and employees in the workplace

Posted on by janis_wu@bwnet.com.tw

WT values the welfare and rights of its employees and actively promotes harmonious relations between employers and employees. Work rules and various management regulations have been formulated in accordance with the Labor Standards Act and relevant laws and regulations, and Sustainable Development Best Practice Principles has also been formulated to specifically regulate the rights and obligations of both employers and employees in management matters, so that employees can fully understand them and comply with and protect their legitimate rights and interests. WT informs employees of any changes in the operating conditions before the statutory minimum notification period in order to protect the rights and interests of employees.

Implementing human rights risk assessment to create a work-friendly environment

WT follows various 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 Labour 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 2021, the results of the human rights risk assessment carried out at WT headquarters in Taiwan revealed no high-risk employees in a total of 13 items in five categories. At the same time, through various education and training mechanisms, WT continues to raise the awareness of human rights issues for all employees, including conducting publicity in pre-employment training for new employees, and through the WT e-Learning Academy, employees can browse relevant online courses at any time. The actual number of employees who completed the training was 206.

Establish 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. Internal employees can also submit their feedback through HR emails, telephone calls or in writing to communicate with the company regarding problems or issues encountered in various work systems and environments.

At the same time, we hold regular meetings with our supervisors and departments and notify our employees of operational changes that may have a significant impact on them by means of announcements. Up to 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, we can keep maintaining harmonious labor relations in the future.

WT believes that only by providing employees with a secure working environment and a perfect welfare system can employees give full play to their strengths without any worries and create maximum value. The benefits provided to full- time employees in 2021 include group insurance, wedding and maternity benefits, health checkups, holiday gifts, staff trips, departmental and club activities, various seminars, and various welfare items. The cost of these benefits was approximately NT$62.2 million.

100% retention rate after one year of reinstatement from parental leave

According to the regulations of the Gender Equality at Work Act, WT provides employees in Taiwan to apply for parental leave until their children reach the age of 3. The number of expected reinstated employees in 2021 is 7, and the actual number of reinstatement is 5 people. The number of female employees’ reinstatement in 2020 is 10. The retention rate after one year of reinstatement is 100%, and the average retention rate in the past three years is 92.86%, which shows that the reinstated employees can still adapt to work and family life after returning to the workplace.

people-oriented Our employees' team spirit is the biggest driving force for the company

Posted on by janis_wu@bwnet.com.tw

WT understands that people are the most important capital of an enterprise and that the company’s greatest impetus for progress comes from its highly motivated employees! In order to create a better working environment for employees and attract outstanding professionals to join the company, WT complies with the laws and regulations of the the areas where its operating bases are located. The Social Policy and Code of Conduct is formulated to commit to safeguarding labour rights and interests. We plan and execute recruitment activities each year in accordance with the annual plan of workforce needs of each department. As of the end of 2021, all employees of WT’s operating bases are employees with indefinite contracts and no employees with fixed-term contracts have been employed, nor have they cooperated with temp agencies to send employees to work at WT.

 

In order to protect employment opportunities and equality, WT does not require job applicants or employees to indicate their race or ethnicity when they apply for jobs and report for work. We adhere to the requirements of the Sustainability Accounting Standards Board (SASB) for talent diversity standards. Further disclosures on race/ethnicity will be made following the direction and outcome of future revisions to the International Sustainability Standards Board (ISSB), starting with national or regional disclosures in 2021.

 

The turnover rate in the last three years is 12.73%, maintaining a healthy and stable state. 295 people left in 2021 (11.51% turnover rate), which also represents a new low point pver the last three years; The difference between genders is only 1.13%. By age, the turnover rate is only 7.63% for those over 50 and 14.70% for those under 30.

 

In response to the stable turnover rate and the company’s operational growth needs, 506 new employees (19.73%) were hired in 2021, including a higher rate of female employees (22.44%). Based on age groups, the new entry rate of those under 30 years old is 51.00%, which is relatively high due to greater demands for young talent training for operational expansion, but there is still a new entry rate of 4.42% for those over 50.

 

The reason for WT’s success is not only the establishment of outstanding talent, but also of its youthful team, with 94.50% of employees possessing tertiary education or above, which enables WT to demonstrate its ability to respond to changes on time, stimulate innovative ideas and encourage vigorous energy in the face of the rapidly changing business environment and market dynamics.

 

Note: Middle and senior executives: Section head and abovel;Junior supervisors: team leaders: R&D and application engineer related duties; administrative staff: back office duties not directly related to operations; junior staff: duties directly related to operations.

1: The total rate of new wmployee formula: [(new employee hires in 2020)/(Total number full-time employee on December 31, 2020)]* 100%
2: The total rate of employee turnover formula: [(employee turnover in 2020)/(Total number full-time employee on December 31, 2020)]* 100%
3: The number of new hires and the number of employee turnover are deducted from the number of new hires who have left the company during the year.

Concept 3 | Respect professionals and lead with experience

WT’s management team is mainly made up of outstanding professionals in the electronic information industry. In addition to our front-line marketing personnel’s years of experience in channel marketing, WT is also proud of our professional back-office support and technical research and development talent. Externally, we are able to promote our current products, obtain new agent lines, and address customer needs; internally, we are constantly improving our financial business structure. Our leading managers have more than 10 years of experience in the semiconductor channel industry. With years of accumulated agency business and sensitivity to market development trends, we are able to facilitate business development and vision planning, and our operations can continue to flourish.

 

Concept 4 | Getting the right people for the right pursuits and fully utilizing people’s talents

WT has been able to grow steadily and continues to pursue excellence in performance thanks to its professional service team. We develop, maintain and utilize 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 “matching people and pursuits, getting the right people for the right pursuits and fully utilizing people’s talents”, expanding its operational bases to various countries in East Asia and Southeast Asia and recruiting individuals from different countries. The percentage of non-Chinese speaking employees has reached 14.24% in 2021.

 

In 2021, the percentage of senior executives in each area of operation employing local residents reached 85.42%
1: Senior executive refers to the executive at the division level or above.
2: The local resident of each operation base is defined as the national citizen of the operation point.