Continued growth in 2022! 28% increase in group operating revenue

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WT’s operating revenue increased by 28%‭ ‬from NTD447.9‭ ‬billion in 2021‭ ‬to NTD571.2‭ ‬billion in 2022‭. ‬The net profit for 2022‭ ‬was NTD7.6‭ ‬billion‭, ‬and the after-tax EPS was about NT$8.61‭ ‬based on the weighted average number of shares‭.‬

Continuous optimization and upgrade in the semiconductor sector

Digital transformation has been accelerating since the pandemic began‭. ‬With sustainable development‭, ‬energy conservation‭, ‬and carbon reduction as the shared goals‭, ‬the semiconductor sector will maintain strong market potential in the long run‭. ‬Despite the‭ ‬challenges from macroeconomic uncertainties and inventory adjustments in the semiconductor sector in the short term‭, ‬WT will continue to develop high-growth products for applications such as third-generation semiconductors‭, ‬electric vehicles‭, ‬energy management‭, ‬green energy‭, ‬cloud data centers‭, ‬5G communications‭, ‬etc‭, ‬of which the rapid development also demands semiconductor components‭. ‬In addition to further developing high-growth product application markets and increasing the market share‭, ‬WT will carry on digital optimization to improve operational efficiency‭, ‬optimize operational management systems‭, ‬strengthen financial control‭ ‬systems‭, ‬and strengthen human resource management to enhance our ability to provide added value in the semiconductor industry chain‭, ‬and build the foundation for a sustainable corporate‭.‬

 

A dedicated division was set up to strengthen information security management

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In view of the growing importance of information security and increasingly rampant cyber attacks‭, ‬WT set up a dedicated Information Security Department and installed a Chief Information Security Officer at the level of deputy general manager in 2022‭. ‬The Department‭, ‬composed of one dedicated director and two dedicated personnel‭, ‬is responsible for information security incident investigations‭, ‬system vulnerabilities disclosure‭, ‬and new information security architecture evaluation and introduction‭, ‬etc‭. ‬The main tasks that have been completed are as follows‭:‬

  1. The ISO/IEC 27001:2013‭ ‬and CNS 27001:2014‭ ‬verifications were obtained in 2022‭ (‬valid until October 31‭, ‬2025‭), ‬and the threats and impacts posed by information security incidents were reduced through standardized and systematic control and management‭;‬
  2. A dedicated information security mailbox was set up to receive external information security notifications from customers‭, ‬suppliers‭, ‬integrated cyber threat intelligence providers‭, ‬information equipment suppliers‭, ‬service providers‭, ‬etc‭.‬
  3. A dedicated person was appointed to collect‭, ‬analyze and keep record of information on important information security news‭, ‬vulnerability releases‭, ‬zero-day attacks‭, ‬and vulnerability utilization trends‭, ‬and rate incidents for severity‭. ‬Incident severity levels have been internally defined‭. ‬The contact person in the information division keeps record of incidents‭, ‬and‭, ‬in the case of a major information security incident‭, ‬immediately notify the Chief Information Security Officer‭. ‬The Information Security Department must verify‭, ‬eliminate and resolve the information security incident within the target processing time‭. ‬After the handling is completed‭, ‬the Incident Response team‭ (‬IR team‭) ‬must conduct root cause analysis‭, ‬track and record the implementation effectiveness of corrective measures‭, ‬so as to continuously improve the intervention methods and prevent recurrence of similar incidents‭. ‬In addition‭, ‬information security incidents have been divided into four severity levels‭, ‬and their response mechanisms and‭ ‬standard operating procedures are formulated respectively to speed up the recovery time of information system services‭.‬

Information Security Management and Protection

Software‭, ‬hardware and network protection and monitoring

WT has a dedicated information security mailbox to receive external information security notifications from customers‭, ‬suppliers‭, ‬Taiwan Computer Emergency Response Team‭ (‬TWCERT‭), ‬information equipment suppliers‭, ‬service providers‭, ‬etc‭. ‬A dedicated person‭ ‬is also appointed to collect‭, ‬analyze and keep record of information on important information security news‭, ‬vulnerability releases‭, ‬zero-day attacks‭, ‬etc‭. ‬and rate incidents for severity‭. ‬Incident severity levels have been internally defined‭. ‬The contact‭ ‬person in the information division keeps a record of incidents‭, ‬and‭, ‬in the case of a major information security incident‭, ‬immediately notify the Chief Information Security Officer‭. ‬The Information Security Department must eliminate and resolve the information security incident within the target processing time‭. ‬After the handling is completed‭, ‬the Department must conduct root cause analysis‭, ‬track and record the implementation of corrective measures‭, ‬verify their effectiveness‭, ‬and use Plan-Do-Check-Act‭ (‬PDCA‭) ‬for continuous improvement and recurrence prevention‭.‬

10‭ ‬tips to improve personal cybersecurity

System backup and information security incident management

Backup and recovery plan in case of malicious intrusion

WT has comprehensive network and computer-related information security protection measures in place‭. ‬Nevertheless‭, ‬no matter how‭ ‬perfect the protection measures are‭, ‬they cannot 100%‭ ‬guarantee that the Company’s core system is safe from black swan or gray‭ ‬rhino incidents‭. ‬Therefore‭, ‬our top priority is to increase the Company’s resilience and ensure the system can be quickly brought back to operation‭. ‬Therefore‭, ‬in addition to further investing in information security software and hardware‭, ‬we continue to strengthen our continuous operation capabilities‭, ‬so that the Company’s operations can be resumed in the shortest time in the event of an information security incident‭.‬

Information security capabilities was further improved to equip the Company with first-class operating capabilities

WT’s operation is based on continuous delivery capability‭. ‬WT is committed to providing products and services that meet confidentiality‭, ‬integrity and usability requirements‭. ‬In order to be a first-class enterprise in the sector‭, ‬we apply and introduce international information security frameworks‭, ‬and continuously strengthens the security control measures to ensure a high level of‭ ‬information security protection capabilities‭. ‬We therefore constantly evaluate the information security protection mechanism from point‭, ‬line and plane‭, ‬and develop different technical combinations to shorten the system recovery time‭. ‬In addition‭, ‬information security management system verification and red team exercises‭, ‬etc‭. ‬were introduced to review and upgrade the system with‭ ‬the assistance of independent organizations‭. ‬In 2022‭, ‬a number of external power outages happened unexpectedly‭. ‬As a precaution‭ ‬against unexpected power outages‭, ‬WT conducted a power supply abnormality exercise to ensure that emergency generators can be activated immediately and normal operation of the facilities and systems can be maintained‭. ‬After the exercise‭, ‬it was confirmed that the emergency response procedures were appropriate and all the facilities and systems were in normal operation‭.‬

 

By strengthening information security and employees‭’ ‬security awareness‭, ‬there were no sensitive information leakage or major information service interruption incidents‭, ‬nor financial losses caused to customers or suppliers in 2022‭.‬

Information security concerns of stakeholders were addressed

Through annual routine information security self-assessment questionnaires returned from our customers and suppliers‭, ‬information security management evaluations conducted by the competent authorities‭, ‬and inquiries raised on specific information security‭ ‬topics‭, ‬the questions and concerns we heard from the customers in 2022‭ ‬were mainly about the handling of major vulnerabilities‭, ‬security controls and measures‭, ‬ISO 27001‭ ‬certification‭, ‬information security management for sustainable operation‭, ‬etc‭. ‬The Information Security Department has answered all the questions to meet stakeholders‭’ ‬expectations and requirements‭.‬

Strengthened risk control and self-monitoring to adapt to market conditions

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Board Composition and Functions

WT has established a corporate governance structure to manage the company’s business in accordance with the Company Act‭, ‬the Securities and Exchange Act and other relevant laws and regulations of the Republic of China‭. ‬We have been strengthening the company’s performance and responsibility‭, ‬and balancing the interests between stakeholders in pursuit of long-term interests of shareholders‭.Under the Board of Directors‭, ‬there are Audit Committee‭, ‬Remuneration Committee and Risk Management Committee‭. ‬The Risk Management Committee is composed of three Independent Directors‭, ‬the Chairman and the Chief Financial Officer‭. ‬Its role is to review risk management policies and management reports on major risk issues‭, ‬oversee corrective measures‭, ‬and routinely report the implementation of risk management to the Board of Directors‭.‬

 

In May 2019‭, ‬the Board of Directors appointed Kerry Hsu‭, ‬senior vice president‭, ‬as the head of corporate governance‭, ‬responsible‭ ‬for organizing the meeting schedule and agenda of the Board of Directors and shareholder meetings‭, ‬assisting directors in their‭ ‬training plans‭, ‬providing directors with information needed to perform duties in compliance with laws and regulations‭, ‬and disseminating information to directors on a regular or occasional basis‭, ‬depending on the topic‭, ‬to strengthen corporate governance‭ ‬functions‭.‬

Diverse Board with more than 40%‭ ‬of the directors being women

The Board of Directors is WT’s highest governance body‭. ‬The tenth terms of Board was elected on May 20‭, ‬2022‭, ‬is composed of four Directors and three Indepentent Directors‭. ‬In order to strengthen the sound development of corporate governance‭, ‬the policy of‭ ‬diversity is implemented in accordance with the Corporate Governance Best Practice Principles formulated by WT‭. ‬Of the Board Members‭, ‬there are three Independent Directors‭ (‬43%‭), ‬three female Directors‭ (‬43%‭), ‬and two Directors are employees‭ (‬29%‭). ‬In addition‭, ‬four of the current directors are aged from 51‭ ‬to 60‭ ‬years old‭, ‬one‭ ‬from 61‭ ‬to 70‭ ‬years old‭, ‬and two from 71‭ ‬to 80‭ ‬years old‭. ‬For the implementation of the Board Member diversity policy‭, ‬please visit the corporate governance section of the WT official website‭.‬

The Board of Directors meets at least once a quarter to monitor the achievement of the Company’s operational goals and performance‭, ‬provide strategic guidance to the management team‭, ‬and oversee the Company’s compliance with laws and regulations to ensure‭ ‬the best interests of shareholders‭. ‬In fiscal 2022‭, ‬the directors‭’ ‬in person attendance rate at the thirteen Board meetings was‭ ‬98.9%‭ ‬on average‭, ‬and the Independent Directors‭’ ‬was 100%‭. ‬Conflicts of interest with directors are avoided in accordance to the‭ ‬provisions of Article 15‭ ‬of WT’s Rules of Produre for Board of Directors‭’ ‬Meeting‭. ‬Meeting items involving a director’s interests are disclosed in the annual reports‭, ‬with the names of the director involved‭, ‬the content of the item‭, ‬and the reasons for avoiding conflicts of interest‭. ‬In addition‭, ‬information such as‭  ‬the existence of a controlling shareholder‭, ‬and related party transactions are all disclosed in the annual report to avoid or reduce the possibility of conflicts of interest‭.‬

 

For information on the diversity of the Board of Directors‭, ‬the Audit Committee‭, ‬the Remuneration Committee and the Risk Management Committee‭, ‬including the members‭’ ‬age range‭, ‬experience‭, ‬tenure‭, ‬as well as information on their in-person attendance rate at the Board meetings‭, ‬status of continuing training and education‭, ‬and how conflicts of interest have been avoided or handled in‭ ‬2022‭, ‬please see Chapter Three Report on Corporate Governance in the Annual Report 2022‭.‬

 

Basis for effectiveness assessment of the Board of Directors and the functional committees

In order to implement corporate governance‭, ‬improve the function of the Board of Directors‭, ‬and establish performance goals to strengthen the operational efficiency of the Board of Directors‭, ‬WT has formulated the Rules for Board of Directors Performance Assessments‭ ‬in 2016‭, ‬which clearly stipulates that the Board of Directors and the functional committees should routinely conduct internal self-assessment every year‭. ‬An assessment evaluation must also be preformed once every three years by an external professional independent organization or an external team of experts and scholars‭. ‬The assessment results must be reported to the Board of Directors‭, ‬and be used as a reference to determine individual directors‭’ ‬remuneration payment and nomination for the Board re-election‭.‬

Internal Self-Assessment

The internal self-assessment questionnaires for the entire Board of Directors‭, ‬individual members of the Board of Directors‭, ‬individual members of the Audit Committee and individual members of the Remuneration Committee for the year 2022‭ ‬were completed in‭ ‬January 2023‭. ‬The results indicated that the Board of Directors and the functional committees were functioning well‭.‬

External Assessment

In 2020‭, ‬an external professional organization‭, ‬the Taiwan Institute of Ethical Business‭, ‬was commissioned to conduct the effectiveness assessment of the Board of Directors for 2020‭. ‬The Institute and its executive experts have no business dealings with WT‭ ‬and thus are independent‭. ‬The assessment was conducted through document review‭, ‬questionnaires and on-site interviews in four major aspects‭, ‬including the Board’s professional functions‭, ‬decision-making effectiveness‭, ‬attention to and oversight of internal controls‭, ‬and attitude toward corporate social responsibility‭. ‬The assessment recommended that the communication improve between the Board and the management team and the Board pay more attention to corporate social responsibility issues‭ (‬known now as sustainability issues‭). ‬In response to the recommendations‭, ‬the corporate governance department took the initiative to collect questions raised by individual Directors and pass them on to the management team‭. ‬When necessary‭, ‬relevant managers were invited to‭ ‬attend the Board meeting to explain to the Directors‭.‬

Rigorous internal audit to ensure fairness and impartiality

In WT Microelectronics, the Internal Audit Department (referred to as “the Department” hereunder) is an independent unit under the Board of Directors. The appointment and dismissal of the company’s internal audit supervisor are approved by the Audit Committee and passed by the Board of Directors. The appointment/dismissal, evaluation/review, salary/compensation of internal auditors of the Company are handled in accordance with the Corporate Governance Best Practice Principles ,shall be submitted by the chief internal auditor to the Board Chairperson for approval and to evaluation and review at least once a year.

 

The purpose of internal audits is to assist the Board of Directors and managers in inspecting and reviewing defects in the internal control systems, measure operational effectiveness and efficiency, and to make timely recommendations for improvements to ensure the sustained operating effectiveness of the systems and to provide a basis for review and correction.

Implement self-monitoring to strengthen the system

The Department shall implement regular auditing based on the annual audit plan, which is passed by the Board of Directors and based on the identified risks‭. ‬The Department shall also implement special audit plans separately based on actual needs‭. ‬After implementing each audit‭, ‬the Department shall present the audit reports and follow-up reports‭, ‬and submit them for review by the Audit Committee before the prescribed statutory date‭. ‬The officer of the Department shall attend and deliver a report on the situation of each audit plan to a regular board meeting‭.‬

 

The Department shall supervise all internal departments and subsidiaries to conduct self-assessments‭  ‬once a year and implement‭ ‬the company’s self-monitoring mechanism‭. ‬The Department shall adjust the design and implementation of the internal control system in a timely manner in response to changes in the environment.The Departments shall review the self-inspection reports and evaluate the overall efficacy of all internal control systems to serve as the primary basis for the Board of Directors and General‭ ‬Manager to produce Internal Control System Statements‭.‬

The global corporate governance philosophy of transparency and anti-corruption has been followed

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Integrity is WT’s most important core value and business philosophy‭. ‬Employees must abide by clear moral standards and code of conduct‭, ‬and do their utmost to fulfill our commitments to shareholders‭, ‬banks‭, ‬customers‭, ‬employees‭, ‬vendors and other suppliers‭, ‬and ensure that the rights and interests of all stakeholders are in balance‭.‬

 

In 2020‭, ‬WT formulated the Social Policy and Code of Conduct‭, ‬United Nations Anti-Corruption Policy‭, ‬and United Nations Sustainable Development Goals Policy in line with global corporate governance and anti-corruption concepts and frameworks‭, ‬including Responsible Business Alliance Code of Conduct‭, ‬the UN Global Compact‭, ‬the International Labor Standards‭, ‬the OECD Guidelines for Multinational Corporations‭, ‬etc‭.‬

 

WT has always believed that Social Policies and Code of Conduct are core requirements for conducting all operational activities‭ ‬in order to gain a competitive advantage and to do the right thing‭. ‬The high ethical standards of all members of the leadership‭ ‬team not only inspire employees‭’ ‬confidence in the Company’s operations‭, ‬but also create a supportive working environment for employees‭. ‬The Social Policies and Code of Conduct are also principles for Members of the Board‭, ‬all employees‭, ‬group subsidiaries‭, ‬independent contractors‭, ‬suppliers and all those who deal with WT‭.‬

 

In the past five years‭, ‬WT has not directly or indirectly donated to political activities‭, ‬political parties/associations/NGOs or politics-related organizations‭, ‬individual politicians or other voting/referendum initiatives‭, ‬and the amount of political donations was NT$0‭. ‬Likewise‭, ‬it did not lobby for specific issues or engage in interest group activities‭.‬

 

In order to improve the ethical corporate management, the HR, Legal and Auditing Office jointly formed an Ethical Management Team, the chief human resources officer serve as the leader of the team, decentralizing the formulation and supervision of ethical corporate management policies and preventive measures based on the work responsibility and scope of each unit, to ensure the implementation of the Ethical Corporate Management Best Practice Principles.

 

In order to implementation of ethical corporate management, WT establish mechanisms for assessing the risk of unethical conduct, periodically analyze and assess operating activities within the scope of business with relatively high risk of unethical conduct, establish comprehensive and effective control mechanisms in accounting and internal control systems to prevent potential business activities and operational procedures that may involve higher levels of dishonest behavior. The internal audit team also prioritizes high-risk operations for annual audit plans based on risk assessments to strengthen preventive measures, and reports on the actual implementation of audit plans to regular board meetings. In addition, through annual self-assessment of internal control operations, all departments and subsidiaries of the company are required to self-examine their internal control systems to ensure the effectiveness of their design and implementation.

 

The Ethical Management Team reports the implementation of ethical corporate management in the previous year to the Board of Directors every year. The Ethical Management Team reported to the Board of Directors on January 6, 2023, including Ethical Values and Business Practice Principles training、risk assessment results and whistleblowing for any violation of the code of conduct, etc., to assist the Board of Directors in assessing whether the ethical corporate management measures established by the Company is operating effectively.

WT has formulated the Ethical Corporate Management Best Practice Principles‭, ‬Procedures for Ethical Management and Guidelines for Conduct‭, ‬Codes of Ethical Conduct‭, ‬and Supplier Code of Conduct‭, ‬which the Board of Directors has passed by resolution‭. ‬They are publicized in the Corporate Governance section of the Company’s official website and the Intranet in Traditional Chinese‭, ‬Simplified Chinese and English‭. ‬Information on Ethical Values and Professional Code of Conduct and Insider Trading Prevention Education and Advocacy are made available on the Intranet for all employees‭’ ‬reference‭. ‬In addition‭, ‬relevant personnel are also appointed to participate in lectures and symposiums held by industrial associations or professional groups‭, ‬so as to strengthen the‭ ‬Group’s ethical operation policies‭.‬

 

In order for all employees to fully understand and abide by the applicable regulations and standards‭, ‬relevant on-board training‭ ‬is given to new hires‭, ‬and refresher training is conducted routinely for all in-service employees of the entire Group every year‭. ‬At the start of the 2022‭ ‬refresher training on Ethical Values and Code of Conduct‭, ‬2,532‭ ‬employees across the Group were in-service and thus required to take the course‭. ‬All of them have completed the course and passed the test‭ (‬100%‭ ‬pass rate‭). ‬In 2022‭, ‬a total of 1,956‭ ‬hours of ethical operation training‭, ‬including those given in on-board training for new hires‭, ‬were given to‭ ‬an accumulated attendance of 3,309‭ ‬persons‭, ‬with 100%‭ ‬completion rate‭.‬

 

In terms of contracting company employees, contractors are required to conduct regular training on integrity behavior every year regarding the company’s confidential information, personal data, and avoidance of improper advantage. If the employees become aware of (or suspects) any violation of ethical values and code of conduct, it should be reported to the contractor supervisor and forwarded to WT. WT takes good measures to keep the whistleblower confidential so that he or she will not be maliciously retaliated or harmed for reporting. After reviewing relevant training records, 100% of employees of contracting companies in Taiwan have completed ethical training in 2022.

 

WT’s whistleblower channels include an internal whistleblower mailbox and a whistleblower section on the official website for whistleblowers to report illegal conduct of company personnel‭. ‬The Ethical Operation Management Team is responsible for accepting reports‭, ‬opening cases‭, ‬forwarding them to the heads of relevant units for investigation‭, ‬and following them up until the cases are‭ ‬closed‭. ‬The identity of the whistleblower‭, ‬the content of the report‭, ‬and the investigation process are all kept confidential‭. ‬A‭ ‬complete record of the case acceptance‭, ‬investigation process‭, ‬and results is kept for five years‭.‬

 

In 2022‭, ‬five reports were accepted and handled‭. ‬No serious corruptive activities were found‭. ‬Nevertheless‭, ‬the investigation of‭ ‬one of the cases determined that the employee had indeed violated professional ethics‭, ‬and the employee was therefore dismissed‭ ‬in accordance with the Group’s internal punishment regulations‭.‬

 

An independent hotline and dedicated mailbox have been set up for sexual harassment complaints‭. ‬In order to protect the rights and interests of the complainant‭, ‬a complaint is accepted and handled in a confidential manner‭. ‬The name of the complainant or other relevant information sufficient to identify the complainant will not be disclosed‭. ‬The handling process and information of a‭ ‬complaint case are documented in writing‭, ‬and kept in a sealed archive for five years‭. ‬In 2022‭, ‬no sexual harassment complaints‭ ‬were received‭.‬

 

WT seeks to promote honest and ethical conduct‭, ‬deter illegal conduct‭, ‬and abide by all applicable laws and regulations of the places where it operates‭. ‬As of the end of 2022‭, ‬there were neither violations of laws and regulations in economic aspects‭ (‬such‭ ‬as investment‭, ‬securities‭, ‬taxation‭, ‬etc‭.), ‬environmental aspects‭ (‬pollution-related violations‭, ‬such as air pollution‭, ‬waste water‭, ‬waste‭, ‬etc‭.), ‬or social aspects‭ (‬such as labor regulations‭, ‬human rights‭, ‬disabling injuries‭, ‬etc‭.), ‬nor resulting punishments imposed by the competent authorities‭. ‬The numbers of violations and the amount of penalty were both NTD 0‭.‬

WT has zero tolerance for corruption and has a whistleblower mechanism in place

WT offers transparent and accessible whistleblower channels‭. ‬The channels have been made known through on-board training‭, ‬in-service refresher training‭, ‬answers to suppliers‭’ ‬or customers‭’ ‬questionnaires‭, ‬etc‭. ‬WT encourages all employees to blow the whistle without hesitation when they found a violation of the Company’s ethics policy‭. ‬The whistleblower channels are open to all‭, ‬including suppliers‭, ‬customers and other third parties‭.‬

  • Take the initiative to communicate with employees
  • Put in place an independent whistleblower hotline
  • Set up a whistleblower section on WT’s official website
  • Localize the whistleblower channels in local languages
  • Anonymous tips and reports will be kept confidential
  • Disclose the number of reports received‭, ‬types of misconduct and actions taken‭.‬
  • Conduct integrity and ethics training to ensure employees fully understand company policies‭, ‬procedures and control measures‭.‬

Employees are brought closer with diversified community activities

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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

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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.‭”