Enhancement of information security protection capacity Becoming a Tier 1 operation

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Delivering products to customers on time is the basis of WT’s operations, and system downtime will result in delayed delivery or the inability to deliver products. WT expects to become an enterprise with first-class operational capability in the industry, and a high degree of information security capability is the cornerstone for providing quality services. Third-party organizations such as international certifications and red team assessment are used to assist in the review. With enhanced information security protection and employee security awareness, no sensitive information was leaked in 2021, and there were no significant information service disruptions that caused financial losses to customers or suppliers’ operations.

 

Setting up a dedicated department to strengthen information security management

Because of information security’s increasing importance and proliferation of cyber-attacks, WT will set up a dedicated information security department in 2022. With a dedicated manager and two dedicated staff to focus on information security incident investigation, system vulnerability disclosure, and the assessment and implementation of new information security architecture. In addition, WT will evaluate the implementation of ISO 27001 to reduce the threat and impact of information security incidents through formalized and systematic control and management.

 

WT has set up dedicated emails to receive cyber security notifications from external customers, suppliers, the Taiwan Computer Network Crisis Management and Coordination Center (TWCERT), and information technology equipment and service vendors. WT has dedicated personnel to regularly collect information on major information security news, vulnerability disclosure, zero-day attacks, etc., to analyze, record, and set event levels. Internally, we set event levels according to severity while the information department records them. In case of a major information security incident, the Chief Operating Officer shall be notified immediately.

 

The information technology department must remediate and fix information security incidents within the target processing time and find the root cause, track and records the remediation and verify the effectiveness, and follows the PDCA method for continuous improvement to prevent the recurrence of incidents. In addition, WT classified information security incidents into several levels of severity and defined the recovery mechanisms and standard operating procedures to speed up the recovery point objective.

Build safety awareness among staff

The pandemic has swept through the world, changing people’s lifestyles and work styles. Working from home and remote work has become the norm. This causes employees to be detached from the protection of the corporate intranet and becomes a potential breach of corporate information security.

 

Strengthening employees’ security awareness has become an important part of information security. In the second half of 2021, WT introduced security awareness training and planned a basic phishing course and a discovery phishing game course. In 2021, 4,198 training sessions were completed (100% completion rate). Through video presentation and interactive teaching, we have enhanced our staff’s knowledge and awareness of information security and integrated security awareness into their daily work through continuous social engineering practices.

 

Backup and recovery plan in case of malicious intrusion

The Group has established comprehensive information security protection mechanisms. However, it cannot guarantee complete prevention from third-party attacks to crash the critical corporate system. When a severe attack occurs, the system may not be operational, leading to operational interruptions due to the inability to ship orders or compensation for customer losses due to shipment delays. Therefore, rapid system recovery is of the utmost importance. Apart from keeping investments in information security devices and software, The Company continually strengthens the system recovery mechanism.

Introduction of the latest artificial intelligence NDR and EDR

Techniques for hack intrusions have been changing rapidly. In addition to exploiting the vulnerability and furthermore , hackers are using zero-day attacks to hack into systems before the patch. Hackers are also stealing employee accounts and passwords through phishing to gain direct access to the company’s system. Traditional pattern-matching protective measures no longer stop these numerous tactics.

WT introduced Network Detection Response (NDR) and Endpoint Detection Response (EDR) with an artificial intelligence machine learning mechanism in 2021. NDR performs front-line blocking and isolation when abnormal behavior deviation occurs on the network side. When the network side cannot identify and block in time and the threat enters the endpoint, the EDR mechanism blocks and isolates it again. Since there is no respite from network threats, we have also signed SOC/MDR services with third-party vendors to monitor information security threats 24/7.

Respond to customer’s information security concerns

WT assesses and responds to customers’ information security concerns through regular annual supplier self-assessment questionnaires or business communication. In 2021, the main issues concerning customers were the handling of major loopholes and whether they had passed ISO 27001 certification, all of which have been handled by the information department through self-assessment questionnaires or emails to meet clients’ needs.

WT’s Information Security Management Plan in 2022

Management level

We have implemented ISO 27001 to establish an internal organization for information security management operations, to continuously strengthen and improve our information security management mechanism, and to enhance our ability to respond to information security incidents and emergency response.

Technical aspects

We have gradually built a complete information security infrastructure to protect the information security framework of new technology types following the introduction of new information architecture (e.g., cloud application, AI artificial intelligence, and IoT Internet of Things).

Cognitive Training Level

We raise information security awareness among all employees, and have gradually extended this awareness to our suppliers. Through supplier education training and information security assessment, we help suppliers improve their information security capabilities and establish a protective network for the entire supply chain.

Transparency, anti-corruption Convergence with the global corporate governance business philosophy

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In 2020, WT developed the Social Policy & Code of Conduct, UNCAC Anti-corruption Policy, and the SDGs Policy. These standards align with global corporate governance and anti-corruption concepts and frameworks, including Responsible Business Alliance Code of Conduct, the UN Global Compact, the International Labour Standards, the OECD Guidelines for Multinational Corporations, etc.

 

WT has always believed that a social policy 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 trust in the Company’s operations, but also create a strong and supportive working environment for employees. the social policy and code of conduct are also principles for members of the Board, all employees, group subsidiaries, independent contractors, consultants, suppliers and all those who deal with WT.

 

WT expects employees to be fully aware of company policies, procedures and controls to protect the company and themselves from potential legal, regulatory or disciplinary risks. An annual mandatory course on Ethical Values and Code of Conduct is taught to employees. 2,309 employees of the entire group were listed as trainees at the start of the course in 2021, and 2,309 of them have completed the course and passed the test (100% pass rate). In addition, important management rules and regulations, such as the Corporate Governance Best Practice Principles, the Corporate Social Responsibility Best Practice Principles, the Ethical Corporate Management Best Practice Principles, the Codes of Ethical Conduct, Procedures for Ethical Management and Guidelines for Conduct and the Supplier Code of Conduct, were introduced during orientation training. In 2021, the total number of trainees at each of the Taiwan operations sites reached 206, all of whom have completed training, with a total of 412 hours of training.

 

WT’s reporting channels include an internal reporting mailbox and a reporting sector on the official website for informants to report illegal acts of the company’s personnel. The Ethical Business Promotion Team accepts cases and is responsible for forwarding them to the highest supervisors of relevant units for investigation and tracking the final outcome of the cases. The identity of the informant, the contents of the report and the investigation process will be kept confidential, and complete records will be kept. In addition, there is a sexual harassment complaint mechanism and a reporting hotline for employees to file complaints, and the contents of the reports and the investigation process are treated with strict confidentiality. No cases were received from external parties or directly reported by employees in 2021, and no significant dishonest acts or sexual harassment occurred.

 

WT seeks to promote honest and ethical conduct, to deter wrongdoing, and to comply with the laws and regulations applicable to all locations in which it operates. As of the end of 2021, there were no significant violations in the economic, environmental and social fields (including human rights, disability injuries, etc.) that were sanctioned by the competent authorities.

Zero Tolerance for Corruption! WT’s communication mechanism for whistle blowers

WT responds to whistleblowing incidents, providing a transparent and accessible channel for communication. All employees are encouraged to speak up without fear when they discover a violation of the Company’s ethics policy. It is available to suppliers, customers and other third parties.

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

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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.

Awarded Taiwan iSports Certification Bringing each other closer through group activities

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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

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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

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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

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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.

Effective water conservation through promotion and implementation

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The main uses of water resources at each of WT Taiwan’s operating bases are recycled water for air-conditioning in office areas and water for employees’ daily use. The water discharged is mainly employees’ domestic sewage, which is discharged into the building’s pipeline and then enters the sewer system. The evaporation of water for air-conditioning is the main reason for consumption. As there is no valid statistical method for water discharge and water consumption, only the amount of water withdrawn is disclosed. Water withdrawal in 2021 is 11.14 million liters (ML), a decrease of 5.87 ML compared to 2020. This is mainly due to a 34.52% reduction in office attendance due to the implementation of work from home measures for COVID-19 and a 42.38% reduction in water withdrawal intensity compared to 2020.

 

In 2021, WT has continued to use various means to promote information on water conservation, prioritizing the procurement of water-using equipment with water-saving labels, and regularly deploying staff to inspect whether there are any water leaks, in the hope of implementing water conservation practices in people’s daily life, so as to maximize the effectiveness of water resources.

 

1: The inventory boundary covers WT Microelectronics, Morrihan International Corp., Techmosa International Inc., Maxtek Technology Co., Hongtech Electronics Co., Nuvision Technology, Inc., Brillnics (Taiwan) lnc., WT Joint Staff Welfare Committee, and other operating bases in Taiwan, in which 12 offices are added in Zhonghe and Hsinchu in 2021.
2: In order to implement water resources management, the amount of water consumption is recorded in the water company’s bills from 2021 onward, and water charges and unit prices are used for estimation in the years before 2020. The water charges for the Taichung office are apportioned according to the proportion of the management fee charged by the building management committee where the office is located, so the actual water consumption cannot be accurately determined, and the proportion of the total water intake is extremely low, so it is not included.
3: The denominator used for the water intensity is the floor area; please refer to Note 7 of the greenhouse gas emission intensity.

Discreet selection and gate-keeping Become permanent partners with like-minded suppliers

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WT set a Social Policy & Code of Conduct. It is a guideline for WT and its business partners in their operational activities, which includes labor rights, health and safety, ethics, management system, etc. It expressly regulates the appropriate conduct of all operational activities and the commitment to continuous improvement. WT also communicates the guidelines to all types of suppliers and monitors them, so that only those suppliers who adopt the same standards as those pledged will be WT’s partners for continuous collaboration.

 

In addition, environmental protection and safety are also included in the selection criteria for the procurement of common services in Taiwan’s operating bases, and products that do not meet safety standards are not used. For example, tea bags and coffee beans in the staff break room must be labeled as having passed food safety inspection tests, construction materials cannot use building materials containing dangerous chemicals or elements, and curtains and carpets must have flame-resistant labels, etc.

Criteria for screening and evaluating suppliers

In accordance with the Procurement Management Regulations to evaluate suppliers, WT added the Management Points for General Service Suppliers in 2020, requiring general service suppliers at each operating base in Taiwan to sign the Supplier Corporate Social Responsibility Pledge and fill out the online Supplier Self-Assessment Form. The self-assessment includes the operation and provision of products and services with special attention to no significant negative impact on the environment or violation of environmental regulations, and the social policies and codes of conduct of suppliers and environmental standards are evaluated accordingly. In addition, we evaluate the supplier’s social policies, code of conduct, and environmental standards. In addition to quality, technology and finance, social responsibility, labor practices and environmental protection will also be included in the evaluation. If the evaluation results do not meet the requirements, the supplier will be counseled through supplier meetings on how to improve the situation. If the re-evaluation still fails to meet the management requirements, the transaction volume will be reduced or not renewed.

Adopting EU chemical standards, 100% of WT’s top 20 suppliers have passed

WT has adopted the EU Restriction of Hazardous Substances Directive (EU RoHS), the EU Registration, Evaluation, Authorization and Restriction of Chemicals Act (EU REACH) and the US Toxic Substances Control Act (TSCA) to conduct environmental assessment standards for suppliers’ products, and obtains third-party test reports for confirmation when the products are sold as agents. In 2021, 100% of WT’s top 20 semiconductor suppliers passed the EU RoHS and EU REACH chemical management regulations.

WT’s strict control over the environmental and social requirements of its products

With regard to the restriction of banned hazardous chemical substances, WT aims to meet 100% of its clients’ requirements. According to a client’s individual requirements for various products, upstream suppliers are required to provide relevant guarantee certificates of the non-use of banned substances, component composition analysis reports and harmful substance test reports from third-party testing institutes according to product material numbers, so as to comply with the relevant environmental requirements of the products.

 

In response to customer’s requests to provide information on the non-inclusion in the materials purchased of conflict minerals such as tin, tantalum, tungsten and gold from regions with human rights disputes, WT also requires upstream suppliers to provide Conflict Minerals Reporting Template (CMRT) in order to fulfil the universal value of supply-chain humanitarianism.

 

Localization of common services procurement, with a high expense ratio of 96.8%

Since WT’s semiconductor suppliers are major suppliers in the global IC technology fields, the management of local procurement issues focuses on the procurement of non-agent items for common services. In 2021, the proportion of expenses for Taiwan headquarters’ purchases from local suppliers in Taiwan reached 96.80%, and the scope of the statistics included purchases for administrative services, information equipment, logistics centers and application engineering.

ISO14064 Greenhouse Gas Statement

Save Energy with Green Purchasing

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In 2021, WT’s total energy consumption is 8,168.08 GJ, of which the most important energy source is non-renewable electricity purchased from power companies, with electricity consumption accounting for 91.18% of the total consumption, while the rest is fuel used in ccompany work vehicles. In the future, depending on the overall energy policy and climate change issues, proper planning and setting will be made to target the use of renewable energy. Total electricity consumption in 2021 was 2.0688 million kWh, with an electricity consumption intensity (GJ/floor area) of 0.28 GJ/m2, a decrease of 8.72% compared to 2020, mainly due to a significant increase in the number of home-based office workers. Therefore, there was a reduction in office electricity consumption due to COVID-19 and the raising of the alert level to 3 in Taiwan beginning in May 2021. The energy intensity of gasoline and diesel fuel is closely related to the nature of the operating activities and is calculated based on the revenue. Gas and diesel energy intensity of 0.0016 GJ/million in 2021 – a significant decrease of 56.85% compared to 2020 due to reduced use of company vehicles as a result of reduced customer visits and the implementation of work from home measures for about three months because of COVID-19. Gasoline consumption was 22,064 liters in 2021, a 45.09% reduction compared to 2020; the vehicles which ran on diesel fuel were scrapped in 2020, so diesel consumption was 0 liters in 2021. 

1:The inventory boundary covers WT Microelectronics, Morrihan International Corp., Techmosa International Inc., Maxtek Technology Co., Hongtech Electronics Co., Nuvision Technology, Inc., Brillnics (Taiwan )lnc., WT Joint Staff Welfare Committee, and other operating bases in Taiwan, in which 12 offices are added in Zhonghe and Hsinchu in 2021.
2:The data source for electricity is Taipower’s billing data, and the data source for gasoline and diesel is the EBCS Goldstream operating platform of CNPC.
3:Power conversion factor: 1 kWh of purchased power = 0.0036 GJ

4:Calorific value conversion coefficients for each energy source: The source is the calorific value table of energy products in the annual report of the Bureau of Energy Statistics, Ministry of Economic Affairs. 1 liter of motor gasoline = 7,800 kcal, 1 liter of diesel = 8,400 kcal
5:1 kcal = 4,186 joules
6:The denominator used for electricity intensity is floor area, please refer to Note 7 for greenhouse gas emission intensity; the denominator used for gasoline and diesel intensity is annual revenue, please refer to 3-2 Financial Performance for historical operating revenue.