Adhering to the spirit of diversity and inclusiveness, Taiflex complies with local laws and regulations as well as international standards concerning human and labor rights. Interviewees and employees would not be subject to differential treatment on the basis of race, class, language, ideology, religion, party affiliation, national origin, place of birth, gender, sexual orientation, age, marriage, appearance, facial features, physical and mental disabilities, zodiac sign, blood type, or past union membership.
To attract diverse talents, we have created multiple job application channels, providing equal employment opportunities to all applicants. After joining the Company, we would make proper job arrangements for individuals based on their competence for employees to realize their personal value. Adjustments to training, promotion, and compensation and benefits are made based on the annual performance evaluation results and employees’ contributions to the Company. Moreover, we have long been engaged in industry talent development, bridging the gap between academia and industry to identify future talents.
The Company does not have part-time employees. As of 2023, we have a total of 803 employees, with a male-to-female ratio of 3.03:1. Recruitments are based on suitability including professional competence and experience. Senior executives (assistance vice president and above) of the Company are recruited 100% from the local community. As of the end of 2023, the Company employed eight disabled persons and two indigenous persons. Disabled employees accounted for 1% of our employees, which met the regulatory quota stipulated by the government. The decrease in the number of employees compared to the previous year was due to the adoption of a smart manufacturing system. The reduced number of new hires, coupled with natural attrition, led to an overall reduction in the total number of employees. Please refer to Appendix I ESG Information - Social Data of this report for a complete set of employee data.
| Year | 2021 | 2022 | 2023 | ||||||
|---|---|---|---|---|---|---|---|---|---|
| By Contract Type/By Gender | Female | Male | Total | Female | Male | Total | Female | Male | Total |
| Total number of employees | 203 | 665 | 868 | 200 | 656 | 856 | 199 | 604 | 803 |
| Regular employees | 193 | 631 | 824 | 198 | 639 | 852 | 191 | 579 | 770 |
| Temporary employees | 10 | 34 | 44 | 2 | 17 | 19 | 8 | 25 | 33 |
| Year | 2021 | 2022 | 2023 | ||
|---|---|---|---|---|---|
| Item/Gender | Age | No. of Employees | No. of Employees | No. of Employees | |
| Supervisory officers (team leader level or above) |
Male | Under 30 | 7 | 9 | 5 |
| 30-50 years old | 153 | 149 | 137 | ||
| Over 51 | 17 | 26 | 33 | ||
| Female | Under 30 | 0 | 0 | 0 | |
| 30-50 years old | 12 | 14 | 18 | ||
| Over 51 | 7 | 8 | 8 | ||
| Total no. of supervisory officers | 196 | 206 | 201 | ||
| Non-supervisory officers | Male | Under 30 | 141 | 112 | 84 |
| 30-50 years old | 323 | 338 | 317 | ||
| Over 51 | 24 | 22 | 28 | ||
| Female | Under 30 | 48 | 40 | 31 | |
| 30-50 years old | 125 | 128 | 131 | ||
| Over 51 | 11 | 10 | 11 | ||
| Total no. of non-supervisory officers | 672 | 650 | 602 | ||
| Total no. of regular employees | 868 | 856 | 803 | ||
Supervisory officers are defined as personnel at team leader level or above.
Each department would draft personnel requirements for the year based on its annual operation plan and submit requests to the Human Resources Division. The designated unit would then organize recruitments through diverse channels and release job vacancies based on requests of the applicant departments in order to recruit enthusiastic and proactive talents with competence matching the job description.
Besides regular campus recruitments at universities and colleges, we organize various in-depth campus projects to provide students with opportunities to become acquainted with the FPC industry, enabling them to experience workplace culture early and expand their career options. In 2023, the Company signed an industry-academia collaboration agreement with Wun-Shan Senior High School. Through campus lectures and winter camps, we plan to provide students opportunities to engage with industry dynamics and trends during their school years, and to cultivate and nurture local talents within the community.
Taiflex has been technology-driven since establishment, consistently providing customers with the most reliable and advanced FPC materials as well as the integration of innovative applications. We are well aware of the challenges in material technology evolution. In addition to ongoing R&D investments, we also highlight long-term talent cultivation and talent fostering at schools. Since 2015, we have participated in the NCKU Career Coaching Program where our executives act as coaches supporting students’ career developments. Five of our managers have been involved in the program with an accumulated number of close to 100 students. In 2023, we participated in the “Pilot Program for Counselling Athletes to Undertake Semiconductor Industry Talent Training” promoted by the Sports Administration of the Ministry of Education, and recruited two new individuals to be trained as stable and high-potential entry-level technicians.
As the complexity of technology research and development increases, the high-tech industry is now gradually moving toward supply chain integration or cross-industry cooperation. More emphasis will be placed on interdisciplinary competence. Therefore, to respond to the “National Key Fields Industry-University Cooperation and Skilled Personnel Training,” Taiflex and six other companies have jointly funded the establishment of the NSYSU “College of Semiconductor & Advanced Technology Research” to cultivate advanced talents at master's level. We have started to recruit students from 2022 and offered 10 internship positions for the first two classes of master's degree graduates. In addition to having two of our executives serving as lecturers at NSYSU, we have also arranged corporate mentors to provide project guidance in order to cultivate young talents.
The NSYSU College of Semiconductor & Advanced Technology Research includes two research institutes, i.e., Institute of Advanced Semiconductor Packaging and Testing, and Institute of Precision Electronic Components. It has also developed a comprehensive curriculum map, adopting the model of one-year university courses and two-year internship at enterprises and research to cover both academic knowledge and industrial practice, as well as bridge the gap between industry and academia. Students are also entitled to scholarships of close to one million dollars, with job offers from relevant industries through matching upon graduation.
