Diverse and Inclusive Workplace
Workforce Composition
Everlight Chemical recognizes that talent is the crucial foundation for sustainable growth of the company. With Taiwan as our primary production base and operational headquarters, we continuously invest in and cultivate managerial talent in technology and various functions. Besides putting great emphasis on product quality, innovation, research and development (R&D), manufacturing capabilities and technical services, we have established deep roots in Taiwan, including setting up production bases and an R&D division to drive the growth of the high-tech chemical industry in Taiwan and to contribute to the society, embodying Better Chemistry, Better Life .
In 2022, Everlight Chemical had 1,820 full-time employees in total, 76% of whom were male employees and 24% female employees.
Workforce Composition of the Group
(Inclusive of Trend Tone Imaging and Everlight Chemical’s subsidiaries in Suzhou, Shanghai, Guangzhou, Hong Kong, the Netherlands, the United States and Turkey) (Unit: Number of employees)
Gender
No Data Found
Position
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Age Group
No Data Found
Contract Type
No Data Found
Workforce Composition of Everlight Chemical
(Scope: Scope: Taipei headquarters and ECIC Plant I-IV) (Unit: Number of employees)
Gender
No Data Found
Position
No Data Found
Age Group
No Data Found
Contract Type
No Data Found
Note:
- Compared to the regulatory requirement of employing 10 individuals with disabilities in 2022, we employed 8 male and one female employees with disabilities. We have duly compensated the deficit of one person by paying the required subsidy amount. Compared to 2021, the total number of employees has grown by 4% in 2022. The majority of both male and female employees were in the age group of 31-50, representing a workforce of experienced professionals with mature expertise and technical skills.
- Non fixed-term contract employees refer to full-time employees. Fixed-term contract employees include foreign workers, students in work-training programs and some employees from overseas subsidiaries. Currently, the Company does not employ temporary employees, non-guaranteed hours employees or part-time employees.
Besides the above personnel, the Company also employed 15 non-employee workers who mainly provide services such as maintenance, soil conservation projects, cafeteria and cooking, and cleaning services at our facilities.
New Hires and Employee Turnover
In 2022, 324 new hires joined the Everlight Chemical Group, while 253 full-time employees left the Group. Most of the new hires were under the age of 30, and most of the departed employees were between 31-50 years old. The number and demographics of new hires and departed employees in 2022 were similar to that of 2021.
Age Distribution of New Hires and Departed Employees of the Group (2022)
(Inclusive of Everlight Chemical, Trend Tone Imaging, and Everlight Chemical’s subsidiaries in Suzhou, Shanghai, Guangzhou, Hong Kong, the Netherlands, the United States and Turkey)
Age Distribution of New Hires of the Group
(2022)
(2022)
Age Distribution of Departed Employees of the Group (2022)
Age Distribution of New Hires and Departed Employees of Everlight Chemical (2022)
(Inclusive of Taipei headquarters and ECIC Plant I-IV))
Age Distribution of New Hires of Everlight Chemical (2022)
Age Distribution of Departed Employees of Everlight Chemical (2022)
Supporting Departing Employees
We have included employee turnover rate as a key performance indicator under one of the material topics and aim to reduce turnover. We arrange counseling for departing employees. Department managers or HR managers proactively reach out and meet with departing employees to show concern and learn about their reasons for leaving, including direct reasons (e.g., family, health, continuing education, seeking better opportunities, etc.) and indirect reasons (company policies, organizational culture, work environment, interpersonal relationship, employee training, career planning, etc.), which would serve as reference for internal review and improvement.
No Data Found
Note: Employee turnover rate = Total number of departures during the year ÷ Average number of employees during the year
Note: Involuntary turnover rate = Total number of involuntary departures during the year ÷ Average number of employees during the year
Note: Involuntary turnover rate = Total number of involuntary departures during the year ÷ Average number of employees during the year
Diversity Commitment and Share of Female Employees
Everlight Chemical is committed to providing a diverse and inclusive work environment. We are committed to building a culture of diversity. In terms of recruitment and employment, we do not discriminate against nationality, race or religion. We also offer cross-functional rotation programs to promote multi-skill development and interdisciplinary capabilities. We are also committed to ensuring equal pay for equal work between male and female workers.
Currently, female employees represent 24% of our workforce, a percentage that is slightly higher than that of our industry peers (around 11%~25%). Looking ahead, we aim to further raise the percentage of female employees and managers, making continuous efforts on our commitment to gender equality.
Recruitment, Cultivation and Employment
Guided by the principle of “Respecting Employees” and “Character First,” Everlight Chemical takes a humanistic approach to employee management and integrates character education in the daily aspects of employees’ life and work. Also, in adherence to our philosophy of Business by Integrity, we offer reasonable protection and benefits to employees and are committed to maintaining sound and collaborative labor relations.
Ratio of Standard Entry Level Wage by Gender Compared to Local Minimum Wage
Everlight Chemical’s compensation and benefits policy aims to provide employees with stable work environment and salary. Our remuneration policy balances external competition and internal factors and takes into account the sustainable development of the Company. The policy also aligns incentives with employee performance and helps ensure competitive salary across the board. We also offer additional variable compensation, such as bonuses, determined based on individual employee performance and achievement of organizational or profitability goals, to reward employees for outstanding accomplishments and share the fruits of the Company’s success with employees.
For the year 2022, the ratio of salary for both male and female entry-level employees at the Group to local minimum wage was 1.19 to 1. Salary paid to each and every employee at Everlight Chemical is higher than the local minimum salary. In 2022, the average and median compensation for full-time employees in non-managerial positions was NT$786,000 and NT$743,000 respectively, representing a growth by 6.07% and 5.09% from 2021.
Compensation of Full-Time Employees
No Data Found
Note: Calculation of the number of full-time employees in non-managerial positions is based on the method specified by the Taiwan Stock Exchange Corporation (TWSE), which is the number of all company employees (or “regular employees,” inclusive of both resident and foreign nationals) less the number of employees in managerial positions (managers), the number of employees at overseas subsidiaries, the number of part-time employees and other types of employees that are exempted from calculation. In accordance with TWSE rules applicable to listed companies, the figures excluded employees at overseas subsidiaries and only included employees of Everlight Chemical Industrial Corporation.
Ratio of Basic Salary and Remuneration of Women to Men
In 2022, the ratio of basic salary and remuneration of female employees to male employees was 1: 0.95。
Annual Total Compensation Ratio
In 2022, the ratio of the annual total compensation for the highest-paid individual at the Company (which is the General Manager) to the median annual compensation for all employees excluding the highest-paid individual (the median being NT$743,000) was 4.18 to 1. The ratio of the percentage increase in annual total compensation for the highest-paid individual to the median percentage increase in annual total compensation for all employees excluding the highest-paid individual was -1.41%. This is because the Company still adjusted salaries of full-time employees annually based on inflation and the Company’s operational performance each year. Despite the impact of the pandemic for the past few years, employee salaries continued to grow steadily.
Note: The definition of employees here is based on the Taiwan Stock Exchange Corporation’s definition of full-time employees in non-managerial positions.
Employee Care and Support
With a commitment to taking care of employees’ well-being and protecting their rights and interests, Everlight Chemical has established the Welfare Committee to coordinate on matters and measures regarding employee welfare, also extending our support to employees’ families. Key measures are outlined below:
Building a Diverse & Gender-Friendly Workplace
Guided by Everlight Chemical’s core values, “Business by Integrity, Management by Love,” and its commitment to build a Happiness Enterprise with an inclusive workplace, the Company is committed to supporting female employees and helping them to achieve their best potential. In the hope of creating a gender-friendly workplace, the Company implements diversity and inclusion practices with standards higher than current regulatory requirements:
- Offer breastfeeding rooms
- Offer maternity parking
- Adhere to regulations and requirements regarding prenatal and postpartum maternal health protection
Through these measures, we hope to enhance the accessibility to maternal health protection to support female employees to feel valued and allow them to work in a truly comfortable and healthy environment.
Employee Reinstatement and Retention from Parental Leave in 2022 (Group)
We offer parental leave for employees to care for their newborns. In 2022, the post-parental-leave retention rate of both female and male workers was 100%.
tem | Male | Female | Note |
Number of Employees Eligible for Parental Leave in 2022 (Note 1) | 57 | 32 | Calculation begins from January 1, 2020 |
Number of Employees who Applied for Unpaid Parental Leave in 2022 | 8 | 5 | |
Number of Employees Whose Parental Leave Ended in 2022 (A) | 2 | 15 | Number of employees who applied for parental leave in 2021 and should return to work in 2022 |
Number of Employees who Returned to Work after Parental Leave in 2022 (B) | 2 | 10 | Number of employees who applied for parental leave in 2021 and actually returned to work in 2022 |
Reinstatement Rate in 2022 (B/A) (%) | 100% | 67% | (B)/(A) × 100% |
Number of Employees who Returned to Work after Parental Leave in 2021 (C) | 2 | 7 | Number of employees who applied for parental leave in 2020 and actually returned to work in 2021 |
Number of Employees that Remained in Service 12 Months after Returning from Parental Leave in 2021 (D) | 2 | 7 | Number of employees who remained in service twelve months from their reinstatement in 2021 |
Note:
- Inclusive of employees who applied for maternity or paternity leave between January 1, 2020 and December 31, 2022 and who remained in service as of December 31, 2022.
- The definition and calculation of parental leave at overseas subsidiaries are different, and therefore they are not included in the table above.
Parental Allowance & Childcare Services
- To encourage and support employees in starting families, we established a parental allowance program in 2022 that offers employees a parental allowance of NT$20,000. So far, 19 employees have benefited from the program.
- Since 2013, we have also been partnering with community kindergartens to provide childcare services and enrollment discounts for employees.
Scholarships for Children of Employees
In 2022, we offered scholarship stipends to 227 employees, benefiting 598 children of our employees. Towards families of deceased employees, we offer a cost-of-living allowance for children of the bereaved families, offer condolence stipends every Lunar New Year and check in with them by phone.
Promotion & Allowances for Diverse Group and Club Activities
- Everlight Chemical has 18 clubs formed by employees voluntarily. The clubs regularly hold activities, enhancing the physical and mental well-being of employees.
- In 2022, a total of 761 participants took part in group/club activities.
- Staff library officers on the Welfare Committee select and procure quality publications and audiovisual resources for employees to borrow, enriching their lives and knowledge after work.
Annual Corporate Retreats
- The Welfare Committee is responsible for planning annual corporate retreats. A wide variety of travel itineraries are provided.
- 1,214 employees participated in the annual corporate retreat in 2022, and travel stipends were utilized by 93% of all employees.
Supporting Employees with Critical Illness or Injury and Dependents of Deceased Employees
- We implement a support program for employees with critical illness or injury, providing them with necessary assistance in life.
- Towards families of deceased employees, we offer a cost-of-living allowance for children of the bereaved families, offer condolence stipends every Lunar New Year and check in with them by phone.
Low-Carbon & Healthy Kitchens
- We are committed to providing healthy meals for employees. The canteen committee at each plant is responsible for monitoring the quality of meal services, holding regular meetings with meal service providers to discuss meal pricing and quality to ensure healthy and nutritious meals for employees We also promote low-carbon and healthy kitchens at our facilities (The cafeteria at ECIC Plant II has been certified by the Taoyuan City Government as Low-Carbon & Healthy Kitchens)
- Foreign employees can participate in church and fellowship activities to find a sense of comfort and community
廠區舉辦外籍員工球類比賽
Supporting Indigenous and Foreign Workers
- We respect the culture and traditions of indigenous peoples. We offer leave for traditional indigenous ceremonies to the seven indigenous employees at our company.
- The Company had 129 foreign employees in 2022. In accordance with our Foreign Employee Management Policy, we regularly assess the recruitment agencies we work with and provide the following support services, with an aim to provide a warm, positive and inclusive work environment where foreign employees can work with a sense of security.
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- Offer space for sports and leisure activities
- Assign counselors to our plants to check in with employees and provide support
- Hold year-end Thanksgiving services and dinners
- Hold sports competitions and leisure activities
- Provide access to satellite television
- Provide dishes from hometowns of foreign employees on weekends
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- Foreign employees can participate in church and fellowship activities to find a sense of comfort and community.
- Starting from 2022, we also offer foreign employees an employment stipend to alleviate the financial burden of relocating to a new country.
Group photo of year-end Thanksgiving service and dinner at Plant II in 2022
Group photo of year-end Thanksgiving service and dinner at Plant II in 2022
Performance at year-end Thanksgiving service for foreign employees
Performance at year-end Thanksgiving service for foreign employees