The Company hopes to provide mutual support and trust to new employees and existing employees by communicating with each other, in order to establish a successful organization and team. Therefore, we pay special attention to new employees who have been with us for less than three months. In addition, team-building activities are incorporated in substitute service programs and internship programs to provide these employees with a better understanding of the Company’s core values. The Company respects the human rights of all of its employees, providing fair job opportunities for applicants and employees with the right skills. The Company does not discriminate against potential candidates based on race, beliefs, religion, political affiliations, gender, marital status, disabilities, or other entities protected under governmental regulations. Such principles apply to recruitment, employment, training, job promotion, remuneration, and welfare systems.
Selected into the GEI Index For two consecutive years as of February 2023
NT$138,250 thousand The amount of childcare subsidies as of the end of 2022
A Happy Workplace
WIN organizes regular events and encourages employees to participate in club activities to provide them with diverse channels for relaxing their bodies and minds, balance work and life, and lead healthier lives. They can also form better relations with colleagues, family members, and local communities through participation in events.
Plentiful Compensation
More Benefit Measures for Full-Time Employees
A Caring Workplace for Woman
To build a friendly workplace for mothers, each fab has designated independent and private breastfeeding rooms which were used 8,399 times in 2022. WIN also provides health education programs, medical consultation services, occupational risk investigation and management, classrooms for parents and baby health information, parking space for pregnant employees, birth subsidies, group insurance subsidies, 8 weeks of "maternity leave", and 1 week of "pregnancy checkup accompaniment and paternity leaves " in accordance with the law. Day care centers and postpartum nursing centers were added in 2018. These provisions are aimed at creating a workplace environment that encourages a better work-life balance for female employees.
Pension Fund Appropriation Status
Human Right Promotion
To protect the rights of all workers, WIN abides by all regulations of the Labor Standards Act as well as benchmark international human rights standards such as the “International Bill of Human Rights”, “UN Guiding Principles on Business and Human Rights”, “Declaration on Fundamental Principles and Rights at Work” of the International Labour Organization, and the UN Universal Declaration of Human Rights. In addition, we also established the Code of Conduct base on the regulation of the Responsible Business Alliance (RBA) as the basis of internal management to protect the human rights of WIN’s employees.
Our human rights management standards are established in the following regulations:
Human Rights Risks Identification Process (two-track system)
Human Rights Risks Identified by WIN and Mitigation Measures
WIN referenced the RBA and health conditions of the workplace environment to assess human rights risks. Related departments periodically assess the effect of risk items on employees. The scope covered all workplaces of WIN (including three fabs) and all production related activities. We identified 12 human rights risks in 2022. Besides implementing mitigation measures for all risks, we also formulated compensation measures.
WIN regularly review internal regulations, procedures, and related risks and actively improve the work environment. Domestic and foreign customers also adopt international standards to review WIN's human rights risks and related measures. There were no major deficiencies in customer audits of human rights issues in 2022.
Human Rights Risk Matrix
Human Rights Policy Training
WIN references international human rights standards and trends to regularly update and review the internal Corporate Social Responsibility Announcement. We implement training and awareness campaigns each year to meet international human rights standards and continue to protect employees' rights. We implement training and awareness campaigns for new and current employees each year. In 2022, the number of course enrollments for orientation training and RBA training totaled 3,612 and total training hours amounted to 1,368.84 hours. The training ratio was 99.97%.
Human rights policy training hours
Percentage of human rights policy training coverage
Talent Cultivation
In response to the rapid advancements in semiconductor technology, and to ensure that the career development of our employees and managerial officers is in line with the Company's business goals, WIN has included employees' development in its human resource management strategy. A training roadmap for professional and managerial competencies is designed on the basis of mid-to-long-term business strategy and WIN's core values, using multiple training methods to promote various training and development programs. In addition, we also comply with the government's regulatory requirements and regularly organize related courses for environmental protection to establish a safe workplace environment.
WIN strives to create a diverse learning environment that offers rich and interesting content. By establishing the "Education and Training Procedures," the Company has systematically integrated both internal and external resources, thus providing a complete talent development strategy as well as cultivating and improving employees' skills and capabilities so that they can grow with the Company and together create a mutually beneficial relationship.
To build an effective talent training system and achieve the Company's short, medium, and long-term objectives, WIN's "Training & Development" unit in the Human Resources Division specializes in planning and implementing various educational activities and talent development projects. We adopt competitive business strategies based on our core values and form a training roadmap for professional and managerial competencies. We adopt diverse training methods, such as: classroom courses, hybrid courses, on-the-job training, coaching instructions, and online English courses. They are used as blueprints for employees' future development.
WIN's talent cultivation is divided into three contexts, formulating professional training roadmaps based on the
department in which employees belong, title, and the expertise and familiarity required of a job.
HR plans and organizes all types of professional training courses to help employees adapt and learn the skills they need at work.
• Specialized roles: Cultivate employees who wish to refine their knowledge and skills to become an expert in certain fields.
• Managerial roles: Cultivate leadership in management of different levels, including entry level, midlevel, and top-level managers.
• Project-based roles: They generally involve project managers or customer project managers with a background in technological R&D.
WIN provides courses and also focuses on actual implementation status after courses.
We use the four levels in the Kirkpatrick Model to assess the performance of the training on different levels.
• Reaction(Level 1) ：Evaluate the participants' satisfaction rate of the courses by using methods such as questionnaires after courses.
This is used mainly for orientation.
• Learning(Level 2) ：Evaluate the degree to which participants acquire the intended knowledge in the course such as tests for professional courses (e.g. DOE).
• Behavior(Level 3) ：After evaluating participants' studies, we review the actual application status after they return to their work posts.
This method is mostly used for project or management courses. In the case of project management courses, WIN uses behavioral assessment to
investigate participants' applications after courses. We invite supervisors to evaluate participants' improvement in project management.
• Results(Level 4) ：We evaluate the benefits of courses on participants' personal performance or organizational performance.
This is used for internal instructor training. Trainees not only must pass education assessments but must also lecture in actual courses.
They are subject to trainees' satisfaction rate reviews in the courses.
In 2022, WIN offered 3 courses that utilized Level 3 or Level 4 evaluation methods, and received 100% feedback from managers,
showing that WIN attaches great importance to the effectiveness of the application of knowledge learned from the courses.
Talent Development Action Plans
In 2022, 19,799 people participated in 314 training sessions with a total of 29,862.64 training hours, and on average each employee received 8.92 hours of training. Among employee categories, the average training hours of technicians was relatively low. After conducting an internal review, we adjusted the training plan in 2023, formulated training plans for the competencies they need, and offered related courses. The training theme was to enhance the management skills of managers in response to the organizational adjustment in 2022. Training this year focused on "management skills training" and a management training map was compiled for managers at each level. The total number of training hours increased 4,610 hours and was more than four times the number of training hours last year. General knowledge training decreased compared with last year, and includes general knowledge seminars, health promotion, and orientation. The main reason for the decrease in orientation hours is that new employees need to complete 24 hours of orientation courses to improve their adaptability and enhance their professional competencies, and the number of orientation hours varies with the number of new employees that report for duty each year. Total training cost totaled NT$3,885,357 and the average training expenses per person was NT$1,160.15, which showed WIN's commitment to talent development.
Number of training hours by personnel category
Training course type
Safe and Healthy Workplace
WIN takes the safety and health of workers very seriously. To keep our employees healthy and prevent occupational diseases from occurring, we established sound consultation, communication, and participation channels. In accordance with the Enforcement Rules of the Occupational Safety and Health Act, and through continuously improving the occupational safety and health management system, we prevent accidents and promote employee safety and health, as well as a human-centric culture. WIN first passed the occupational safety and health management system certification in 2002 and has upheld the P-D-C-A approach for continuous improvement to ensure the effectiveness of the system. We continue to identify and improve potential risks. We also appointed EHS contact window in each department who participates in regular management and the Occupational Safety and Health Committee to promote various safety and health operations, and continue to review and improve operations. All fabs have successfully upgraded to ISO45001 Occupational Safety and Health Management System in 2020 and obtained CNS 45001 Taiwan Occupational Safety and Health Management System certification to build an intrinsically safe working environment.
Safety and Health Tasks
To drive the implementation of safety and health tasks, WIN follows the environmental safety and health policy and tracks the results with EHS performance indicators. We periodically conduct internal audits and internal inspections of safety and health management system. The Occupational Safety and Health Committee explains the safety and health implementation status to the labor representatives of various organizations within the Company in each quarterly meeting.
Key results of EHS management measures in 2022
| Objective | Description | Result |
|---|---|---|
| Drinking water testing | To maintain the quality of drinking water and employee health, we conduct sampling inspections of e-coli bacterial colony in water dispensers every three months in accordance with the Regulations for the Use, Maintenance, and Management of Stationary Continuous Drinking Water Supply Equipment. |
Number of water dispensers tested: 81. Pass rate: 100%. |
| Workplace environmental monitoring | We test workplaces for CO2, noise and chemical substances every six months in accordance with the Regulations for Workplace Environmental Monitoring. For machines, equipments, operations, or environments that use or store chemicals, we sample and analyze the concentration of chemical substances in the environment to protect employees from physical and chemical harm. Tested a total of 1,436 items. |
Number of items tested: 1,233 Pass rate: 100%. |
| Health examination |
Employees receive general and special health examination every year: General health examination: 3,244 employees Special health examination: 1.Arsenide (As) and its compounds: 1,904 employees 2.Ionizing radiation: 353 employees 3.Nickel and its compounds: 145 employees 4.Mercury: 39 employees 5.Indium and its compounds: 131 employees. |
Work related abnormal results in health examination: 7 (There were class 3 and class 4 management abnormalities). |
| Environmental protection and labor safety training |
In accordance with the Occupational Safety and Health Education and Training Rules,
total 8,092 hours of participation in safety and health education training in 2022 to protect employee safety and health: 1. Occupational safety and health training for new employees: Establish employees’ safety and health awareness. 2. Liberal hazardous chemicals Training for new employees: Establish employees’ hazards of chemical substances awareness and how to use personal protection equipment. 3. Occupational safety and health training for occupational safety and health committee: Establish and continuously remind the safety and health awareness for Occupational Safety and Health Committee. 4. Supervisor occupational safety and health training: Establish and continuously remind the safety and health awareness for supervisors. 5. On-the-job labor health and safety / fire safety / fire extinguisher / emergency evacuation training, at the same time, hold 39 emergency response drills. Contractor participated in safety and health education training for total 6,528 hours. |
Enhanced protection of employee safety and health. |
| On-site inspections, safety inspections, and internal audits |
1. Daily EHS related on-site inspections. 2. Implementation of high-risk machinery safety inspections. 3. EHS Management System internal audits. |
Active and systematic problem finding to reduce the potential risks. |
| GHG emission control management | Besides conducting inventories for GHG emission and commissioning a certifying body recognized by the Environmental Protection Administration in accordance with regulations each year, we also evaluate the economic and technical feasibility of reducing GHG emissions. | The inventories are reported in accordance with the law and serve as the basis for reducing GHG emissions. |
Occupational Accidents Management
Statistical indicators of disabling injuries are calculated in accordance with the Occupational Safety and Health Act, with the disabling injury frequency rate (FR) and disabling injury severity rate (SR) as the primary data, excluding off-site traffic accidents.
There were no deaths, major occupational accidents, or occupational diseases among WIN employees caused by work in 2022, but there was 1 non-traffic occupational accident due to improper posture during operations. The disabling injury frequency rate (FR) was 0.14 and the disabling injury severity rate (SR) was 0. There was 1 case of falling through an opening in raised floors. WIN seeks to prevent the same types of occupational accidents from occurring and conducts special investigations on occupational accidents. We take measures to improve the work environment and enhance personnel safety education and training to actively enhance safety awareness. We also conduct reviews and improvements for accidents in quarterly meetings of the Occupational Safety and Health Committee to move towards a zero-accidents objective. Moreover, there were no accidents involving other workers that are not employees in WIN plants from 2018 to 2022.
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