Workplace Diversity and Equality

The Company provides equitable resources and creates an inclusive, safe, and non-discriminatory work environment, fostering a workplace culture that respects differences, ensures fair treatment, and enables all employees to participate and feel accepted. The Company also continues to implement family-friendly policies supporting marriage, parenthood, and family care, helping employees maintain work-life balance and experience satisfaction, a sense of belonging, and achievement.

Workplace Diversity and Equality

As of the end of 2025, the Company had 336 employees, comprising 292 men and 44 women. All were regular employees and Taiwanese nationals. The average age was 42.15 years, and the average tenure was 13.83 years, reflecting a high level of employee commitment to the Company. The Company promotes diversity in employment and fairness in remuneration and promotion opportunities, ensuring that employees are not subject to discrimination, harassment, or unequal treatment based on race, gender, sexual orientation, religious belief, age, political affiliation, place of birth, disability, or any other status protected by applicable laws and regulations.

Workforce Composition

Due to the nature of the industry, the Company has a higher proportion of male employees. The Company continues to promote a diverse and equitable workplace and provides equal recruitment and promotion opportunities regardless of gender.

Workforce Composition by Age and Educational Attainment

Item		2023		2024		2025
Item		Number of people	Percentage	Number of people	Percentage	Number of people	Percentage
Gender	Male	276	86.8%	290	86.8%	292	86.9%
Gender	Female	42	13.2%	44	13.2%	44	13.1%
Total		318	100.0%	334	100.0%	336	100%
Age	30 years old and below	30	9.4%	35	10.5%	29	9.0%
	31 to 50 years old	203	63.9%	211	63.2%	221	66.0%
	51 years old and above	85	26.7%	88	26.3%	86	26.0%
Academic background	Ph.D. degree	9	2.8%	8	2.4%	10	3.0%
	Master's degree	94	29.6%	100	29.9%	97	29.0%
	Bachelor’s degree	172	53.8%	181	54.2%	183	54.6%
	Senior high school and vocational school	43	13.8%	45	13.5%	45	13.4%

2025 Employee Distribution by Job Levels

Unit: Persons

Job Title	Company-wide		Male		Female
Total	336	100.0%	292	100.0%	44	100.0%
First-level managers and above	18	5.4%	17	5.8%	1	2.3%
Second-level managers	27	8.0%	23	7.9%	4	9.1%
Professional technicians	93	27.7%	80	27.4%	13	29.5%
Staff	198	58.9%	172	58.9%	26	59.1%

Personnel at the first-level manager rank and above include managerial department personnel and first-level managers and deputy managers. Second-level managers include directors, deputy directors, and managers. Professional technicians include assistant engineers (administrators), engineers (administrators), lead engineers (administrators), project engineers (administrators), and section chiefs. Staff includes technical personnel (administrators) and foremen
Ratios are calculated based on the total number of employees of each gender

Other Diversity and Equality Metrics for 2025

Unit: Persons

Category	Age	Number of people		Percentage
Category	Age	Male	Female	Male	Female
Indigenous peoples	30 years old and below	0	0	0	0
	31 to 50 years old	1	0	0.31%	0
	51 years old and above	0	0	0	0
	Total	1	0	0.31%	0
Employees with physical and mental disabilities	30 years old and below	0	0	0	0
	31 to 50 years old	1	0	0.31%	0
	51 years old and above	2	0	0.63%	0
	Total	3	0	0.94%	0

Ratios are calculated based on the total number of employees of each gender

Employee Turnover

Human capital is an important asset of the Company, and employee turnover has consistently been a key management issue.

Recruitment

The Company hired 12 new employees in 2025. In keeping with its commitment to maintaining good relations with neighboring communities, the Company established a preferential scoring mechanism in its recruitment examinations for applicants residing near its production plants. The distribution of new employees over the past three years is as follows:

Item		2023		2024		2025
Item		Number of people	Percentage	Number of people	Percentage	Number of people	Percentage
Gender	Male	16	5%	25	7.5%	12	3.6%
Gender	Female	2	0.6%	3	0.9%	0	0%
Total number of new employees		18	5.6%	28	8.4%	12	3.6%
Age	30 years old and below	8	2.5%	16	4.8%	3	0.9%
	31 to 50 years old	9	2.8%	11	3.3%	9	2.7%
	51 years old and above	1	0.3%	1	0.3%	0	0%

The percentage of new employees is calculated as follows: Number of new employees/Total number of employees.

Employee Departures

Employees may retire upon reaching retirement age or opt for early retirement in accordance with the Labor Standards Act. The Company has also established the Regulations of Retirement, Pension, Compensation for Occupational Accidents and Repatriation to support employees during employment and after retirement. In 2025, a total of 12 employees resigned or retired, representing a turnover rate of 3.6%. Seven employees with less than three years of service left the Company, representing a departure rate of 2.1%. The distribution of employees who resigned or retired over the past three years is as follows:

Item		2023		2024		2025
Item		Number of people	Percentage	Number of people	Percentage	Number of people	Percentage
30 years old and below	Male	1	0.3%	4	1.2%	4	1.2%
30 years old and below	Female	0	0.0%	1	0.3%	0	0.0%
31 to 50 years old	Male	12	3.8%	10	3.0%	5	1.5%
31 to 50 years old	Female	0	0.0%	1	0.3%	0	0.0%
51 years old and above	Male	2	0.6%	3	0.9%	3	0.9%
51 years old and above	Female	0	0.0%	1	0.3%	0	0.0%
Gender	Male	15	4.7%	17	5.1%	12	3.6%
Gender	Female	0	0.0%	2	0.6%	0	0.0%

The percentage of departed employees is calculated as follows: Number of departed employees/Total number of employees.
The turnover rate increased in 2024, driven by an increase in departures among male employees under the age of 30, who were primarily recent hires. Due to the nature of the industry, most new hires were male, and men therefore continued to account for the majority of employee departures. An investigation found that the launch of new production lines reduced the availability of mentors responsible for supporting new employees, resulting in some employee concerns not being addressed in a timely manner. Following improvements, the turnover rate among new hires declined in 2025.