Human Resource Structure
Chicony Electronics upholds the fundamental principle of "talent diversity" and remains committed to fostering an inclusive and equitable workplace environment. As of December 31, 2024, our global workforce totaled 17,429 employees (including full-time and part-time personnel), with women comprising 56.63% of our total workforce. Female representation in management positions reached 16.23%, demonstrating our substantial progress in advancing gender equality and women's empowerment initiatives.
Given industry characteristics and functional specialization requirements, our headquarters primarily focuses on research and development talent and executive leadership, resulting in a higher proportion of male employees. Conversely, our manufacturing facilities maintain a higher percentage of female workforce due to production line operational requirements. Regarding age demographics, employees aged 30-50 represent 57.74% of our workforce. This demographic cohort constitutes our enterprise's core talent pool, providing critical support for strategic operational decision-making, facilitating organizational knowledge transfer, and continuously driving innovation capabilities. This group plays an essential role in sustaining our competitive advantages and advancing our sustainability transformation initiatives.
Human Resource Structure
| 2021 | 2022 | 2023 | 2024 | |||||
|---|---|---|---|---|---|---|---|---|
| Male | 7,407 | 43.83% | 7,030 | 42.77% | 7,899 | 42.52% | 7,558 | 43.36% |
| Female | 9,509 | 54.27% | 9,406 | 57.22% | 10,675 | 57.47% | 9,870 | 56.63% |
|
Other |
0 | - | 1 | 0.001% | 1 | 0.001% | 1 | 0.01% |
| Male: Female | 0.78 | 0.75 | 0.74 | 0.77 | ||||
| Total | 16,899 | 16,437 | 18,575 | 17,429 | ||||
Note: Regarding the M:F ratio, F includes female and other gender identities.
2024 Employees' Nationalities
Employment Profile of People with Disabilities
| 2021 | 2022 | 2023 | 2024 | |||||
|---|---|---|---|---|---|---|---|---|
| Employees with disabilities (%) | 33 | 0.19% | 39 | 0.24% | 119 | 0.64% | 187 | 1.07% |
Management Positions Structure
| 2021 | 2022 | 2023 | 2024 | |||||
|---|---|---|---|---|---|---|---|---|
| Number | Percentage | Number | Percentage | Number | Percentage | Number | Percentage | |
| Male | 392 | 87.11% | 393 | 85.43% | 420 | 84% | 413 | 83.77% |
| Female | 58 | 12.89% | 67 | 14.57% | 80 | 16% | 80 | 16.23% |
| Male: Female | 0.15:1 | 0.17:1 | 0.19:1 | 0.19:1 | ||||
| Total | 450 | 460 | 500 | 493 | ||||
2024 Management Positions Structure
| Junior Management | Middle Management | Top Management | ||||
|---|---|---|---|---|---|---|
| Number | Percentage | Number | Percentage | Number | Percentage | |
| Male | 298 | 81.6% | 80 | 87.9% | 35 | 92.1% |
| Female | 66 | 18.4% | 11 | 12.1% | 3 | 7.9% |
| Total | 364 | 73.8% | 91 | 18.5% | 38 | 7.7% |
Note: Top management: assistant general manager or higher; Middle management: director-level managers; Junior management: manager- or deputy manager-level.
Personnel Recruitment
CEC has a systematic talent acquisition framework, leveraging multiple channels to recruit talent across all operational locations. The company engages in industry-academia partnerships, including vocational training, work-study, and internship programs to develop future talent for its strategic needs. Additionally, it supports government employment initiatives through various workforce development programs, fulfilling its corporate social responsibility.
2024 Number and Percentage of New Employees
| Taiwan | China | Thailand | Other | Total | ||
|---|---|---|---|---|---|---|
| Gender | Male | 55 | 14,973 | 489 | 2 | 15,519 |
| Female | 14 | 13,184 | 1,536 | 4 | 14,738 | |
| Age | <30 years old | 22 | 16,442 | 1,486 | 0 | 17,950 |
| 30-50 years old | 45 | 11,349 | 538 | 4 | 11,936 | |
| >50 years old | 2 | 366 | 1 | 2 | 371 | |
| Total | 69 | 28,157 | 2,025 | 6 | 30,257 | |
| New Employee Hiring Rate | 7.77% | 211.69% | 50.05% | 18.18% | 165.63% | |
Notes:
- The number of new employees refers to the number of the Company's newly recruited formal employees.
- Percentage of new employees = Number of new employees ÷ Total number of employees.
Employee Turnover & Parental Leave
Chicony's overall employee turnover rate rose to 169.27% in 2024 from 127.53% in 2023. This increase was primarily driven by a 113.03 percentage point rise in turnover for mainland China operations, due to local manufacturing sector adjustments. Contributing factors included labor dynamics, supply chain realignment, and U.S.-China trade tensions, which collectively reconfigured production models. Furthermore, higher mobility among employees under 30 reflects evolving expectations for work environment, compensation, and career advancement. Conversely, CET operations improved retention, with turnover decreasing from 59.49% to 49.38%, validating its localized strategies. Taiwan operations remained stable with a 7.77% turnover rate.
2024 New Employee Turnover
| Taiwan | China | Thailand | Other | Total | ||
|---|---|---|---|---|---|---|
| Number of New Employees | 69 | 28,157 | 2,025 | 6 | 30,257 | |
| Number of New Employee Turnover | Male | 9 | 11,114 | 64 | 1 | 11,188 |
| Female | 1 | 8,304 | 253 | 1 | 8,559 | |
| < 30 years old | 3 | 12,148 | 244 | 0 | 12,395 | |
| 30-50 years old | 6 | 7,060 | 73 | 1 | 7,140 | |
| > 50 years old | 1 | 210 | 0 | 1 | 212 | |
| Total | 10 | 19,418 | 317 | 2 | 19,747 | |
| New Employee Turnover | 14.49% | 68.96% | 15.65% | 33.33% | 65.26% | |
Note: New employee turnover = The total number of job-leaving employees within three months of joining during the year ÷ the average number of job-leaving employees from January to December of the year.
2024 Employee Turnover
| Taiwan | China | Thailand | Other | Total | ||
|---|---|---|---|---|---|---|
| Gender | Male | 51 | 15,284 | 457 | 4 | 15,796 |
| Female | 18 | 13,566 | 1,541 | 1 | 15,126 | |
| Age | < 30 years old | 15 | 16,346 | 1,375 | 1 | 17,737 |
| 30-50 years old | 38 | 12,023 | 616 | 2 | 12,679 | |
| > 50 years old | 16 | 481 | 7 | 2 | 506 | |
| Total | 69 | 28,850 | 1,998 | 5 | 30,922 | |
| Turnover | 7.77% | 216.90% | 49.38% | 15.15% | 169.27% | |
Notes:
- The number of job-leaving employees refers to the number of the Company's job-leaving formal employees.
- Employee turnover = The total number of job-leaving employees during the year ÷ the average number of job-leaving employees from January to December of the year.
Taiwan Employee Unpaid Parental Leave
| 2021 | 2022 | 2023 | 2024 | |||||||||
|---|---|---|---|---|---|---|---|---|---|---|---|---|
| Male | Female | Total | Male | Female | Total | Male | Female | Total | Male | Female | Total | |
| Entitled to Parental Leave | 53 | 21 | 74 | 54 | 17 | 71 | 58 | 22 | 80 | 46 | 17 | 63 |
| Number Applied | 2 | 5 | 7 | 0 | 3 | 3 | 2 | 4 | 6 | 1 | 1 | 2 |
| Number Should Return | 3 | 6 | 9 | 0 | 1 | 1 | 1 | 4 | 5 | 1 | 3 | 4 |
| Number Returned | 2 | 5 | 7 | 0 | 1 | 1 | 1 | 4 | 5 | 1 | 3 | 4 |
| Return Rate | 67% | 83% | 78% | 0% | 100% | 100% | 100% | 100% | 100% | 100% | 100% | 100% |
|
The number of employees returning from parental leave in the previous year and remained employed for a full year during the current year. |
0 | 4 | 4 | 1 | 4 | 5 | 0 | 1 | 1 | 1 | 4 | 5 |
| Retention Rate | 0% | 100% | 100% | 50% | 80% | 71% | 0% | 100% | 100% | 100% | 100% | 100% |
Notes:
- Return Rate = Number Returned ÷ Number Should Return × 100%
- Retention Rate = The number of employees returning from parental leave in the previous year and remained employed for a full year during the current year ÷ Number Returned Last Year × 100%
Talent Cultivation and Development
To cultivate potential talent, Chicony collaborates with Taipei University of Technology's Electronic Engineering department on a cooperative training program and with Ming Chi University of Technology's Mechanical Engineering department on an internship project. CEC regularly conducts campus visits to identify top students, offering them positions to deepen their technical expertise. Through these internships, participants gain the practical skills for R&D roles while understanding CEC's culture and work environment, preparing them for future employment.
Each March, Chicony participates in major campus recruitment events. Beyond recruiting high-potential talent, these events allow for direct student engagement. This enables the Company to address career inquiries, bridge academia-industry gaps, assist with student career planning, and offer insights into industry roles and professional growth opportunities.
Diverse Training and Career Development Programs
The Company regards talent cultivation and development as a core competitive advantage and has established the Education and Training Management Measures to build a comprehensive training framework. The HR Department annually plans and implements diverse training programs in accordance with these Measures, designed based on departmental requirements to help employees enhance professional skills, management capabilities, and personal development.
The Company has established a learning roadmap with specialized modules based on employees' areas of expertise and roles to align with the Company's operational objectives, Human Rights Policy, and sustainable development goals. Through integration of on-the-job training (OJT), job rotation, knowledge sharing, soft skills development, the Learning & Knowledge Network, and other strategic initiatives, we have established a competency academy for Chicony Electronics, ensuring all employees excel in both theoretical knowledge and practical application while growing alongside the Company.
To encourage continuous learning, Chicony has established the "Diligent Learning Award" to recognize employees who achieve the highest annual training hours. This award acknowledges their commitment to learning while serving as motivation for professional growth and personal development. In 2024, 14 employees received this recognition, demonstrating their dedication to self-improvement and career advancement.
External Education and Training Subsidy Mechanism
| Number of Training Participants | Training Subsidies | |
|---|---|---|
| Taiwan | 42 | 411,407 |
| China | 257 | 584,113 |
|
Thailand |
3 | 41,951 |
| Others | 0 | 0 |
| Total | 302 | 1,037,471 |
Various Education and Training Systems
Career Development and Training Programs
The Company regards talent cultivation and development as a core competitive advantage. Based on employees' professional domains and positions, and in alignment with corporate operational objectives, human rights policies, and sustainability directions, we have established a diversified learning roadmap. This roadmap encompasses five major areas: new employee orientation, professional skill enhancement, management capability training, succession planning, and green marketing. Through on-the-job training (OJT), job rotation, knowledge sharing, soft skill development, and learning knowledge networks, we have created a distinctive Competitiveness Academy, aspiring for all colleagues to integrate theory with practice and grow together with the Company.
According to 2024 statistics, Chicony Electronics' global total training hours reached 539,722.1 hours, with an average of 31 hours per employee, representing a 13.95% increase compared to 2023. Additionally, the Company encourages employees to participate in external training courses. In 2024, 302 employees received external training subsidies totaling NT$1,037,471.
Training Program Highlights
Sustainability Talent Development
Objective: To strengthen the Company's commitment to and promotion of sustainable development, Chicony has launched a cross-functional sustainability talent cultivation program. Through systematic training, we develop ESG professional seed personnel. By extensively integrating talent with decarbonization and sustainability expertise across organizational departments, we not only facilitate the advancement of internal ESG initiatives but also establish a foundation for future expansion of sustainability-related business opportunities.
Approach: Chicony has partnered with the Industrial Technology Research Institute (ITRI) to establish a "Corporate Sustainability Program," spanning 16 weeks with a total of 47 hours. Classes are scheduled one day per week, with each session lasting 3 to 6 hours, and feature leading academic and industry experts from Taiwan as instructors. The curriculum design combines theory with practice, utilizing systematic knowledge transfer and case studies to help employees gain in-depth understanding and mastery of core concepts and practical applications of net-zero transformation.
Upon course completion, participants must pass a written examination to obtain the "Sustainable Carbon Manager" certificate issued by ITRI, and become eligible to take the nationally designated examination to further obtain the "Net-Zero Carbon Planning Manager" professional certification. This initiative not only enhances employees' professional credentials and competencies but also enables the enterprise to build a highly specialized sustainability talent pool, supporting Chicony's long-term sustainability blueprint.
Program Design: The "Corporate Sustainability Program" curriculum is designed to comprehensively cultivate employees' sustainability professional capabilities, progressively building net-zero competencies through four core dimensions:
- Building Carbon Inventory Capabilities: Establishing internal carbon inventory and carbon footprint management systems to enhance the Company's foundational capabilities in greenhouse gas (GHG) inventory and improvement.
- Enhancing Carbon Reduction Technical Expertise: Mastering key technologies in decarbonization, digitalization, and energy transition to formulate strategic blueprints for achieving corporate net-zero objectives.
- Developing Sustainability Competitiveness: Aligning with international trends and ESG management practices to strengthen corporate disclosure and sustainability governance capabilities.
- Creating Net-Zero Implementation Capacity: Planning and advancing carbon neutrality and action plans, integrating international standards to implement decarbonization initiatives.
Through systematic training across these four dimensions, the curriculum encompasses not only theoretical knowledge but also emphasizes practical application, assisting employees in progressively becoming the backbone force driving the Company's sustainability transformation.
Outcomes: This program has successfully cultivated 30 seed personnel with professional certifications distributed across different departments, serving as the core driving force for sustainability and net-zero transformation. Furthermore, 43 colleagues have obtained the "Net-Zero Carbon Planning Manager" professional certification issued by the Ministry of Economic Affairs, demonstrating that the Company has established a solid talent foundation in the fields of professional decarbonization and sustainability planning.
These seed personnel not only implement professional knowledge in the daily operations of their respective units but also serve as internal champions, facilitating the Company's acceleration of sustainability action implementation. They strengthen organizational execution capabilities in carbon reduction, ESG, and net-zero transformation, further propelling Chicony toward a new chapter in its net-zero future.
Succession Planning and Leadership Development
Objective: Targeting the potential competencies required of managers, the Company has established a digitalized competency model applied to talent recruitment, performance evaluation, and succession pipeline planning. Based on the key management competencies of middle-level managers, a systematic competency training roadmap has been designed to help managers not only master theoretical knowledge but also integrate it into daily operations, strengthening overall management effectiveness and providing robust talent support for the enterprise's sustainable development.
Program Design: Centered on five core competencies—"Communication Skills, Planning and Organization, Problem Analysis, Team Leadership, and Goal Management"—a phased and systematic training roadmap has been designed. Progressing from foundational knowledge through practical application to strategic leadership, the program progressively strengthens management capabilities, ultimately guiding participants toward strategic and leadership-level competency development.
- Communication Skills: Starting from fundamental interpersonal interaction and expression techniques, progressively strengthening cross-functional coordination and influence cultivation, ultimately enabling the establishment of clear and effective communication mechanisms within the organization.
- Planning and Organization: Beginning with time and task management, further introducing plan formulation, resource allocation, and progress control to ensure employees can demonstrate systematic planning and execution capabilities in complex environments.
- Problem Analysis: Starting with problem identification and definition, gradually cultivating systematic analysis, risk assessment, and innovative solution capabilities, enabling employees to effectively clarify problem essence and propose feasible solutions.
- Team Leadership: Training content emphasizes leading by example and situational leadership, progressively expanding to team motivation, conflict management, and leadership mastery, assisting managers in leading teams to achieve objectives in diverse environments.
- Goal Management: Beginning with setting clear objectives and monitoring execution, progressively deepening to performance review and organizational goal alignment, ensuring employees can enhance team performance and overall organizational competitiveness through effective goal-oriented management.
Outcomes: In 2024, a total of 229 person-times participated in competency development training, accumulating 1,156 training hours. Through this program, Chicony has preliminarily established a systematic talent cultivation mechanism, strengthened managers' management competencies and the organization's overall competitiveness, and laid a talent foundation for the enterprise's sustainable operation.
