Our Focuses｜Human Rights and Social Inclusion｜Human Resources Management

Human Resources Management

Winbond continues to enhance its human resource management system and optimize its human resource integration system, including recruitment, retention, compensation, benefits and talent development. Winbond is committed to promoting a people-centric corporate culture, increasing employee engagement with Winbond, and dedicating substantial resources to talent attraction and retention. In the face of global uncertainties, Winbond strives to maintain a strong competitive edge.

Workforce Structure

Global Talent Deployment

As of 2022, the total number of employees at Winbond's Taiwan headquarters 3,630, including 2,921 executives in research and development/production, administration/sales, as well as 709 production support personnel.

Global Workforce Distribution

Unit: persons

Note: Employees classification according to GRI corresponds to fixed-term contract employees classified as temporary staff; indefinite contract employees classified as permanent staff. Winbond does not employ staff without guaranteed working hours.

Number of Global Employees for Previous Years

Distribution of Foreign and Overseas Employees for the Taiwan Head Office

Note: The proportion of foreign and overseas employees is calculated by dividing the number of foreign and overseas employees by the total number of employees at the Taiwan headquarters.

Talent Recruitment

Diverse Recruitment Channels

Winbond values workplace diversity and actively recruits talent through various channels such as Winbond career site, campus recruitment, social media, industry-academia collaborations, and internal referrals attracting outstanding individuals from different regions and age groups, Winbond also has an internal transfer system that encourages employees to rotate and develop their skills, allowing exceptional talents to flourish in suitable positions. Additionally, in response to the demand for advanced technical expertise from different countries, we hire professionals from Japan, South Korea, India, the United States, Malaysia, Indonesia, and other nation. This fosters a diverse and interactive work environment where employees can stimulate new perspectives innovative thinking.

Since 2018, Winbond has begun implementing digitalization in various processes, such as automated recruitment and training reports, to expedite the entire talent recruitment and onboarding process. This streamlining has significantly reduced the consumption of manpower and time, allowing us to focus more on enhancing the quality of recruitment and talent alignment. Additionally, we have introduced market-competitive compensation and a diverse rewards system as part of our efforts to retain talent, serving as compelling incentives for employees to stay with Winbond. Through our commitment to digital transformation and employee-centric practices, we position Winbond as an employer of choice, attracting and retaining exceptional talents within our workforce.

Recruitment channels	Explanation	Outcomes
Campus recruitment	Through campus recruitment events and interactions with students, we provide on-site job consultations and engage in mutual exchange. By leveraging social media platforms to promote our recruitment messages, we ensure that potential candidates have wider exposure to Winbond's job opportunities beyond geographical limitations.	Through campus recruitment efforts, Winbond successfully recruited 63 talented individuals who have joined the company and are now contributing their skills and expertise.
Internal recruitment	The human resource department announces internal job vacancies based on the recruitment criteria provided by the respective hiring departments. This process facilitates talent mobility within the organization and supports employees in pursuing diverse career paths, ensuring the right fit for each position and promoting a culture of appropriate talent placement.	Through our internal recruitment system, we have successfully facilitated the transfer of 5 employees within the company, allowing them to gain experience in different roles and fostering diverse.
Job search websites and social media	Job vacancies at Winbond is posted on the official career site, job portals, and various social media platforms. This approach aims to reach job seekers from different regions and age groups, enabling them to access comprehensive information about job opportunities at Winbond. Additionally, candidates have the convenience of engaging in real-time job consultations with the Winbond recruitment team through fan pages and social media, providing them with immediate access to the necessary guidance and information.	By actively promoting job vacancies on recruitment websites and social media platforms, Winbond attracted 27,100 candidates who proactively submitted their resumes.
Employee referral	Winbond invites its employees to recommend outstanding talent to join the company. By leveraging the employees' understanding and identification with the company, they can refer individuals who are a good fit for Winbond's corporate culture and job requirements.	Through employee referrals, Winbond successfully recruited 60 outstanding talents to join the company.
Summer internship program	In 2022, Winbond offered 12 summer internship positions, providing recent graduates the opportunity to join the company with full-time benefits and experience the real-life work and life in the workplace.	Winbond successfully matched 9 university and graduate students, providing them with a solid starting point for their career development.

New Hire Statistics

In 2022, Winbond recruited 719 new employees based at the head office in Taiwan and our annual new hire rate was 19.81%. Furthermore, Winbond has seen significant progress in the recruitment of female employees with the new hire rate increasing from 6% in 2020 to 24% in 2022. This upward trend has gradually surpassed the new hire rate of male employees. Winbond warmly welcomes more outstanding female talents to join the semiconductor industry in the future.

Hiring Individuals with Disabilities

Through the government employment support agencies, Winbond maintains continuous attention to the resumes of individuals with disabilities, aiming to improve their employment rate. As of the end of 2022, Winbond has employed 32 individuals with disabilities, and after accounting for weighted factors based on the severity of their disabilities, the total number stands at 47. This represents a remarkable 147% increase compared to the previous year, demonstrating a higher employment rate than mandated by the law.

Prior to reporting to work, Winbond provides assistance to employees with disabilities who are actively involved in the company's business operations. They assess each individual's physical and mental disabilities and help new employees understand the practical aspects of commuting, work processes, and other relevant details. After their arrival, suitable personnel assistance, equipment, and work environment are provided to create a friendly workplace environment, allowing them to work with peace of mind and leverage their strengths. Starting from 2022, Winbond has introduced the position of a visually impaired massage therapist, offering massage and therapeutic services to employees. This initiative effectively reduces fatigue, promotes employee health and well-being, while also creating employment opportunities for visually impaired workers.

Number of Employees with Disabilities

	Male		Female		Total number of people	Weighted by degree of disability
	Number of People	Ratio	Number of People	Ratio
Hires	22	68.75%	10	31.25%	32	47

Recruitment of Foreign Experts

On the path of sustainability, Winbond recruits talent individuals from around the world, offering equal opportunities for professional development to candidates from different countries. Through various channels, Winbond continues to reach out to foreign talent and provides comprehensive services to newly hired international employees, assisting them and their families with relocation, settling into their new lives, and other necessary support.

After years of cultivating the foreign talent market, the number of new foreign hires at Winbond has shown a significant increase in the past three years (from 2020 to 2022). In 2022, the company welcomed a record of 11 new foreign employees from six different countries, reflecting the diversity of nationalities. As of the end of 2022, Winbond’s foreign workforce represented a total of eight different countries, with a substantial presence from Japan and South Korea. The company has also actively recruited professional talents from Malaysia, Indonesia, Haiti, and other countries, who have studied in Taiwan and expressed a strong interest in contributing to the semiconductor industry, thus enhancing the diversity of the talent pool and fostering cultural integration to stimulate innovation. Notably, over 34% of all foreign employees hold managerial positions, with 19% of them serving as vice presidents or above, highlighting their significant contributions to leadership roles within the organization.

Proportion of Foreign Managers in the Decision-making Circle

Compensation Policy

Employee compensation is guided by the principles of internal equity and external competitiveness, comprising both fixed components (e.g., base salary, allowances) and variable components (e.g., performance-based bonuses, employee incentives). These bonuses are promptly distributed, allowing colleagues to share in the fruits of our operational achievements, thereby attracting, motivating, and retaining talented individuals. Individual compensation is determined based on job responsibilities and professional expertise, while bonuses and incentives reward a holistic evaluation of personal job performance and contributions. Our commitment to human rights serves as an objective foundation, ensuring that compensation, benefits, evaluations, promotions, and other aspects do not discriminate based on gender, race, skin color, religion, political affiliation, sexual orientation, age, marital status, pregnancy, physical or mental disabilities, blood type, zodiac sign, or labor representation status.

In 2022, Winbond ensured that the basic monthly salary for inexperienced employees exceeded the statutory minimum wage, ranging from 1.4 to 1.7 times the legal minimum wage. Additionally, an annual market salary survey was conducted to review and adjust salaries based on performance, rewarding and retaining valuable talent.

Employee Salary Ratio

Type of Personnel	Female	Male
Management	1	1.2
Non-Management	1	1.1

Note: Management refer to employees who hold a position at the department head level or above and provide assistance and guidance to other department staff.

Generous Benefits

Winbond offers comprehensive benefits and measures for all employees, encompassing various aspects of their well-being. These benefits range from performance-driven incentives and bonuses in the workplace to living allowances and employee vacations. Additionally, we provide diverse social clubs to foster a vibrant work environment. By availing these benefits, our employees gain motivation, achieve work-life balance, and find a sense of fulfillment in both their professional and personal lives.

Total Employee Care

Bonuses

Festival Bonuses

Special Bonuses

Operating Performance Bonus

Employee Remuneration

Motivation Fund

Winbond Star Bonus

Patent Bonus

Pension

Insurance

Childbirth Allowance

Marriage Allowance

Childcare Allowance

Group Insurance

Retirement and Transfer Program

Leave

LOHAS Leave

Unpaid Parental Leave

Lifestyle Support

Foreign Employee Care

Health Exam

Healthcare

Health Promotion

Club

Sports

Arts and Culture

LOHAS

Public Welfare

Bonuses

Winbond utilized a diverse incentive bonus system to encourage employees to be innovative and enthusiastic learners.

Diverse Incentive Bonuses

Winbond Star Bonus

Each quarter, individuals and teams who exemplify Winbond's work culture (Conduct business with integrity and ethical behavior, Accountable team work, Enthusiasm of learning, Aggressively innovate, Sustainable contribution) and have made significant contributions to the company are recognized and commended.

Special Bonuses

Winbond provides immediate rewards and recognition to employees who demonstrate outstanding performance in their job responsibilities or excel in special projects.

Operating Performance Bonus

Every quarter, Winbond shares the fruits of business achievements with employees based on the company's performance.

Employee Remuneration

Every year, the company's profits are shared with employees based on the company's regulations, determining the total amount to be distributed. The rewards are then given to employees based on their contributions to the company and individual performance, acknowledging their dedication and efforts.

Motivation Fund

Winbond provides funding for colleagues to organize activities and gatherings, fostering a sense of camaraderie and strengthening the bonds among team members. These events serve to boost morale, maintain a positive work atmosphere.

Patent Bonus

Winbond encourages colleagues to engage in creative inventions and innovations related to product design, manufacturing, testing, application, marketing, and other areas.

Total bonuses in 2022 are distributed

2,803,340,000 NTD

Childcare Allowance

In response to government’s encouragement of childbirth, Winbond has been implementing the "Childcare Allowance" policy since April 2011. Under this policy, each newborn child of Winbond employees receive a monthly allowance of NT$6,000, which continues until the child reaches the age of 4. This initiative has significantly contributed to improving the birth rate among our employees. Since the policy's inception in 2011 until 2022, a total of 1,667 employees' children have received the allowance. Winbond has become a strong supporter for employees in caring for their families. This initiative not only eases the financial burden for new parents but also increases the retention rate of employees who choose to continue their careers while raising their children. As a result, our employees' overall happiness and well-being have been positively impacted, fostering a more family-friendly and fulfilling work environment.

Childcare Allowance Performance Statistics

Item	Explanation
Effect	Cumulative number of applications and subsidy amount for children: From the implementation in 2011 to the end of 2022, a total of 1,667 children of employees have benefited from this program, with a cumulative disbursement of NT$298,832,873. Total allowances in 2022: NT$ 30,262,190

Pension Fund System

Winbond appropriates funds (old pension system) or makes contributions (new pension system) for each permanent employee’s pension. For those on the old pension system (Labor Standards Act), 2% of their monthly salary is paid into the pension preparatory fund. The contribution rate is also reviewed annually and a lump sum payment made to meet the pension obligations of employees eligible for retirement. These payments are deposited into an account under the name of the Supervisory Committee of Workers' Retirement Reserve Funds at the Bank of Taiwan by the end of March in the following year. At the end of 2022, the fair value for Winbond’s (consolidated) planned asset amount was NT$2,414,054,000. The future amount required to be appropriated had been presented as accrued pension liabilities pursuant to law. The net defined benefit liability (consolidated) amount was NT$1,892,594,000.

For the new pension system (Labor Pension Act), Winbond contributes 6% of each employee’s monthly salary based on their pay grade to their personal pension account. Employees may also voluntarily contribute up to 6% of their monthly salary based on their pay grade. Total confirmed appropriations (old system) and contributions (new system) for pensions amounted to NT$734,000,000 in 2022. For relevant information, please refer to the Winbond 2022 consolidated financial report.

Talent development and learning outcomes

Winbond annually designs and implements various training and development programs based on the company's strategy, vision, business decisions, and core culture. These programs are tailored to different organizational levels, professional competencies, and specific target groups. The training initiatives are determined through surveys to assess training needs. Under the "dual-track" talent development system, employees have the flexibility to choose between enhancing their managerial skills or deepening their expertise in specific technical fields, based on their individual development goals and job requirements. Winbond provides a wealth of training resources, including both physical and online courses. In response to the COVID-19 pandemic in 2022, the company continued learning initiatives without interruption. Winbond continuously optimizes its cloud-based learning platform and increases the interactivity of live-streamed courses. By offering a diverse range of courses and learning methods, the company aims to empower employees to strengthen their competitiveness, achieve personal growth, and enhance their job performance.

Training Effectiveness Evaluation - 4 Levels of Training Evaluation

To track and ensure the effectiveness of training programs, Winbond employs a four levels education and training evaluation model based on the nature of the courses. This evaluation process examines whether the training align with their intended objectives. Moreover, Winbond encourages employees to apply what they have learned directly to their work. As part of this approach, certain training include assessments, post-training assignments, project presentations, and one-on-one interviews to reinforce the principle of adult learning, which emphasizes the immediate application of acquired knowledge and skills.

Satisfaction with Talent Cultivation Courses in 2022

Average rating for courses held in person

4.4 /5

Average rating for digital courses

4.2 /5

Orientation Training

In 2022, Winbond used an online learning platform to provide new employees with online training courses when they reported to work, including life guidance, culture promotion and introduction of various company policies. 21 courses were provided in total. The average satisfaction rating for all training courses in 2022 was 4.22 (out of 5) and the completion rate was 95.5%.

Differences Lead to Outstanding Achievements

In 2022, Winbond implemented various language subsidy initiatives to encourage diverse interactions among employees from different language backgrounds. We offered language assistance for English, Japanese, and Korean, providing a 50% subsidy for language training costs once employees reached the proficiency standards. Additionally, employees who achieved language proficiency certification could apply for an additional subsidy of 10,000 NT dollars, further incentivizing the autonomous learning of multiple languages. Furthermore, Winbond is committed to promoting training programs that aim to eliminate unconscious biases in the workplace. Through a comprehensive range of digital courses, we provide employees with insights into the benefits of diverse teams, fostering attitudes of respect and empathy.

Employer-Employee Relations

Open Employer-Employee Communications

While Winbond does not have a labor union, we believe in fostering open and transparent communication channels between labor and management. We hold regular labor-management meetings every quarter, providing diverse avenues for our employees to voice their opinions and concerns. These channels include physical suggestion boxes, a dedicated hotline (75234 - "I want to complain"), a Care Complaints mailbox, and a Sexual Harassment Employee Complaint Committee. Additionally, we conduct various functional meetings on a regular basis, such as labor-management meetings, supervisor management discussions, employee welfare committees, environmental and safety committees, production management meetings, and quality retraining meetings.

At Winbond, employees have access to various communication channels to express their opinions or provide suggestions, whether anonymously or with their names. We actively respond to feedback received, promote communication, and make the response content publicly available on the company's intranet homepage. Additionally, we collect employee opinions regularly or irregularly through focus groups and individual interviews, using them as a basis for improving management policies and service quality. We also provide training courses for all new employees to ensure that they are well-informed about these communication channels. Winbond strictly prohibits bullying, and if any related complaints are received, we follow workplace misconduct handling procedures and internal complaint policies. This includes initiating investigations, gathering information, and conducting interviews. We also hold misconduct review meetings to address the issue. After the resolution of the complaint case, we provide regular follow-up care to employees to prevent any retaliatory actions.

Diverse Channel for Employee Feedback

Suggestion Boxes

Near the employee cafeteria and production line restrooms, there are suggestion boxes provided for all employees to share their feedback and suggestions related to work and life.

Grievance Hotline

Winbond has established the "75234 (I Want to Complain)" hotline for employees to provide their feedback and complaints. To file a complaint, employees are required to complete the "Internal Complaint Form" and submit it either in writing or by mail to the human resource department or the designated "Employee Feedback Box." A dedicated team is responsible for handling and addressing these complaints. Furthermore, in order to safeguard the rights and interests of employees and job seekers and to ensure a work environment free from sexual harassment, Winbond has established the "Workplace Sexual Harassment Prevention Measures" in accordance with the Gender Equality in Employment Act. The company has set up a "Sexual Harassment Prevention Awareness Website" and formed the "Sexual Harassment Complaint Review Committee" to handle sexual harassment cases.

Factory Communication and Discussion Meetings

Every six months, factory supervisors host communication and discussion meetings with direct personnel to engage in two-way communication on management and production issues, as well as online operations. Additionally, there are also focused re-education courses on quality or Responsible Business Alliance (RBA) Code of Conduct to ensure compliance with industry standards and guidelines.

Labor-management Meetings

Regular labor-management meetings are held to facilitate open dialogue between all employees. Labor representatives are elected by the workforce on a periodic basis. During these meetings, employee suggestions and feedback are collected every quarter. The discussions revolve around labor-management relations, promoting cooperation, improving working conditions, enhancing welfare, and increasing work efficiency. The aim is to foster effective communication, address concerns, and find solutions collaboratively.

Management Conference

The purpose of management conferences is to facilitate direct two-way interaction between all managers and the Chairman and President. The main objective is to engage in open discussions and communications on on various aspects of company operations, management systems.