Driven People with Shared Beliefs
31.45
%

Female Representation in STEM Roles

32.18
%

Ratio of female managers

34.04

Total training hours of global employees

0.09
FSI

Decline in Global FSI

Performance on Goals
Strategy
Item
Implementation Status
• Formulate a competitive and comprehensive compensation and benefits system to implement diversity and equality
• Continuously monitor recruitment, retention, turnover, and employee satisfaction surveys to ensure the effective implementation of strategies
Ratio of female managers
32.18%
Score of "Sustainable Engagement" in global engagement survey compared with the Willis Towers Watson corporate norm
Consistent with high-tech industry norm
Score of "Diversity and Inclusion" in global engagement survey benchmarked against Willis Towers Watson high-performing company norm
Maintained
Participation rate of global employee engagement survey (IDL)
82%
Ratio of employees utilizing volunteer leave
3%
Strategy
Item
Implementation Status
• Enhance professional skills and strengthen core managerial competencies through the seven major training systems to reserve human capital
Global average training hours per person
32.6 hours
Job rotation ratio
(Definition: change of department / primary and sub-job tracks)
9%
Strategy
Item
Implementation Status
• Maintain adequacy of resources and effectiveness of procedures
• Implement actions for occupational injury and illness management and prevention
• Promote health promotion management through annual health examination results and labor health protection programs
The Frequency-Severity Indicator (FSI) outperforms the 3-year average of the same industry
【Computers, electronic and optical products manufacturing FSI 0.13】
Taiwan region FSI 0.09

Diversity and Equality

Wiwynn Corporation respects every employee, guarantees gender equality in work rights, performs diversified employment, abides by the "Labor Standards Act", "Act of Gender Equality in Employment", and "Employment Service Act" as well as prohibits employment discrimination to ensure candidates in different gender, age, or disabilities could enjoy the same and fair employment opportunities.

In 2025, Wiwynn Corporation had a total of 15,891 employees, including 12,460 direct labor and 3,431 indirect labor employees. The average age of employees was 32 years, and the average length of service was 2.4 years. The overall male-to-female ratio was approximately 6:4. The proportion of female managers increased from 25.97% in 2019 to 32.18% in 2025, and has remained over 30% in recent years, demonstrating the Company's ongoing efforts to promote a culture of diversity and inclusion in the workplace and its commitment to providing fair promotion opportunities and a career development environment. 
Employment status of female managers
2022
2023
2024
2025
Ratio of female managers (%)
32.78%
35.06%
32.96%
32.18%
Ratio of female senior managers (%)
19.12%
15.91%
10.29%
13.41%
Ratio of female mid-level managers (%)
21.64%
27.42%
33.89%
31.99%
Ratio of female junior managers (%)
36.39%
39.85%
34.05%
33.13%
Ratio of female managers in revenue-generating units (%)
72.22%
47.83%
62.24%
60.54%
Ratio of female employees in STEM roles (%)
26.40%
31.38%
31.19%
31.45%

Feature Story Wiwynn Women in Tech

To promote diversity, inclusion, and gender equality, Wiwynn continues to advance the "Wiwynn Women in Tech (WWIT)" community by creating a workplace culture that supports female growth through opportunities for exchange, sharing, and learning. Through different types of activities and dialogue platforms, assist colleagues in exploring their potential and realizing self-value at various career and life stages, while promoting cross-departmental connections and organizational resilience. 

2026_Wiwynn-ESG-網頁-Pic_WWIT_EN

Talent Recruitment

Wiwynn Corporation actively invests resources to recruit outstanding talents with professional abilities and development potential, and attracts suitable talents to grow with the Company through comprehensive talent development and retention mechanisms.

Diversified recruitment channels and the recruitment of professional talents
High-caliber talent is the important foundation for Wiwynn Corporation to deliver high-quality products and services and to sustain its innovation momentum. Wiwynn Corporation actively recruits talents with professional abilities and development potential through global and diverse recruitment channels, continuously injecting growth energy into the organization. These channels include campus recruitment, employment matchmaking events, global recruitment websites, employee referrals, and industry-academia cooperation, to broaden talent reach and attract diverse professional talents.
In 2025, Wiwynn Corporation had an overall new recruitment rate of 62.51%, with the total number of new recruitment reaching 9,933 people. This was mainly in response to global operation layout and capacity expansion needs, aligned with new plant construction and workforce replenishment plans, actively recruiting various professional talents. Among the new employees, over 50% are under the age of 30, injecting youthful, diverse, and innovative vitality into the organization, supporting the Company's continuous growth and operational development. 
 
2021
2022
2023
2024
2025
New Hire Rate
37.19%
47.89%
28.70%
52.68%
62.51%
Total New Hires
1,757
3,241
2,083
5,602
9,933
Recruitment Cost Per Hire (NTD)
17,475
24,036
10,359
15,837
10,758
 
2025 New Employee Satisfaction Survey – Taiwan The participation rate reached 71.5%, with an average overall satisfaction score of 4.63 out of 5

• Team interaction: Average satisfaction score of 4.65
• Work and learning: Average satisfaction score of 4.63
• Company identification: Average satisfaction score of 4.58

In 2025, Wiwynn Corporation's global total turnover rate was 16.60%. Although this represents a slight increase from 2024, it is a significant decrease compared to the 28.65% in 2023. The rate of voluntary turnover remained stable at 11.47% in 2025, demonstrating the Company's continued effectiveness in talent retention and organizational stability. Wiwynn Corporation continues to enhance career development mechanisms and gain deeper insights into the reasons behind employee departures through employee feedback and exit interview systems. These insights serve as an important basis for improving job design, management systems, and the work environment. In the face of competition in the global talent market, the Company will continue to respond to employee needs with a “people-centered” talent strategy, creating a diverse, inclusive, and growth-oriented workplace culture to support the long-term development of both employees and the Company. 
 
2021
2022
2023
2024
2025
Total Employees
17,475
6,768
7,257
10,635
15,891
Total Turnover Rate
23.47%
20.85%
28.65%
13.14%
16.60%
Total Separations
1,757
1,411
2,079
1,397
2,638
Voluntary Turnover Rate
22.36%
16.81%
25.78%
11.37%
11.47%

Talent Development

Training hours and expenses
Wiwynn Corporation emphasizes talent cultivation and provides employees abundant learning opportunities. Meanwhile, in response to overseas business expansion, we actively promote global online learning resources as well as introduce courses on core competencies and professional skills to enhance employees management literacy and advance their professional abilities, to strengthen personal and organizational effectiveness and competitiveness.
In 2025, the average training hours provided to indirect personnel were 50 hours.
Average training hours provided to global employees were 34 hours.
On average, the training expense spent on each employee was NT$2,149.
Number of Employees
 
2022
2023
2024
2025
Number of people
Average hours per person
Number of people
Average hours per person
Number of people
Average hours per person
Number of people (note)
Average hours per person
Direct personnel
Male
2,541
24.45
2,941
17.75
4,859
19.23
7,911
30.03
Female
2,083
27.73
2,272
17.08
3,140
18.70
4,549
28.71
Indirect personnel
Male
1,375
45.84
1,282
40.62
1,639
46.66
2,149
49.04
Female
769
40.66
762
39.81
997
46.56
1,282
52.54
Mid-level and senior managers
Male
189
37.44
209
31.56
219
38.79
273
41.84
Female
50
59.70
65
33.79
88
38.01
106
31.45
Training Programs

Safety and health
• Occupational safety and health management framework
Wiwynn Corporation has established an Occupational Safety and Health Committee chaired by the CEO. The committee convenes at least quarterly to formulate health and safety management plans, promote strategies and goals, and drive implementation and improvement actions.

To ensure worker representation and participation, labor representatives make up at least 33% of the committee’s composition. Members include occupational health and safety managers, health management professionals, and labor representatives to safeguard the rights of all workers.

The safety of our workers is our first priority. If there is a situation that may lead to injury or illness that requires them to leave their job, they can report it to the nearest co-worker or supervisor, and the Company will protect them from disciplinary action in accordance with the law.
• Regulatory compliance and educational training
To uphold the effectiveness of the Environment, Health, and Safety (EHS) management system, the Company maintains refresher and assigned training mechanisms to ensure the validity of all professional certificates. Employees are strictly prohibited from performing relevant tasks (e.g. ionizing radiation operations) without completing the required training.

In 2025, there are 219 employees holding certified first-aid responder credentials in Taiwan, exceeding legal requirements. In 2025, there were a total of 16,381 participants with 23,901 training hours, effectively enhancing employees’ safety knowledge and response capabilities. 
• Implementation of ISO 45001
To prevent occupational disasters and ensure the safety and health of workers, Wiwynn Corporation has established standardized occupational health and safety management procedures and implemented the ISO 45001:2018 Occupational health and safety management system, passing third-party verification.

The coverage rate in the main production plants reached 100%.
  • Employee Care
Program Name
Content
Prevention Programs for Musculoskeletal Diseases Induced by Repetitive Operations
Executing questionnaire surveys under the 4 major labor health protection programs, identifying high-risk cases (pain index ≥ 3) based on the results of the musculoskeletal pain scale.
Prevention Programs for Diseases Induced by Abnormal Workload
Based on the fatigue scale survey and employee annual health examination results, calculating the 10-year risk of cardiovascular disease, and screening cases of medium risk and above according to the risk level and interview recommendation table.
Operation Program for Prevention of Unlawful Infringements During Performance of Duties
Accepting cases through departmental questionnaire surveys and HR notifications; if abnormalities are detected, the unlawful infringement prevention process is initiated in collaboration with HR and occupational health nurses to understand work conditions, confirm details of unlawful infringements, provide psychological counseling to victims, and propose adaptive assessments and recommendations such as health guidance, work adjustments, or job reassignments to protect physical and mental health and reduce occurrences of unlawful infringements.
Plan for Strengthening Maternity Health Protection and Prevention Operations
Initiating the maternity health protection mechanism upon receiving notifications to evaluate the work environment and job content, confirm risk levels, monitor health conditions, provide health guidance, and arrange physician consultation interviews.
  • Health promotion campaigns and activities

2026_Wiwynn-ESG-網頁-Pic_健康促進宣導與活動_EN

Human Rights Management

Wiwynn complies with the “Labor Standards Act” and the “Responsible Business Alliance (RBA) Code of Conduct” regarding labor and human rights standards. The Company has also established various management procedures and policies based on international human rights conventions, affirming its commitment to protecting labor rights. In cases where major operational changes necessitate the termination of employment relationships, employees are given advance notice in accordance with relevant laws and regulations to safeguard their rights. Wiwynn continues to extend its influence by requiring suppliers to adhere to the RBA Code of Conduct. The Company also strictly follows the RBA’s "Zero Recruitment Fees" policy, bearing all related recruitment costs to protect the rights of foreign workers. From 2020 to 2025, there were no work stoppages caused by strikes or labor disputes

人權管理_EN
Process of human rights risk analysis
Wiwynn Corporation identifies human rights incidents both within and outside the organization, and monitors changes in relevant domestic and international laws to establish a checklist. Each operating site conducts human rights due diligence through RBA SAQ and VAP audit procedures, along with questionnaire surveys, to identify critical human rights issues. Improvement policies and measures are then developed based on the level of severity of each issue and its impact on different operating sites. These policies aim to manage risks, provide remedies when necessary, and track the improvement effectiveness over time.

Wiwynn Corporation promotes Responsible Business Alliance (RBA) audit verification and certification operations across all global operating sites to ensure a consistent management framework and adherence to standards for managing global human rights topics. RBA VAP audits and SAQ self-assessments have been completed in all plant areas, with SAQ scores all above 85, classified as Low Level of Risk. The relevant implementation status is as follows, and it has been transparently disclosed on the RBA-Online platform.
人權評估_EN