Recruitment and Retention | Qisda Sustainaility

Employee Welfare

With the concept of creating a workplace of health and well-being, Qisda has promoted the diverse employee welfare so that all the employees experience a premium working environment and a corporate culture that brings a sense of health and well-being.

To further enhance employee health management, Qisda has Wellness Center in both Taiwan and Suzhou, China, with the ultimate goal of promoting the well-being of our colleagues. The Wellness Center organized health promotion events in six facets depending on the problems and needs of the employees with respect to their health: Wellness Clinic, workplace breast milk program, illness tracking and care, emergency injury treatment, health management and follow-up, and healthy and happy life.

Qisda's health management model

Employee Payment and Pension

We refer to the wage survey report of a third-party remuneration consultant and the business status of the Company every year, and review the achievement of the goal at the end of the year. As for the compensation to the senior managers, the Compensation Committee reviews the achievement of relevant performance indicators at the meeting and determines the scope of the annual compensation.

Qisda follows the regulations and systems of retirement all over the world and protects the rights of the employees who are planning to retire. The Company makes a contribution to the pension fund for the employees every month and remit it to the labor pension reserve fund account at the Bank of Taiwan in the name of the Labor Pension Fund Supervisory Committee.

Creating a Happy and Healthy Workplace

Employees are the long-term capital and the supporting capacity for innovation of a company. Qisda have a well-established training system and are dedicated to the improvement of the talent retention rate in order to strengthen the competitiveness of the Company in the industry. For this, we are committed to providing the employees with a complete work environment, and regularly reviewing and timely moderating the employee management rules with reference to the regulations at the regions where the Company is located and the business conditions, enhancing the employee solidarity with the Company by maintaining good work conditions and atmosphere.

New Employment Rate and Internal Fill Rate
Distribution of New Hires

Item	2022	2021	2020	2019
Total new hires recruited (person)	2,764	3,166	3,558	4,879
New employment rate (%)	39.9%	42.1%	34.7%	50.3%
Internal fill rate (%)	58.5%	52.1%	65.3%	62.5%

Item		2022	2021	2020	2019
Gender	Male	1,882	1,997	2,487	3,487
Gender	Female	882	1,169	1,071	1,392
Age	<30	2,254	2,535	2,715	3,778
	30 - 50	502	624	838	1,096
	>50	8	7	5	5
Region	Taiwan	194	218	230	255
	Suzhou, China	1,645	2,526	3,328	4,624
	Vietnam	925	422	-	-
Employee Category	Direct Labor	1,493	1,527	3,191	4,174
Employee Category	Indirect Labor	1,271	1,639	367	705
Rank	Management	10	5	13	12
Rank	Non-management	2,754	3,161	3,545	4,867

Note 1: Since the Vietnam Plant was established in 2021, it does not have the data for 2019 and 2020. Note 2: The management refers to those actually serving in managerial positions in their units.

Local Hiring

Qisda gives priority to local candidates for employment.

Proportion of Senior Management Hired from Local Communities

Proportion of Senior Management Hired from Local Communities	Area	2022	2021	2020	2019
Proportion of Senior Management Hired from Local Communities	Taiwan	3.5 %	3.4 %	3.4 %	3.3 %
	Suzhou, China	0.3 %	0.2 %	0.1 %	0.2 %
	Vietnam	0.4 %	0.8 %	-	-
Proportion of locally hired senior management	Taiwan	96.5 %	96.6 %	94.9 %	96.4 %
	Suzhou, China	23.1%	23.1%	16.7%	16.7%
	Vietnam	0.0 %	0.0 %	-	-

Note 1: Senior management: Executives at the level of director and above.

Note 2: Calculation of the proportion of senior management: Total number of senior management / total number of employees at the local site (local: Taiwan, China and Vietnam).

Note 3: Calculation of the proportion of locally hired senior management: Total number of locally hired senior management / total number of senior management at the plant (local: Taiwan, China and Vietnam)

Diversity and Inclusion

Statistics by Rank, Age, Gender and Area
Employees with Disabilities
Distribution of Female Employees

Rank	Age	Taiwan		Suzhou, China		Vietnam		Total
Rank	Age	Male	Female	Male	Female	Male	Female	Total
Management	< 30	0	0	0	0	1	1	2
	30 - 50	152	33	155	80	26	3	449
	>50	94	18	22	4	5	0	143
	Total	246	51	177	84	32	4	594
Non-management	< 30	115	134	1,789	589	131	152	2,910
	30 - 50	589	393	1,171	896	95	97	3,221
	>50	86	57	39	16	1	0	199
	Total	770	584	2,999	1,501	227	249	6,330

Disability	Taiwan					Suzhou, China
	Indirect Labor		Direct labor		TTL	Indirect Labor		Direct labor		TTL
	Male	Female	Male	Female	TTL	Male	Female	Male	Female	TTL
No. of Employees with Disabilities	7	3	3	1	14	0	0	38	32	70
No. of Total Employees	917	472	99	163	1,651	903	220	2,273	1,365	4,761
Ratio	0.8 %	0.6 %	3.0 %	0.6 %	0.8 %	0.0 %	0.0 %	1.7 %	2.3 %	1.5 %

Distribution of Female Employees	2022	2021	2020	2019
Proportion of female employees	41.5 %	38.1%	34.9 %	31.3 %
Proportion of female managers	22.8 %	22.3 %	23.1 %	23.4 %
Proportion of female entry-level managers	23.8 %	23.4 %	23.8 %	24.5 %
Proportion of female senior managers	15.3 %	14.3 %	17.9 %	15.2 %
Proportion of female managers in business-related units (marketing business)	43.1 %	35.0 %	36.7 %	37.7 %
Proportion of female STEM employees (R&D/engineering/industrial design)	21.6 %	21.5 %	21.6 %	21.8 %

Note 1: The word “business-related” means that the managers play the line management roles in the departments such as marketing, or directly contribute to the output of products or services (marketing business/customer service, in particular). Note 2: STEM refers to science, technology, engineering and mathematics. STEM workers apply their knowledge of science, technology, engineering or mathematics to perform their daily duties. This is primarily related to the R&D/engineering technology/industrial design/finance and accounting.