Talent Attraction and Retention

Talent Attraction and Retention
Innolux’s goal is to employ qualified personnel to facilitate the overall business performance. The company cares about diversity and equal opportunities. Innolux does not tolerate employment discrimination based on race, skin color, age, gender, sexual orientation, ethnicity, disability, pregnancy, religion, political affiliation, union membership, and marital status or otherwise.
 
Policy  • Recruiting and training of external talent from campuses.
 • Establishment of creative measures to assure circulation of internal talent and increase employee retention.
Commitment  • Recruiting a large number of varied talent to develop integrated production processes, promote value creation, diversification and platformization, and also inviting display specialists with international perspectives to join the Company.
Action  • Recruiting external talent through campus recruitment, industry-academia cooperation, R&D substitute service draftee matchmaking, advanced offer programs, scholarship programs and social media websites.
 • Increasing circulation of internal talent by allowing incumbent employees to apply for open positions and conducting job rotation.
 
External Talent Recruitment  • In 2018 we recruited 30,417 people in Taiwan, 28,618 people in China, and 297people overseas, totaling 59,332 employees.
 • Taiwan sites recruit through public recruitment and social media.
     • Public recruitment is conducted through campus development programs and also holds large-scale recruitment interviews to recruit outstanding talents.
     •「Social media recruitment」is conducted through Linkedin, Facebook and other platforms to develop the Company’s electronic recruitment model and recruit overseas talent. In 2018, the company promoted around 1,200 outstanding employees.
Internal Talent
Circulation
 • The Job Opening Matchmaking Platform: According to the skills needed for different jobs, internal talent matchmaking is performed to find the right people for the right positions.
 • Internal Vacancy Posting: This provides employees with more diverse opportunities for career development, thus achieving the Company’s objective of talent retention.
 

Composition of New Employees in 2018
 
Site Item <30 Years Old 30-50 Years Old >50 Years Old Total
Female Male Female Male Female Male
Taiwan Number of new employees 246 614 187 457 1 2 1,507
Total number of employees at the end of the year - 30,417
Percentage of new employees* 0.81% 2.02% 0.61% 1.50% 0.003% 0.007% 4.95%
Chinese Mainland Number of new employees Ningbo 1,235 3,463 410 824 0 0 5,932
Foshan 874 2,185 434 604 1 1 4,099
Nanjing 358 766 218 295 0 0 1,637
Shanghai 155 247 153 42 0 0 597
Total 2,622 6,661 1,215 1,765 1 1 12,265
Total number of employees at the end of the year - 28,618
Percentage of new employees** 9.16% 23.28% 4.25% 6.17% 0.003% 0.003% 42.86%
The above data are established based on the incumbent employees on December 31, 2018.
*The percentage of new employees in Taiwan = (total number of new employees in Taiwan ÷ total number of employees in Taiwan at the end of the year) x 100%
**The percentage of new employees in Mainland China = (total number of new employees in Mainland China ÷ total number of employees in Mainla
 

Percentages of Female Employees
Year Percentage of Female Employees Percentage of Female
Managers
Percentage of
Female Low-Level Managers
Percentage of Female
Sales Managers
Percentage of Female Executives
2018 40.43% 17.87% 19.14% 33.33% 0%
2017 46.78% 17.74% 17.01% 35.14% 0%
2016 41.45% 17.44% 16.87% 33.30% 0%


Total Separation Rates in 2018 (by gender)
Item Y2014 Y2015 Y2016 Y2017 Y2018
Taiwan Female 0.21% 0.26% 0.42% 0.45% 0.48%
Male 0.34% 0.22% 0.37% 0.39% 0.59%
Mainland China Female 3.25% 9.94% 1.20% 0.88% 2.52%
Male 8.71% 3.23% 2.72% 2.00% 6.03%
Total 12.51% 13.65% 4.71% 3.72% 9.62%


2018Total Separation Rates in 2018 (by age)
Item Y2014 Y2015 Y2016 Y2017 Y2018
Taiwan <30 years old 0.31% 0.24% 0.39% 0.43% 0.47%
30-50 years old 0.24% 0.24% 0.40% 0.41% 0.60%
>50 years old 0.00% 0% 0% 0% 0.00%
Mainland China <30 years old 11.08% 11.75% 3.33% 2.45% 7.00%
30-50 years old 0.88% 1.42% 0.59% 0.43% 1.55%
>50 years old 0.00% 0% 0% 0% 0.00%
Total 12.51% 13.65% 4.71% 3.72% 9.62%
• The total separation rate includes people separating from employment voluntarily.
• Calculation:
[Number of people separating from employment in Taiwan in the year ÷ (number of employees at the beginning of the year in Taiwan + number of employees at the end of the year in Taiwan) ÷ 2] ÷ 12 x 100%.
[Number of people separating from employment in Mainland China in the year ÷ (number of employees at the beginning of the year in Mainland China + number of employees at the end of the year in Mainland China) ÷ 2] ÷ 12 x 100%.


Employment of Disabled Workers

Adhering to the concept of giving back to society, Innolux is subscribed to the philosophy of “teaching a man to fish”. For this reason, employing disabled people is the best way to support them. It is hoped that the successful implementation of this policy at Innolux can serve as a successful example for other businesses to make the same effort, so that businesses in Taiwan can work together to help disabled people find employment.
Achievements in 2018  • The total of 879 disabled people were hired in the Greater China region.
 • 345 disabled people are hired in Taiwan site. The hiting rate was 1.14%, higher than the statutory requirement of 1%.
 • 534 disabled people were employed at Mainland China sites. The employment rates at the Ningbo Site (1.53%), the Foshan Site (1.97%), and the Nanjing Site (2.95%) were all higher than the statutory requirement of 1.5%. However, the employment rate at the Shanghai Site was only 0.81%, failing to achieve the statutory requirement.
 


 


Retention Efforts

Parental Leave
Innolux makes an active effort to develop a friendly workplace and a caring corporate culture to encourage employees to improve performance at work whilst also helping them to achieve a healthy work-life balance. The Company understands the difficulty of raising a family and thoroughly supports parental leave. In accordance with the Act of Gender Equality in Employment and the Regulations for Implementing Unpaid Parental Leave for Raising Children, employees who have been with the Company for six months may apply for an unpaid parental leave to care for their children.
• Before an unpaid leave of absence expires, the Company would take the initiative to contact employees to discuss their willingness to resume work, as well as make arrangements to reduce any problem in resuming their position after they return to work.
• The Company also makes shift adjustments for such employees and signs contracts with specific kindergartens so their children are well taken care of whilst they are at work; this includes taking the children to school and picking them up afterwards.
We believe enhancing the capacity of employees to perform well both at work and at home can help stabilize our workforce as well as improve employees’ sense of belonging within the Company. In the end, it benefits both the employer and employees.


Analysis of Parental Leave Taken in 2018
 
Taiwan Sites Female Male Total
Number of people qualified to apply for an unpaid leave of absence to care for their children in 2018 1,040 1,494 2,534
Number of people who actually applied for an unpaid leave of absence to care for their children in 2018 417 89 506
A:Number of people expected to resume work in 2018 after their unpaid leave of absence to care for their children 533 169 702
B:Number of people resuming work after their unpaid leave of absence to care for their children in 2018 274 53 327
C:Number of people resuming work in 2017 after their unpaid leave of absence to care for their children and continuing to work for one year 306 57 363
D:Number of people resuming work in 2017 after their unpaid leave of absence to care for their children 424 85 509
Resumption rate % = B ÷ A 51% 31% 47%
Retention rate % = C ÷ D 72% 67% 71%
Explanation: The number of employees eligible to take parental leave is calculated according to the number of employees who already applied for maternity leave or paternity leave between 2016 and 2018 and were therefore qualified to apply for parental leave.


Leave Given to Promote Work-life Balance
At Taiwan sites, annual leave is given more generously than that stipulated in the Labor Standards Act. All employees are entitled to annual leave starting at employment. Employees can also apply for different forms of paid leave to be given in accordance with the law; including marriage leave, prenatal examination leave, maternity leave, paternity leave, bereavement leave, military leave, occupational injury leave, and annual leave.
At Mainland Chinese sites, paid leave is given according to local laws and regulations, including annual leave, marriage leave, bereavement leave, maternity leave, and paternity leave, etc. Employees can apply for leave according to their personal needs and requirements.


Insurance Plans
Employees at Taiwan sites enjoy various types of social insurance, including Labor Insurance, National Health Insurance, and labor pensions. In addition, the Company also takes out group insurance for them, including life insurance, accident insurance, medical insurance, and cancer insurance. Employees can also choose to take out private insurance plans for themselves and their dependents at a subsidized rate. Innolux has worked out across-the-board insurance plans for employees’ peace of mind.
 
Mainland Chinese sites also take out social insurance for their employees; including pension schemes, medical insurance, unemployment insurance, occupational injury insurance, and maternity insurance. In addition to these five major types of insurance, each site also takes out commercial group insurance for its employees to ensure employees have better protection if they become ill or need medical care after an accident.