▶️Diverse Distribution of Talent Structure          ▶️Human Rights Protection          

▶️Safety Management in Workplace

In order to ensure equal employment opportunities, the appointments of WPG Holdings are in accordance with the human rights policy and related laws and regulations. Employment discrimination for reasons of race, class, language, ideology, religion, political party, place of origin, place of birth, gender, sexuality, age, marriage, appearance, facial features, physical and mental disabilities, or being a former member in labor unions is strictly prohibited.

Talent Transition

In correspondence to corporate vision of "the First Choice of Industry; the Benchmark of Distribution", WPG’s vision on Human Resources Management is to become " the first choice of the workplace; the benchmark of talents". The human resource management aims to: 1) Improve organizational capabilities: Enable best organizational performances. 2) Support employee value: Establish good talent management and development mechanisms, and achieve a win-win outcome for the organization and employees.

According to Professor Kuo-An Yang’s Y-Triangle Theory (as the figure below), organizational skills mainly focus on three aspects: employee capabilities, employee concept, and employee governance. Hence, based on these three aspects, the plans for talent development are as follows:

Talent Development Framework

• Plan of Education and Training

For the purpose of sustainable management of WPG Holdings, the succession planning for key management levels is discussed annually by the Talent Evaluation Committee from the perspective of management strategy and career development. In addition to increasing the depth and breadth of experience through crossdiscipline and regional job rotations, the succession team also emphasizes the implementation of the core corporate values "Teamwork, Integrity, Professionalism, and Effectiveness".

In order to cultivate the succession team, WPG Holdings has organized an elite training program to prepare senior executives for the transformation and mindset change required in the VUCA environment, as well as training and development planning for key talents, management courses, and strengthening of functional strengths to improve preparation for the position.

• Talent Cultivation Plan

WPG Holdings' talent cultivation plan for the cultivation of the employees' competitiveness and the creation of organizational performance is based on both general and professional training programs. Our step-by-step training programs are promoted throughout all sectors, guiding our organization to face challenges for sustainable development and growth.

• Education and training hours, number of participants and investment costs

In 2022, WPG Holdings invested NT$ 18,996,862 on training, an increase of 74% in training costs, 9% in total training hours, and 32.35% in female training hours compared to 2021. External E-learning courses using the CommonWealth Leader Campus resulted in 1,699 total learners, 126,379 total learning units, and 44,032 total licenses obtained in 2022.

Remuneration Policy

WPG has dedicated efforts in formulating the "Talent Policy" and "Remuneration Policy" under a win-win situation for the company, employees, investors and other stakeholders. These two policies are the two cornerstones for creating a "sustainable workplace" based on the company's sustainable development goals.

WPG Holdings focus on both "performance" and "growth" are equally important. Thus, WPG Holdings' remuneration policy not only emphasizes fair and open "clear rewards and punishments", but also focuses on three major principles: "position-based salary", "skill-based salary adjustment", and "performance appraisal".

The compensation team is formed by representatives from each sub-group's human resources unit to measure the salary structure of each sub-group at each rank, and to provide a constructive recruitment and salary system through localized surveys and research in line with government policies, economic climate, and industry payroll system indicators.WPG Holdings adheres to the spirit of human rights, and there shall be no gender or sexual orientation discrimination during recruitment. The Company will first take into account the professionalism and relevant qualifications of personnel. The remuneration for employees is assessed after internal peer evaluation to maintain fairness. There shall be no unfair decision-making due to differences in race, color, religion, disability, nationality, gender, sexual orientation, age, and marital status. All decisions shall be made according to WPG Holdings' remuneration policy.

• The ratio of the standard salary for junior-level employees (no difference between genders) to the minimum wage in Taiwan

 In 2021：1.13：1

 In 2022：1.11：1

Diversified Employee Welfare

WPG Holdings developed a sustainable workplace and friendly environment, providing labor protection for full-time employees in compliance with various labor laws and regulations, and conducted appropriate physical and mental care programs under available resources. The basic welfare items meet employees' working requirements. Diversified welfare creates a good atmosphere between employees and their families to help employees recognize the company's operating philosophy, and gradually builds performance welfare items to encourage employees in their work performances.

•  Retirement System

1. Retirement reserves are allocated on a monthly basis: WPG Holdings and its sub-groups are subject to the pension provisions of the Labor Standards Act and allocate pensions on a monthly basis under the supervision of the company's Labor Pension Fund Supervisory Committee. The pension fund is deposited in the Bank of Taiwan, which is responsible for handling receipts, expenditure, custody, and utilization.
2. Individual labor pension accounts: The pension systems of WPG Holdings and its sub-groups are subject to the Labor Pension Act. The company shall deposit a labor pension of no less than 6% of the employee's monthly salary as approved by the Executive Yuan in the employee's individual labor pension account set up by the Bureau of Labor Insurance.

• Employee Stock Ownership Trust

In order to make up for the lack of social insurance coverage for employee retirement in Taiwan, WPG Holdings encourages employees to plan for retirement in advance. Employee Stock Ownership Trust was officially launched in 2021. All WPG Holdings' employees who work over one year may enroll as committee members and deposit a fixed amount (maximum 8% of the fixed salary for options according to the employee's wishes) every month, whereas WPG Holdings and its subsidiaries in Taiwan offer a matching amount as an additional benefit. This provides better retirement life for employees and provides a diversified profit-sharing mechanism to attract and retain talents, encouraging employees to Grow Together, Strive Together, and Win Together.