▶️Diverse Distribution of Talent Structure          ▶️Human Rights Protection          

▶️Safety Management in Workplace

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.

In 2024, WPG Holdings had a total of 4,737 full-time employees. In response to the company's development strategy, the layout of the organization and manpower had been organized, the personnel had decreased slightly compared with 2023. There has been little change in labor allocation and structure. In terms of gender, there were 2,247 female employees, accounting for 47.44% and 2,490 male employees, accounting for 52.56% of the workforce of WPG Holdings. In terms of age, the majority are 41~50 years old, accounting for 36.44%, followed by 31~40 years old, accounting for 32.53%. In terms of education level, employees holding bachelor’s degrees were the most common, accounting for 85.37%. In terms of the employees’ diversity policy, 13 persons with disabilities were employed, accounting for 0.27% of the total employees. In terms of turnover, there were 492 new hires in 2024, with a new hire rate of 10.30%; there were 560 resigned, with a turnover rate of 11.72%.

Talent Cultivation

WPG Holdings has dedicated efforts to formulating the "Talent Policy" under a win-win situation for the company, employees, investors, and other stakeholders. Emphasizing that "talent attraction" and "talent cultivation and retention" are equally important, focusing on both "performance" and "growth". The focus of talent cultivation is how to empower the employees with new concepts and attitudes to face the everchanging environment and different stages of career transitions. Thus, it not only helps the employees improve their capabilities but also achieves the goals and visions of the organizational development.

WPG Holdings provides professional supply chain services as the business goal. We are convinced that only with good human capital can we offer outstanding professional services. Thus, we have been long devoted to the cultivation of human capital without hesitation. To nurture talent is like rice cultivation. Only by nonstop irrigation will it have a fruitful harvest future.

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.

For sustainable management, 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 cross-discipline and regional job rotations, the succession team also emphasizes the implementation of the core corporate values “Teamwork, Integrity, Professionalism and Effectiveness.” 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. Especially, WPG Holdings is moving towards corporate sustainability and must cultivate the next generation leaders without delay. The third Elite Development Program promoted in 2023 will last for three years. In the first year, the plan is performed in the form of courses and mobile learning. Different from the previous learning method, the mobile learning solves major strategic issues faced by the Company. The inter-group teams may observe self-reflection and team leadership under the observation and guidance of the mobile learning coaches, hoping to break through the past thinking and bring Innovative perspectives to not only improve individual leadership, but also help the organization’s growth.

Plan of Education and Training

In 2024, WPG Holdings continues to deepen the culture of self-directed learning within the Group, strengthening the development of managerial-level talent, and introducing innovative learning resources to enhance organizational competitiveness comprehensively. 

To promote the development of successor talent, we have implemented managerial-level training and succession pipeline development plans. These programs strengthen cross-group communication and problem-solving abilities through action learning and combine internal and external coaching to enhance teamwork and knowledge sharing, ensuring that our successor pipeline is battle-ready. Additionally, we have developed digital learning content tailored to the company’s cultural needs, covering topics such as corporate purpose, core values, OKRs (Objectives and Key Results), digital tool applications, and cross-generational communication. This content helps employees align with organizational goals, practice company culture, and improve learning outcomes. 

Currently, employees can access a diverse range of learning resources via the LMS platform, including more than 160 online courses on business leadership, workplace skills, business processes, and other practical skills. This helps employees accumulate professional knowledge and practical experience while promoting the seamless transfer of internal experiences. At the same time, the Group has established a reward mechanism to encourage employees to actively engage in self-directed learning, further strengthening team collaboration and knowledge sharing, and ensuring a seamless connection between talent development and business operations.

In 2024, the Group invested NT$26,498,613 in talent training, a 25% increase compared to 2023, demonstrating a continued commitment to employee development. Although the overall total training hours have decreased, the training hours per managerial employee have increased by 2%, and the training costs per employee have grown by 27%, indicating that training resources are more focused on in-depth learning for key talent, ensuring that the quality and effectiveness of learning resources are enhanced in tandem.

Promoting Sustainability Training and Deepening Employees' Knowledge of Sustainability

WPG Holdings has been promoting sustainability training since 2021 to deepen the understanding of ESG concepts. The aim is to cultivate sustainable awareness among all employees through foundational knowledge. Starting in 2024, the training scale has been expanded with the launch of a series of ESG general education courses. The training plan began in the Greater China region and is progressively being rolled out using a blended learning model, combining both digital and in-person courses to enhance learning flexibility. This initiative aims to deepen employees’ fundamental and advanced knowledge of sustainability, continuously enhancing their understanding of sustainable practices.

In 2024, a total of 5 courses were held, with a cumulative attendance of 5,698 employee learning sessions. The average satisfaction score was 4.7 out of 5, reflecting the high level of recognition of the course content by employees. Going forward, we will continue to promote sustainability training, designing customized professional courses for different groups to ensure the transmission of sustainability knowledge and guide employees from general awareness to specialized expertise in sustainability.

Deepening Corporate Culture and Experience Inheritance

Since its establishment, WPG Holdings has been committed to the shared values of “Teamwork, Integrity, Professionalism and Effectiveness,” which are harnessed to build consensus and serve as a guideline for all employees of WPG Holdings. In response to the digital transformation and future market changes, the definitions of the behaviors based on the four shared core values “Teamwork, Integrity, Professionalism and Effectiveness” have been re-arranged and implemented into the Company’s system and employees’ conduct step by step.

WPG Holdings understands that the importance of experience transfer lies in its ability to help the organization effectively preserve and share knowledge, skills, and experience. Passing on the experience to the new generation employees can help the employees master the knowledge and skills required for their job duty soon, thereby improving work efficiency and performance. To help the organization avoid repeating the same mistakes, reducing the likelihood of errors and maintaining a competitive advantage at the same time.

In recent years, there has been a continuous development of internally created courses, a course system covering three major categories including business practice, management leadership and workplace skills was established more than 160 videos were made available to all employees for online learning. All of the trainers were the senior executives of the company. Meanwhile, the internal senior executives are invited to serve as trainers of physical courses after employees complete the online courses, in order to ensure the learning results.

Employee Compensation and Benefits

Remuneration Policy

WPG Holdings focus on “performance” and “growth.” 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 subgroup’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, while prioritizing employees’ professional and relevant qualifications, together with internal peer review to maintain fairness.

The ratio of standard employee salary to local minimum wage for junior staff (regardless of gender) in Taiwan in 2024 was 1.10:1, which is better than the local base salary.

Number, Average and Median Salary of Non-managerial Full-time Employees, and Difference from Previous Year

Performance Evaluation Mechanism

WPG Holdings adopts the spirit of PDCA for the performance appraisal, setting goals at the beginning, tracking the progress of the work, adjusting the goals in the middle, and evaluating at the end of the year. In 2020, WPG Holdings introduced the performance management system, with the aim to transform it into a development-driven performance management system with the strategic model of "tools can change behavior, behavior can change ideas, and ideas can change thinking patterns". This system links organizational goals at all management levels so that the goals of employees are consistent with that of the organization. Furthermore, the manager has the function of guiding and giving feedback on employees' work performance. Each employee can request feedback from others at any time through the system, and supervisors can thereby thoroughly understand the performance of employees. Through a development driven performance management mechanism, WPG connects organizational goals, personal goals, and talent development. All performance records will be used as the basis for subsequent cultivation and development, thereby improving overall organizational effectiveness. All appraisals and promotions are based on professionalism and employee performance, with no gender or sexual orientation discrimination. In 2024, 100% of the qualified employees in Greater China completed the performance appraisal.

Transparent Salary Information

The median ratio of annual total remuneration of the highest paid individual to the annual total remuneration of all employees (except the highest paid individual) of WPG Holdings is 8.58:1. The ratio of the percentage increase in annual total remuneration of the highest paid individual to the median percentage increase in annual total remuneration of all employees (other than the highest paid individual) is 4.67:1. In the future, WPG Holdings will carefully review relevant remuneration information through various indicators, fully consider the operation and sustainability aspects and implement corporate social responsibility as its mission.

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. To adapt to the rapidly changing work environment, enhance organizational agility and efficiency, and support employees in achieving better work-life balance, WPG has implemented a remote work policy.
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. In 2024, WPG Holdings received several prestigious awards, including the "National (Shenzhen) Outstanding Foreign Investment Enterprise and Harmonious Labor Relations Promotion Award" from the China Foreign Investment Enterprises Association, the "2024 China Annual Best Employer - Best Employer in Shanghai" from Zhilian Recruitment, the "2024 Extreme Flag Award - Best Human Resources Management Team" and "2024 Extreme Flag Award - Best Human Resources Shared Services Center" from HRflag, and the "2024 Happy Enterprise Silver Award" from 1111 Job Bank. These accolades highlight the company’s commitment to excellence in employee satisfaction and human resources management.

Child-Friendly Workplace Environment, Providing Support for Family Caregiving Since WPG Holdings is committed to providing a child-raising friendly workplace, in addition to establishing nursing rooms for employees who are parents as required by relevant regulations, we have also created a childcare-friendly environment. This enables our employees to work with peace of mind while fostering the healthy development of their children. Among them, the kindergarten affiliated to WPI Group, a subsidiary of WPG Holdings in Taiwan, has been established for 23 years, and enjoys childcare subsidy measures with tuition and fee reductions. In 2024, 53% of the enrolled students were children of employees, the rest were children from the surrounding community. WPG Holdings is committed to creating a friendly child rearing environment that connects the community to grow and thrive together.

Starting in 2022, the China region has also offered at least 10 days of paid parental leave per year for each child of full-time employees with children under the age of 3. This policy is implemented while prioritizing compliance with the laws and regulations of the employees' home country. To share employees’ stress of parenting during the summer and winter breaks, the Shenzhen and Shanghai offices organized the “Big Summer and Winter Childcare Classes.” In 2024, a one-month summer school was held, serving over 300 children, which was highly praised by employees and greatly enhanced the sense of employee
satisfaction. This initiative actively supports employees in balancing work and family, contributing to a higher level of corporate well-being.

Retirement and Employee Stock Ownership Trust

WPG Holdings serves employee retirement in accordance with the local retirement laws and regulations and provides retirement benefits in accordance with the local social insurance mechanism. The Company also continues to provide employees with relevant support throughout different stages of their careers and offers information on government subsidies and employment counseling upon the termination of employment. For details on retirement expenses and pension liabilities in 2024, please refer to the 2024 consolidated financial statements. 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.