Management Mindset and Current Workforce

Culture and Values

HIWIN upholds the management philosophy of "honesty and integrity" and cherishes all employees who identify with the culture and values of our organization. "Caring for Employees" and "Nurturing Talent" is our core mindset for retaining talents.

HIWIN provides plenty of training resources to enable employees to perform in the appropriate positions and grow with the company, creating a win-win situation for HIWIN and its employees.

Stable and Healthy Workforce Structure

HIWIN has continued to expand its business since its inception. Employees are recruited with the future development needs of the organization in mind, and all employees are direct hires-none are temporary. HIWIN absolutely does not employ child labor, only accepts applicants above the age of 16, and provides free transportation to and from work for staff aged 16-18. Even employees hired through a stringent interview process are required to provide complete registration information for verification by the company -double checking to ensure there is no oversight. Underaged employees are not assigned any dangerous tasks to ensure their physical and mental health and safety during work.

In addition to compliance with labor regulations in employee hiring, HIWIN also does not force work upon unwilling employees. HIWIN also determines the capabilities of our vendors during the selection and assessment process through the seven evaluation items, including measures for labor management, in hopes that vendors can help us uphold basic human rights, safeguard employee rights from unlawful infringement, and implement corporate social responsibility together.

As of the end of 2021, HIWIN employs 4,846 personnel in Taiwan, most of whom are between the ages of 30-50. Management personnel are primarily between the ages of 30-50. By employment type, there are formal employees (4,808 people, 99.2%) and informal employees (38 people, 0.8%), such as doctoral students, research grant personnel, part-time employees, etc.

With regards to recruiting talent, in addition to online recruitment channels and job fairs at various Taiwan universities, HIWIN also recruits outstanding talents from various ethnic groups via employment matchmaking for overseas students in Taiwan. Among them, 19 (0.4%) are foreign white-collar employees in business, R&D, and manufacturing departments to bring diversified development to the organization. Compensation packages are based on education, experience, and job description and do not discriminate by gender or ethnicity. Men and women receive the same starting salary and equal pay for equal work. Monthly salaries exceed the statutory minimum wage, for example, an engineer who graduated from a national university receives a starting salary of NT$50,000- more than double the minimum wage. In addition to providing salaries exceeding the statutory minimum wage, HIWIN also distributes operation dividends quarterly, and employee dividends and year-end bonuses annually according to the company's operations and employee performance.

Staff Turnover in 2021

Staff Organization Structure in 2021

Regional Employee Structure in 2021

Gender Equality and Diverse Recruitment Strategy

In accordance with the spirit of the Constitution protecting human rights and gender equality, HIWIN has a fair and open recruitment process that does not discriminate between gender, religion, ethnicity, nationality, or political affiliation. We respect all types of professional talents and provide compensation and benefits applicable to all. At HIWIN, we value the opinions and rights of all employees, and in addition to dedicated communication channels for employees to provide feedback and thoughts at any time, HIWIN also holds regular labor-management meetings to ascertain employee needs, listen to their thoughts, and continue improving to create a friendlier work environment for all.

According to 2021 statistics, HIWIN employed 41 disabled persons and 26 of indigenous peoples. In addition to complying with the government's legal requirements to employ a certain quota of disabled persons, HIWIN also respects the unique culture of minority indigenous groups and provides special vacation days for employees of indigenous descent to safeguard their right to celebrate important cultural festivals. No incidences of discrimination or infringement against indigenous people occurred in 2021.

To encourage female participation in the machinery industry, HIWIN implements measures to promote a female-friendly workplace environment, such as dedicated parking spaces for pregnant women, breastfeeding rooms, sexual harassment prevention courses, etc. HIWIN also set up a dedicated and independent sexual harassment reporting channel. HIWIN values gender equality and is actively assisting female employees to exercise their talents in the workplace.

Young and Energetic New Hires

HIWIN's recruitment process is open to all, strictly adhered to, fair and just. Men accounted for 83% of all new hires in 2021, and women accounted for 17%. Most were under the age of 30. The company is actively introducing smart automation and continues to improve and develop its manufacturing technology – aiming for digitalization, prediction, and humanrobot collaboration of the global supply chain. Recruitment requirements were adjusted in 2021 to allow more diverse applicants, which attracted younger and more innovative talents to help bolster our future development.

Total Number of New Hires, 2017-2021 (by Age & Gender)

Percentage of New Hires, 2017-2021 (by Age & Gender)

Organic Personnel Turnover

HIWIN values talent. Upon receiving a resignation, the supervisor and human resources department conduct each separate exit interviews to understand the reason for the employee's departure. Retention or transfer mechanisms are then activated, and information is regularly collected for analysis to determine prevention strategies. HIWIN builds a stable work environment through measures to adjust salaries, nurture and strengthen employees, and make promotions transparent. To ensure the constant addition of new hires to promote organizational metabolism and consider external environmental factors, as employees venture outwards to further their careers, HIWIN continues to invite people with common interests to join, therefore a suitable amount of turnover is appropriate. Employees that are unsuitable or in violation of Article 12 of the Labor Standards Act, or whose contract needs to be terminated due to structural changes in the organization, are processed in accordance with the Labor Standards Act. Employees are given notices in advance, the period or duration of which is based on their length of service. 1,017 employees departed in 2021.

Total Number of Employee Departures, 2017-2021 (by Age & Gender)

Percentage of Employee Departures, 2017-2021 (by Age & Gender)

Hiring Locally

HIWIN started in Taichung, Taiwan, and extended globally to establish subsidiaries in various countries, including Japan, the U.S., Germany, Switzerland, the Czech Republic, Italy, South Korea, Singapore, China, and other countries. To bolster the local economy and enhance HIWIN's understanding of local needs, each subsidiary primarily employs locals to achieve HIWIN's goal to integrate & leverage global resources.

Area	Percentage of Local Managers
Taiwan, Switzerland, Germany, Czech Republic, U.K., U.S.	100%
South Korea	81%
Japan	75%
Singapore	54.5%
Italy	87.5%
China	69%