Competitive Remuneration

Based on our belief that “employees are our most important asset” and our principle of “maintaining balance between the interests of employees and shareholders,” we provide competitive compensation packages to attract and retain the best talent.

Our standard starting salary is higher than the minimum wage set by the government. Based on a report released by Taiwan Stock Exchange Corporation (TWSE) in June, 2023, the average annual salary of our employees is the highest compared to other peer companies in telecom industry. According to the salary survey conducted by Taiwan government last year, the monthly total compensation of telecom industry is 1.72 times greater than the market average. TWM is listed in Taiwan’s Top salary 100 Index for four consecutive years, and is the member of top 10 best High-Tech companies voted by new graduates.

To maintain competitive in our total compensation, we appropriately adjust employees’ salaries annually, taking the results of global salary surveys, market salary scales, our financial and operational performance, and projected future growth into consideration.

We have defined a reasonable remuneration policy with performance-based pay. We conduct regular performance evaluations for all employees, taking the achievements of objectives, competencies and the following factors into consideration:

Multidimensional evaluation and feedback system: Employees conduct multidimensional mutual reviews of fellow employees, including subordinates, supervisors and peers. Supervisors can discuss the feedback obtained from the reviews with their subordinates to assess their overall performance score for the year and set targets or personal training plans in the upcoming year.
ESG: Employees whose job responsibilities are involved with ESG related work set annual targets for fulfilling ESG objectives. Supervisors are asked to provide comprehensive evaluations on employees' participation in ESG activities as well as their degrees of involvement. Human resources division provides each employee’s volunteer service hours and ESG related training hours to supervisors for reference. Thus, we incorporate ESG into employees' annual performance assessment.
Risk management: Employees are encouraged to propose suggestions on how to lower risks and improve the performance and quality of their work while achieving objectives. Awards will be given to employees in recognition for suggestions deemed valuable to the company, and these credits will be noted in their evaluation. Employees with better performance will receive higher bonus and salary increase. On the contrary, if an employee violates the regulations of internal control system or information security policy, the employee may be recorded a warning, and may not receive a rewarding performance evaluation. The poor performance ranking will lead to a lower bonus and salary adjustment.In order to fortify risk response competency of employees and cultivate risk management culture, we conduct risk management trainings every year with topics such as how to conduct risk management and information security. We also test employees with simulated phishing attacks. Such trainings and simulation sessions aim to enhance awareness of employees and train them to respond effectively in accordance with Company’s regulations. Consequently, creating risk management culture within the company is a responsibility for all employees, ensuring sustainable business operations. In 2023, the total number of hours for the risk management course is 78,032.6 hours. New employee orientation programs include risk management, such as code of conduct, information security training, labor safety and health, and prevention of discrimination and harassment. These programs aim to enable new employees to understand our company culture and our stand on risk.
Code of conduct: Integrity is the core evaluation criterion in employee performance appraisal system. If employee violates the Code of Ethics, a disciplinary action will be imposed depends on the nature and degree of such violation. According to company’s employee performance appraisal policy, if an employee is recorded a warning, minor demerit or major demerit, that will impact to his or her performance grade, and the bonus will decrease by 50% to 80%.

TWM is an equal employment opportunity employer, and its practices center on the principles of open and fair recruitment. We treat our employees fairly through the provision of equal opportunities and equal compensation while engaging in employment practices that involve only assessing the characteristics we deem reasonable, such as personal ability, aptitude, or accomplishments. We implement pay for performance policy. 50% of senior executives’ and line managers’ remuneration is variable pay based on their performance.Remuneration for candidates with working experiences is evaluated according to their professional skills, experiences, specialty and certification. There is no discrimination based on gender, age, marital status, race or disability in terms of remuneration.

The salary survey conducted by Taiwan’s government showed that the ratio of average female salary / average male salary in all industries is 0.82 in 2023. TWM’s ratio for non-management level (0.90) is higher than the average ratio of all industries (0.82) in Taiwan.

According to the Gender Pay Gap Report for 2024 conducted by PayScale, women make only $0.83 for every dollar a man makes. Nearly 1.6 million people took PayScale’s online salary survey, and provided information about their industry, occupation, gender and other compensable factors. The statistics is similar to the report by US census bureau, women currently earn about 83 cents for each dollar earned by a man in 2023. Compared with the gender pay gap statistics (0.83), TWM’s pay gap is smaller.

We will endeavor to promote successful careers for women, raise their awareness of career development, and develop an environment in which they can fully demonstrate their abilities, and eventually contribute to closing gender pay gap. In our company, among the total number of management promotions in 2023, 51.9% were women. This proportion is higher than the overall percentage of women in our company (48.4%), and this can potentially contribute to closing the gender pay gap. This is because having more women in higher-paying positions can lead to increased representation and more equitable distribution of pay, which can help reduce the pay gap between genders. Additionally, having more women in leadership positions can help promote a more inclusive and diverse work culture, which can lead to better retention of talented female employees.

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		Taiwan Mobile	Taiwan Fixed Network	Taiwan Teleservices & Technologies	Taiwan Digital Service	Taihsin Property Insurance Agent	TWM Broadband
Ratio of the company’s standard starting salary to Taiwan's minimum wage in 2023		1.33~1.53	1.29~1.44	1.14	1.06	1.33~1.53	1.16~1.33
Ratio of basic salaries of male/female employees(male being 1)	Executive level	0.91
	Management level	0.95
	Non-management level	0.90
Ratio of women’s average annual salary (including performance incentives) to women (male being 1)	Executive level	0.87
	Management level	0.96
	Non-management level	0.89
In 2023 the ratio of the highest individual annual income to the median individual income of other employees was		31.33: 1
In 2023 the ratio of percentage increase of the highest individual income* to the median percentage increase of other employees' individual income was		2.39：1

* Comparison is based on individual employee’s basic monthly salary only.

* Salaries of workers who are not employees are higher than the monthly minimum wage in Taiwan.

Long-Term Incentives for Employees: Employee Stock Ownership Trust

Employee Stock Ownership Trust (ESOT) is a kind of employee long term incentive plan, which allows employees to acquire shares of the company, benefiting employees and company alike. ESOT aligns the interests of employees with the long-term interest of the company & shareholders. Evidence from empirical research suggests that when employees have a stake in the business they work for, this contributes significantly to enhancing the performance of the business.

Coverage of this program
This program applies to 100% of our employees and management level.(all of them are two management levels away from the CEO)
The program is tied to an employee's performance.
All quota of Stock Ownership Trust is subject to change with performance evaluation results. Employees with performance evaluation rating “1” would be granted bigger quota. The validity is three years.
Employee Stock Ownership Trust is associated with sustainability performance participation in ESG activities as well as their degrees of involvement. HR division provides each employee’s volunteer service hours and ESG related training hours to supervisors as reference. In order to pursue better performance results and grant bigger quota in stock ownership, employees strive to achieve sustainable performance goals.