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, 2021, 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 1.7 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. To strengthen the link between corporate social responsibility and managers’ compensation, if the president or vice president fails to meet all ESG metrics, his/her annual performance ranking may drop by one level, or his/her employee profit sharing and performance-based bonuses may be cut by up to 10%.
  • 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.

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 2022. TWM’s ratio for non-management level (0.87) is higher than the average ratio of all industries (0.82) in Taiwan.

According to the Gender Pay Gap Report for 2023 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 82 cents for each dollar earned by a man in 2022. Compared with the gender pay gap statistics (0.82), TWM’s pay gap is smaller.

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Taiwan Mobile Taiwan Fixed Network Taiwan Teleservices & Technologies Taiwan Digital
Taihsin Property Insurance Agent TWM Broadband Taiwan Kuro Times
Ratio of the company’s standard starting salary to Taiwan's minimum wage in 2022 1.39~1.6 1.35~1.51 1.19 1.11 1.39~1.6 1.19~1.30 1.11
Ratio of basic salaries of male/female employees(male being 1) Executive level  0.83
Management level  0.94
Non-management level  0.87
Ratio of women’s average annual salary (including performance incentives) to women (male being 1) Executive level  0.85
Management level  0.93
Non-management level  0.86
In 2022 the ratio of the highest individual annual income to the median individual income of other employees was 30.02: 1
In 2022 the ratio of percentage increase of the highest individual income* to the median percentage increase of other employees' individual income was 1.56:1
* 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.