We provide competitive remuneration as well as training and development opportunities for attracting and retaining professional talents. Additionally, we employ workers who are not employees to provide services and facilitate the execution of internal operations, such as deliver service in direct stores.
We take human rights in the workplace seriously and we value workforce diversity. Diversity and inclusion are fundamental to our culture and core values. We have an unwavering commitment to diversity with the aim of making everyone feel a sense of belonging within our organization. We are committed to building a highly diverse community with talented professionals – a community filled with various perspectives, ideas, and backgrounds that contribute to a diverse and inclusive culture.
TWM is an equal employment opportunity employer, and its application processes center on the principles of open and fair recruitment. Our diversity initiatives and strategies are designed to attract, develop, and advance the most talented individuals regardless of any dimension of diversity. Remuneration for candidates is evaluated according to their education, experiences, specialty and certification. There is no discrimination based on gender, sexual preference, age, marital status, race or disability in terms of remuneration, benefits, promotion, raises, term, training, working conditions and right to work.
At the end of 2020, TWM and its subsidiaries had 5,777 employees, all employees were locally hired with the exception of 5 foreign employees. The proportion of foreign employees among all employees is 0.09%, the same with our peer telecom company in Taiwan. 99.67% of employees are Han people. Most of emplpyees were between the ages of 31 to 50. (<30 years old : 18.6%；30-50 year old : 72.8%； >50 years old : 8.6%) Females comprised 47.7% and males comprised 52.3% of all employees. Females accounted for 48.1% of the positions in management, which exceeds our goal by 2025 in advance. By 2025, we aim to have 45% of women in all management positions. Females in junior management positions is 50.3% and females in top management positions is 34.1%. According to the “Women in the workplace study 2020” conducted by McKinsey & Company and LeanIn.Org, the representation of women at (senior) vice president level is around 28~29%. Taiwan Mobile’s proportion of women in senior management positions is as high as 34.1%, and the statistics represents our ability to retain top female talent from junior management up to senior management positions. Females in management positions in revenue-generating functions (e.g. sales) is 53.8%. Women in STEM-related positions is 12.8%.
Regarding the diversity of our workforce, we hired 19 indigenous employees, and the proportion is 0.33% of total employees. The proportion is slightly higher than our peer telecom company in Taiwan. Females comprised 47.4% and males comprised 52.6% of all indigenous employees. Among all indigenous employees, 42.1% are in management positions. We redesign existing jobs to hire disabled persons, and the number of persons with disability hired was more than 1.7 times the statutory quota. (Statutory quota: 55; actual hire: 93)
There is no discrimination on the employment of local and indigenous employees. No incidents of child labor, forced labor, human rights violations, or discrimination has ever been reported in our company. When new employees are hired, they are given our employment contracts to review in advance. All employees are required to submit signed employment contracts when they come onboard to protect the rights of both parties.
We promote diversity management to maximize our diverse workforce to generate innovations and new values. Seeking to provide attractive value for customers by meeting varied market needs and keeping ahead of the curve in a fast-changing competitive environment, we consistently pursued diversity management, deriving our competitive edge from a diverse workforce with different attributes. We aspire to achieve sustainable corporate growth by paying respect to positive heterogeneity and leverage the growth to provide new value.
The number of new hires and turnovers as well as their gender and age distributions in 2020 are shown in the table below.
To reduce the turnover rate, we need to understand and determine the reason why employees are leaving the company. The best way to learn this is by conducting exit interviews before an employee leaves to clarify the reason for their resignation and find the root cause. The information we gather from these exit interviews will allow us to share and discuss with hiring managers to find solutions to reduce the turnover rate. Moreover, we provide career consulting to departing employees, and some of them withdraw their resignation following the exit interview.Please Swipe Left or Right View All.
|Scope||TWM + Taiwan Fixed Network + Taiwan Digital Service + Taiwan Teleservices & Technologies+ Taihsin Property Insurance Agent||TWM Broadband||Taiwan Kuro Times|
|Category||New hires||Departures||New hires||Resigned||Newly hired||Departures|
|Number of employees||Ratio*||Number of employees||Ratio*||Number of employees||Ratio*||Number of employees||Ratio*||Number of employees||Ratio*||Number of employees||Ratio*|
Total number of new employee hires-breakdown by age and gender
|Breakdown by age < 30 years old||457||327||274||285|
|30-50 years old||217||155||145||150|
|>50 years old||2||2||4||2|
|Breakdown by gender|
Total employee turnover rate -breakdown by age and gender
|Breakdown by age < 30 years old||50.5%||44.8%||44.5%||40.3%|
|30-50 years old||47.3%||53.3%||52.0%||53.4%|
|>50 years old||2.2%||1.9%||3.5%||6.3%|
|Breakdown by gender|
|Voluntary employee turnover rate||11.4%||9.6%||7.8%||6.9%|