Diversity, Equity, and Inclusion Policy Statement

Our company is a multinational corporation with operations spanning across Taiwan, mainland China, Vietnam, Japan, the United States, and beyond, encompassing a diverse workforce of varying cultural backgrounds, ethnicities, ages, and genders. Recognizing this diversity, we are committed to fostering an inclusive and equitable work environment, integrating diversity and inclusion into our corporate culture.We value the diversity of each individual employee and respect their unique backgrounds and perspectives. We firmly believe that the richness of different cultures and backgrounds can bring about innovation and growth, thus we are dedicated to establishing a workplace that is respectful, equitable, and inclusive.

To achieve this goal, we regularly organize various cultural exchange activities to encourage employees to share their cultures and values. Additionally, we provide education and training programs to help employees better understand and respect colleagues from different races, genders, ages, and cultural backgrounds, advocating for mutual support and collaboration to foster a harmonious and cohesive work environment. We firmly believe that by promoting diversity and inclusion, we can unleash the creativity and vitality of our team, driving continuous growth and success for our company. Therefore, we are committed to upholding our diversity, equity, and inclusion policy and will continue to strive towards creating a fair, open, and dynamic workplace for all.

The Company employs a total of 19,801 people worldwide, including 59 individuals with disabilities and 1,334 ethnic minorities. Upholding the principles of talent localization, our campuses primarily hire local residents. Approximately 55% of junior management personnel (ranked at section chief level or above) at our campuses in Vietnam are Vietnamese nationals. In 2023, there were no incidents of discrimination, child labor, or forced labor at our campuses.

Global Employee Distribution

	2020	2021	2022	2023
Taiwan	4,497	4,511	4,502	4,322
Mainland China	5,368	5,426	4,821	4,668
Vietnam	9,457	10,591	11,401	9,557
Japan	145	160	196	276
U.S.	165	184	185	178
The Philippines	854	819	840	794
India	0	0	1	2
Indonesia	0	1	1	1
Malaysia	0	0	1	1
South Korea	0	0	0	1
Türkiye	0	0	1	1
Total	20,486	21,692	21,949	19,801

 

FENC values gender equality. We are keen on creating gender-friendly workplace and system. While the conglomerate spans across industries from the upstream to downstream, the up- and midstream industries rely more on chemical-related expertise where a higher concentration of the workforce is male. The downstream, which consists mainly of the textile industry, is composed of a higher percentage of female employees. Overall, the ratio between female and male supervisors are 2:3, which is consistent with the industry chain distribution. Corporate expansion also expanded the number of supervisors by 32% in the recent decade. Among them, the number of female supervisors grew by 74%. The statistics reflect the Company’s acknowledgment of and fair treatment to the hard work put in by female supervisors with the reward they deserve. The Company is also determined to incorporate gender equality as part of its corporate system and culture. Each year, FENC measures its average annual regular salary of the company against the official statistics of average annual regular salary. In 2023, the average annual regular salary of the company offered by FENC is 32% higher than the local average. Average regular earnings for female employees, especially, averaged 34% higher than the local numbers, while those for male employees are 28% higher, which demonstrates FENC’s contribution to pay equity. For regional data, please refer to Employee Care.

As of 2023, female staff accounted for 49% of total staff, 31% of management, and 19% of senior management.

Proportion of Female Employees

Note: 1. Junior management positions include middle and junior level executives, referring to the combined total of managers, assistant managers and section chiefs. 2. Top management positions refer to executives at or above the assistant vice president level. 3. “Revenue-generating function” refers to business units in Taiwan (excluding Corporate Management) and overseas operations units. 4. STEM refers to Science, Technology, Engineering and Mathematics. STEM staff members use their knowledge of science, technology, engineering or mathematics in their daily duties.

 

2023 Permanent Employees Gender Comparison by Position

The Company has robust deputy and family care leave system and has built a family-friendly workplace that helps employees achieve work-life balance.

 Application of Parental Leave and Returning Statistics in Taiwan

		2020	2021	2022	2023
Entitled to Parental Leave	Male	229	219	199	257
	Female	96	43	53	47
	Total	325	262	252	304
Number Applied	Male	2	6	8	7
	Female	48	21	24	15
	Total	50	27	32	22
Number Should Returned	Male	0	4	8	8
	Female	41	22	19	16
	Total	41	26	27	24
Number Returned	Male	-	4	8	7
	Female	35	18	19	15
	Total	35	22	27	22
Return Rate	Male	-	100%	100%	88%
	Female	85%	82%	95%	94%
	Total	85%	85%	96%	92%
Returned over One Year	Male	-	-	1	2
	Female	12	13	16	12
	Total	12	13	17	14
Retention Rate	Male	-	-	25%	25%
	Female	92%	37%	89%	67%
	Total	92%	37%	77%	54%

Note: 1.The number of employees eligible for parental leave is the sum of employees applying for maternity and paternity leave in the past three years. Departed employees are excluded. 2.Return Rate = Number Returned ÷ Number Should Return  3.Retention Rate = Returned over One Year ÷ Number Returned Last Year

Gender equality and applicable regulatory mandates are respected at all FENC business sites. Paid maternity leave and paid parental leave are designed in accordance with local laws for our global business sites. Eligible employees can apply based on their individual needs. We are consistent with the spirit of Act of Gender Equality in Employment in Taiwan as well as Regulations Concerning the Labor Protection of Female Staff and Workers in mainland China. We protect the rights of female employees, offering parental leave and breastfeeding rooms at our facilities. We also limit overtime and prohibit tasks that may potentially harm mothers and their babies. Employees returning after maternity leave receive equal pay for equal work. We provide workplace environment ideal for pregnant employees, such as avoiding tasks that might affect their health and using specially designed chairs to reduce discomfort at work. Female employees in Vietnam who are 7-month pregnant may reduce working time by 1 hour per day while receiving full pay. They are also entitled to 5 days off for prenatal checkups and 6-month maternity leave.

Cross-National Maternity and Family Support Policies
 

	Taiwan	Mainland China	Vietnam	Japan	U.S.
Paid Maternity Leave	56 days	98+60 days Additional 15 days for complicated delivery	180 days	42 days pre-delivery, 56 days post-delivery	12 weeks
Paid Maternity Checkup Leave	7 days	16+8N	5 days	0
Paid Spouse Maternity Leave	7 days	10 days	5 or 7 days	0
Flexible Working Hours	1 hour per day	1 hour per day	1 hour per day	2 hours per day	1 hour per day
Flexible Working Hours Paid or Unpaid	Unpaid	Paid	Unpaid	Paid	Paid

FENC has established measures to prevent, control and reprimand sexual harassment and provides channels for filing grievances. Employees may file such grievance claims through departmental supervisors or Human Resources Department. The unit receiving the claim shall establish a team within 5 days of receiving the claim with over 50% female members to initiate the investigation. The investigation shall conclude within 2 months and all information shall be kept confidential. The individual against which the claim is filed shall have the opportunity for rebuttal. We also conduct regular training for the entire staff to prevent any occurrence of sexual harassment.