FENC values gender equality. We are keen on creating a 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 66%. The statistics reflect the Company’s acknowledgement 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 2022, the average annual regular salary of the company offered by FENC is 34% higher than the local average. Average regular earnings for female employees, especially, averaged 43% higher than the local numbers, while those for male employees are 29% higher, which demonstrate FENC’s contribution to pay equity. For regional data, please refer to Employee Care.

Gender Comparison by Position

 In 2022, 96% of the workers who took parental leaves returned to their posts, and the retention rate reached 73%. The main contributing factor is the robust deputy and family care leave system. The Company has built a family-friendly workplace that helps employees achieve work-life balance. 

Gender equality and applicable regulatory mandates are respected at all FENC business sites. 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 tom 5 days off for prenatal checkups and 6-month maternity leave.

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.

Application of Parental Leave and Returning Statistics in Taiwan

		2020	2021	2022
Entitled to Parental Leave	Male	229	219	199
	Female	96	43	53
	Total	325	262	252
Number Applied	Male	2	6	8
	Female	48	21	25
	Total	50	27	33
Number Should Returned	Male	0	4	8
	Female	41	22	20
	Total	41	26	28
Number Returned	Male	-	4	8
	Female	35	18	19
	Total	35	22	27
Return Rate	Male	-	100%	100%
	Female	85%	82%	95%
	Total	85%	85%	96%
Returned over One Year	Male	-	-	1
	Female	12	13	15
	Total	12	13	16
Retention Rate	Male	-	-	25%
	Female	92%	37%	83%
	Total	92%	37%	73%

Note: 1. Return Rate = Number Returned ÷ Number Should Return 2. Retention Rate = Returned over One Year ÷ Number Returned Last Year