Sustainability Vision | Fitipower Integrated Technology Inc.

Labor-Management Common Good

ESG

Sustainability Vision

Home
ESG
Sustainability Vision
Labor-Management Common Good

Labor-Management Common Good

To ensure respect and dignity for employees, we care for employees and provide them with a quality, safe, and healthy work environment, value talent management and employee care, and attract worldwide elite talents to grow with the company.

Goals

Achieved

On-going

Issue	Goals and Targets	2023 Target	2023 Status
Human Rights, Diversity, Inclusion, and Communication	Join RBA-ON and completed self-assessment and improvement 100% coverage in RBA VAP execution; scores ≥ 160 Female employee ratio reached 23% Conduct employee engagement survey 100% closure rate for employee communication issues	Related targets not yet established	N/A
Talent Aggregation and Welfare	Employee turnover rate < 15% Key employee retention rate ≥ 90% Offer acceptance rate ≥75%	Employee turnover rate < 16%
Talent Aggregation and Welfare		Key employee retention rate ≥ 87%
Employee Development and Retirement	Annual average training hours per staff ≥ 20 hours Internal trainer numbers ≥110 Internal promotion rate for managerial po sitions ≥ 75%	Annual average training hours per staff ≥ 6 hours
Employee Development and Retirement		Establish annual required courses (including ethics, humanrights, ESG and cybersecurity)
Occupational Safety and Health	100% ISO 45001 coverage (including subsidiaries) 0 work-related injuries 0 occupational cases Abnormal rate of hypertension, hyperglycemia, and hyperlipidemia < 10%	Obtain ISO 45001 certification
		0 work-related injuries
		0 occupational cases

Human Rights and Communication

Fitipower Human Rights and Diversified Inclusion Policy

Misson for our policy	Specific Management Measures
Diversity and Equal Opportunity	Internal regulations, such as the Employee Code of Conduct and the Sexual Harassment Prevention Act, clearly define human rights standards related to employment, working hours, leave, and female employees. Provided generous compensation and benefits, with the average and median salaries for non-supervisory employees in 2023 significantly exceeding the minimum wage and ranking among the top publicly listed companies. Have established diverse, comprehensive, and accessible recruitment and promotion channels. For details, please refer to pages 81-86 and 92-98 of our 2023 Sustainability Report.
Safe and Healthy Environment	A one-hour lunch break is provided to ensure sufficient rest for employees. Flexible working hours on weekdays: 1-hour flexibility for start and end times (8:30-9:30 AM start, 5:30-6:30 PM end). On Fridays, this flexibility is extended to 1.5 hours (8:00-9:30 AM start, 5:00-6:30 PM end). Employees can choose based on their physical and mental state, or commuting conditions. For detailed information on workplace safety and health promotion, please refer to pages 99-102 of our 2023 Sustainability Report.
Smooth and Secued Channels	Established the Labor-Management Conference Operating Procedures and whistleblower protection provisions. Provided multiple communication channels, such as CEO Talk, Manager Meetings, Labor-Management Meetings, Welfare Committee, OHS Committee, New Employee Orientations, Performance and Exit Interviews, Electronic Bulletin Board, Human Rights Complaint Mailbox, and Surveys. For details, please refer to page 81 of our 2023 Sustainability Report.
Collaborative and Win-Win Partnershiop	In response to RMI, we conducted CMRT surveys to ensure that all 3TG metal supplies come from certified smelters. In alignment with RBA, we require suppliers to follow the Code of Conduct, sign a sustainability commitment, and include sustainability assessments in the evaluation process for new suppliers.

Manpower Diversity

As of the end of 2023, we had a total of 579 employees, including 575 full-time employees (including R&D sub stitutes) and 4 contract employees; the average age of the employees was 38 years old. With 4.9 average years of service, they can quickly pass on their experience and technical guidance. The composition of employees is mainly in R&D and innovations, and engineering technicians, accounting for 75% of the overall workforce; the overall proportion of female employees accounts for 22%. For the IC design in dustry, where the main manpo wer demand lies in sc ience and technology (especially electrical and electronics-related), Fitipower fully demonstrates practical action for diversity and inclusion. Fitipower’s talent deployment has expanded to Taiwan and China, with overseas employees accounting for 5%. We also hire excellent local talents to create job opportunities for local people. The local employment rate reaches 99.1%, of which the local hiring rate for senior management is 100%. Furthermore, we have planned suitable positions to provide more opportunities for people with disabilities. During the r eporting year, a t otal of f ive persons with disabilities w ere hired (in c ompliance with loc al regulations in Taiwan).

Recruitment and Retention of Talent

Salary Competitiveness

Well-Established Welfare Measures

Employee Develoopment

Occupational Safety and Health

Fitipower formulated its “Environment, Safety and Health Policy” aiming t o achieve the or ganization's EHS vision thr ough the following six key missions: “Cultiv ate Law-Abiding Citizenship Quality,” “Create a Saf e and Healthy Workplace,” “Develop a Circular Symbiotic Business Model,” “Provide Convenient and Smooth Communication Channels,” “Shap an All-Participation Corporate Culture,” and “Establish a Continuous Improvement Management System.” A total of 20 committed actions were undertaken to fulfill these missions. We also released a safety and health pledge video to demonstrate the commitment to corporate culture and determination of all employees. In 2023, we obtained ISO 45001 certification through third-party verification, further enhancing our workplace safety and health management system.