Employees


TCC Group Holdings, guided by a "people-oriented" philosophy, considers all employees as part of a "family" where mutual care and shared prosperity are paramount. The company strictly prohibits child labor, human trafficking, and forced labor, adhering to all relevant wage and hour regulations to ensure fair and timely payment of living wages. Additionally, we provide a safe and health-promoting work environment, supporting employees in maintaining good physical and mental health as well as achieving work-life balance.


Management Approach
  • Incorporating important policies such as the "Human Rights Policy" into annual mandatory education and training courses
  • Establishing "Anti-Discrimination and Anti-Harassment Policy" to ensure that employees understand how to prevent and address unlawful acts in the workplace
  • Implementing online platform for employee well-being, an e-mail for employee feedback, and dedicated procedures and channels for preventing and addressing workplace discrimination and harassment
  • Conducting quarterly labor-management meetings or union meetings

Performance
  • 94.7% online reading rate of key policies among employees in 2023; total training hours amounted to approximately 1,886.5 hours cumulatively
  • 100% coverage of labor-management agreements
  • In 2023, the average employee engagement score from the engagement survey was 4.648 out of 5

Human Rights Due Diligence

Objective
  • To fulfill our social responsibility and comply with Human rights policy, the company has set up Human Rights Survey to recognize and analyze possible human rights risks and has set up measures to mitigate those risks. With progress tracking, the company can effectively lower the potential impact of human rights risks
Method
  • Analyzing and prioritizing based on the "frequency of human rights risk occurrences" and the "severity of impact on the company and employees
    Reviewing the overall human rights risks every 3 years
    In 2024, extending the focus of investigation to include "suppliers and contractors" as the primary subjects of scrutiny
    Coverage: 100% operation sites (Taiwan, Mainland China and affiliates included) and joint ventures
    TCC Group Holdings plans to complete a human rights risk assessment of its suppliers in Taiwan in 2024. Identified human rights risks will be addressed through mitigation and remedial measures. In cases where suppliers pose high human rights risks, the company will cease collaboration with them. Going forward, the company will continue to monitor human rights risks among suppliers and engage in dialogue, as well as provide education and training on human rights management
Results
  • Response rate: In 2022, the rate is 98.14%
    No significant human rights risks found as the result for TCC

Human Rights and Environmental Due Diligence

In response to the Corporate Sustainability Due Diligence Directive (CSDDD) passed by the EU on April 24, 2024, TCC Group Holdings proactively reviews and responds to the impacts on the value chain, incorporating the voices of stakeholders such as customers and community residents into decision-making considerations, and actively communicates and responds appropriately

Method
STEP 1: Issue Identification Confirm the human rights and environmental issues that may be involved in corporate operations
STEP 2: Risk Assessment Assess risks through questionnaire surveys
STEP 3: Risk Confirmation The risk assessment results are confirmed through document review, colleague interviews, and on-site inspections
STEP 4: Report Writing Drafting the Human Rights and Environmental Due Diligence Report

Coverage
100% Employee in TCC Taiwan, customers, communities, and indigenous people

Risk Matrix
Coming soon…

TCC Human Rights Survey Results and Improvements

0 harassment nor discrimination observed in 2021-2023
Base on the survey, TCC pushes for measures for remediation and mitigation
Welfare Policies Implementation | Lounge Area Improvement | Working Environment Education and Trainings
Remedial Measure Mitigation Measures in Force Future Improvements
Enforce welfare policies
  • Regular free health checkups and health management lectures
  • Annual influenza vaccinations
  • 3 days of paid leave and 3 days of paid family care leave
  • Remote work and flexible hours
  • Annual employee gatherings: Christmas party, year-end party, Family Day, and promotion dinner
  • Employee Stock Option Program
  • Regular Employee Welfare Committee meetings to review policies
  • Administer annual health and stress questionnaires; arrange counselors as needed
  • Regularly organize sports competitions for healthy benefits
  • Provide stress relief massages by visually impaired masseurs
Optimize Relaxation Spaces
  • Set up a gym on B1 and free snack pantries on each floor at HQ
  • Convert idle spaces into relaxation and nursing rooms with resources
  • Improve and design spaces in plants
  • Install smart vending machines for snacks and beverages
  • Develop coaching sessions (e.g., weight loss, muscle gain)
  • Continuously optimize plant layouts for a multifunctional, healthy environment
Workplace Environment Education and Training
  • Include sexual harassment prevention in new recruit orientation
  • Annual retraining on sexual harassment prevention
  • Biannual fire safety and first aid drills at each plant
  • Regular annual occupational health and safety training
  • Provide training for licensed professional Employees
  • Require participation in government fire prevention and air pollution control training
  • Annual human rights protection training
  • Administer feedback and satisfaction surveys on environmental training
  • Provide inquiry platforms for external occupational safety training
  • Set minimum annual mandatory hours/sessions for environmental training

Employee Engagement Survey

Retention Rate is 90.72% in 2019. Retention Rate is 93.52% in 2020. Retention Rate is 91.80% in 2021. Retention Rate is 91.95% in 2022. Retention Rate is 90.92% in 2023.

Gender-friendly Workplace

Targets: By 2025 Share of Women in
Total Workforce Total Workforce 22%
All Management Positions All Management Positions 30%
Junior Management Positions Junior Management Positions 28%
Top Management Positions Top Management Positions 25%
Management Positions in Revenue-Generating Functions Management Positions in Revenue-Generating Functions 5%
STEM-Related Positions STEM-Related Positions 38%

Women Engineers (NHΩA)
By 2025
Women Engineers

Performance in 2023
Total Workforce Total Workforce 23.7%
All Management Positions All Management Positions 18.9%
Junior Management Positions Junior Management Positions 18.9%
Top Management Positions Top Management Positions 16.2%
Management Positions in Revenue-Generating Functions Management Positions in Revenue-Generating Functions 21.6%
STEM-Related Positions STEM-Related Positions 20.6%

NHΩA
Established a Three-year Scholarship for female students in STEM with the Polytechnic University of Milan
Established a Three-year Scholarship for female students in STEM with the Polytechnic University of Milan

Diversified Workplace


2023
TCC International Employees: 5.42%
Come from 47countries

    TCC International Employees: 5.42%, Come from 47countries

TCC (Taiwan): Share of Employees with Disabilities
Share of Employees with Disabilities in Taiwan is 1.1% in 2019. Share of Employees with Disabilities in Taiwan is 1.5% in 2020. Share of Employees with Disabilities in Taiwan is 1.7% in 2021. Share of Employees with Disabilities in Taiwan is 1.5% in 2022. Share of Employees with Disabilities in Taiwan is 1.8% in 2023.
TCC (Taiwan + Mainland China): Share of Employees of Indigenous Origin
Share of Employees of Indigenous Origin is 15% in Taiwan and Mainland China.

Share of employees of indigenous origin in total workforce (Taiwan): 7.3% from Truku, 2.7% from Amis, 1.7% from Atayal, 0.5% from other indigenous people; in all management positions: 0.4% from Truku, 0.8% from Amis

Share of employees of indigenous origin in total workforce (Mainland China): 6% from Zhunag, 5.2% from Miao, 2.1% from Dong, 2.2% from other indigenous people; in all management positions: 3% from Zhunag, 2% from Miao, 2% from other indigenous people

Note Formula: Number of Employees of Indigenous Origin​ / Total Workforce