Diversity and Equal Opportunity
This Report covers 5,896 personal in TECO Group, includes 2,433 in parent company (as 2023.12.31)
|
Total hiring by region and gender |
Full-Time |
Temporary |
Part-time |
|||
|---|---|---|---|---|---|---|
|
|
male |
female |
male |
female |
male |
female |
|
Taiwan |
1,995 |
718 |
147 |
38 |
44 |
13 |
|
North America |
265 |
72 |
13 |
2 |
6 |
1 |
|
Mainland China |
932 |
304 |
10 |
89 |
158 |
55 |
|
Europe |
386 |
108 |
24 |
10 |
6 |
11 |
|
S.E. Asia |
202 |
93 |
0 |
0 |
0 |
0 |
|
Other |
118 |
45 |
12 |
3 |
2 |
14 |
Workforce Breakdown: Gender
| 2020 | 2021 | 2022 | 2023 | |
|
Share in total workforce |
30.30% |
31.47% |
33.10% |
31.50% |
|
Share in total management |
20.90% |
21.59% |
22.10% |
19.70% |
|
Share in junior management |
22.00% |
23.61% |
23.20% |
19.60% |
|
Share in top management |
11.40% |
9.73% |
12.30% |
8.70% |
|
Share in sales positions |
19.40% |
29.33% |
36.50% |
13.50% |
|
Share in STEM positions |
23.90% |
24.48% |
28.00% |
29.50% |
Gender Pay Gap
| 2020 | 2021 | 2022 | 2023 | |
|
Mean |
9.50% |
15.01% |
15.20% |
17.6% |
|
Median |
12.00% |
18.58% |
10.00% |
15.3% |
|
Bonus gap |
0 |
0 |
0 |
0 |
Data covers 78% Global Core Business Units.
Employee Age
| 2020 | 2021 | 2022 | 2023 | |
|
<30 |
13.40% |
12.90% |
9.60% |
11.20% |
|
30-50 |
56.50% |
55.80% |
51.50% |
49.30% |
|
>50 |
30.10% |
31.30% |
38.90% |
39.50% |
Workforce by Nationality
|
Region |
Share in total workforce |
Managers share in all positions |
|
Taiwan ROC |
51.4% |
48.3% |
|
Asian but not ROC |
31.4% |
37.6% |
|
Other Nationality |
17.2% |
14.1% |
Data covers 100% Global Core Business Units.
Gender Pay Indicators by position
|
Supervisor |
2.00% |
|
Managers |
-4.74% |
|
Top management |
-44.56% |
|
Non-manager |
21.90% |
Ratio of base salary plus salary for women to men
(Base 1 for women)
Data covers 41.3% (2,433/5,896) Parent Company
The proportion of women in management will drop from 22.1% to 19.7% in 2023. The company has set the proportion of female employees and the proportion of female supervisors as one of the KPIs. In this way, equal conditions for men and women are considered when appointing and promoting. The proportion of women in revenue-related positions has increased from 28% to 29.5%. In the future, when promoting important positions in the company's operations, the company will strengthen the training of female successors and include gender evaluation items in the senior executive succession plan.
Due to the nature of the industry in which there are still far more men than women, TECO will continue to encourage female employees to develop in diverse ways and take on challenging positions. TECO Group supports a culture of equality and diversity in talent development. However, because the industry belongs to the electrical machinery and equipment manufacturing and repair industry, the number of female employees is relatively low. After understanding the situation in the industry, the company's ratio of female employees at all levels is like that of its peers.