Gender Equality and Diversity in the Workplace Policy
Adhering to the core values of “respect” and “equality”, Sanneng is committed to creating a fair and inclusive working environment for all job seekers and employees. We strictly comply with the Labor Standards Act, the Employment Services Act, the Gender Equality Act at Work and other relevant laws and regulations, and clearly stipulate the following matters in the company’s rules to protect the basic rights and interests of job seekers and employees:
- transparency and fairness in the system of appointment, remuneration, appraisal and reward and punishment;
- Ensure that every job applicant has equal job opportunities and that there is no discrimination.
Commitment to Diversity & Inclusion
Sanneng is committed to providing a respectful and dignified work environment that ensures:
- Diversity of Employment: Emphasizing the diversity of employment channels does not affect the decision to appoint applicants, regardless of gender, sexual orientation, race, religion, political affiliation, or other status protected by regulations. Ensure that every job seeker has equal job opportunities and is treated without discrimination;
- Fair promotion opportunities: salary, bonuses and promotions are based on professional ability, academic experience and functional performance, and no unfair treatment of any kind is prohibited;
- Labor security: Since the establishment of the company, no child labor has been employed, and no cases of corruption, bribery, forced labor or discrimination have occurred.
Zero discrimination policy
Sanneng is committed that employees will not be discriminated against, harassed or treated unequally on the basis of race, gender, religion, age, political leanings or other legally protected status. We will continue to promote gender equality and workplace diversity through the improvement and implementation of internal policies, and create a more inclusive and sustainable corporate culture.
In order to protect the rights of employees, the company has established the following countermeasures:
| Safeguard employee matters | Response measures | Description |
|---|---|---|
|
Provide multiple grievance channels |
Establish channels for appeals and formulate methods for rewards and punishments |
Provide reasonable and confidential channels for employees to complain when their legitimate rights and interests are damaged or mishandled |
|
Prohibition of unlawful assault in the workplace |
Formulate measures to prevent sexual harassment in the workplace, grievance and disciplinary measures, and establish committees |
We will establish measures and regularly promote a workplace environment in which employees and job seekers are protected from illegal infringement |
Status of implementation - female diversity indicators
| Rank | Female ratio |
|---|---|
|
Vice President |
21.43% |
|
Manager-level |
38.46% |
|
Section Leader level |
52.27% |
|
Team leader level |
34.55% |
|
Professional occupation |
39.50% |
|
Percentage of women in the total population |
39.51% |
Friendly working environment
Sanneng is committed to creating a friendly and humanized workplace environment, and creates a safe and comfortable working atmosphere for employees through the following measures:
- Child-friendly measures
- Provide male and female employees with the opportunity to apply for childcare leave without pay, and provide maternity leave in accordance with the law regardless of whether they are married or unmarried;
- Signed a childcare partnership with kindergartens to reduce the burden of childcare for employees.
- There is a nursing room in the company
- Set up a warm and comfortable nursing room to provide a friendly breastfeeding space for mothers.
- Workplace health promotion
- Provide a safe and comfortable working environment, and hold regular health promotion activities and lectures;
- Provide a variety of leisure and sports spaces and medical protective equipment, and arrange regular health check-ups for employees.
Pay Equity Policy
Third, we can adhere to a fair and competitive salary policy:
- The salary is determined based on the internal fairness and external competitiveness of the employee’s salary history, professional ability and position, and provides a salary and welfare system that is better than that of the same industry;
- Establish a fair and open promotion system to ensure that the salary structure does not differ on the basis of gender, and promote gender equality;
- Salary items include principal salary, job allowance and bonus, etc., and the annual salary adjustment is handled according to the market salary dynamics, the company’s operating conditions and individual performance, and bonuses are paid according to the annual operating performance.
Manager performance indicators are linked to sustainability evaluation programs
- Weight of manager performance indicators: 3-5%;
- Manager Performance Indicator configuration items include:
- All employees participate in ESG
- Green product innovation
- Low-carbon manufacturing transition
- Occupational health and safety
- other
- Implementation plan Managers will further refine sustainability-related performance indicators based on the overall strategy and the characteristics of each department, and strengthen internal communication and education to ensure that all employees fully understand and participate in this incentive mechanism, promoting the full implementation of corporate sustainability goals.
Promotion system
Sanneng adopts a dual-track promotion system for management and professional positions, aiming to provide employees with diversified development opportunities:
- Promotions are based on traits, expertise, functions and performance, regardless of gender.
- Nominations are made by the employer after evaluating the employee’s work performance, experience and moral integrity, and then cross-evaluated and deliberated by the Personnel Appraisal Committee to ensure fairness and impartiality;
- Encourage employees to develop “core functions”, “professional functions” and “management functions” in their work, and provide a platform for each employee to achieve self-realization.
Talent development and succession planning
Sanneng actively cultivates successor echelon talents with a clear target assessment system to provide each employee with space and support for growth. We always adhere to the concept of people-oriented, to create a diverse and open workplace culture, so that every employee can realize their own values and ideals.
Employee satisfaction surveys
In December 2025, the Group Administration conducted a survey on the understanding of the welfare system of the Group and Taiwan Sanneng employees, and formulated improvement plans based on feedback.
| Object | Group and Taiwan Sanneng (excluding expatriate employees) |
|---|---|
|
Title |
Employee welfare system understanding |
|
Number of people surveyed |
The total number of people surveyed was 117, and the actual number of people surveyed was 69 |
|
Coverage |
59% |
|
Investigation unit |
Administration |
|
Survey frequency |
Once a year |
|
During the investigation |
2025/12/12-2025/12/17 |
|
Survey results and improvement practices |
In response to the survey results, the welfare information is not clear enough and the inquiry channels are unclear for the majority, so a list of welfare systems will be created and the link will be announced in the human resources system so that employees can query and refer to it on the platform. |