■ Employee Structure Overview
FET’s workforce consists of 52.27% male and 47.73% female employees. Female managers account for 33.33% of the management team. Additionally, 98.04% of employees are local hires with permanent contracts. To support the development of the 5G era, FET continues to recruit technology professionals and make appropriate structural adjustments. As of the end of 2024, the company employed 5,858 people, representing a 7.17% increase compared to the previous year. Furthermore, 206 non-employee workers were engaged in project engineering, administrative support, and logistics tasks—an increase of 44.05%. Employee figures are calculated based on the year-end headcount.
■ Number of Employees by Type of Contract & Type of Employmentin 2024
Definition Description:
• Indefinite Contract: Employment contract with non-fixed term (indefinite contract).
•Temporary Contract: Employment contract with fixed term (fixed-term contract).
■ Indicator of Diversity
FET is dedicated to fostering a diverse, inclusive, and gender-equal workplace. The Company ensures equal opportunities for employment and career development for both male and female employees and is committed to maintaining the proportion of female managers at no less than 31.5% of all managerial roles.Employee compensation, bonuses, and promotions are strictly based on individual competence and performance, and are not influenced by factors such as nationality, ethnicity, age, gender, marital status, gender identity, physical or mental condition, religion, or political views.FET has established a Sexual Harassment Complaint Handling Committee and a corresponding grievance mechanism, including a dedicated employee complaint mailbox. In 2024, FET organized “Zero Workplace Discrimination and Sexual Harassment Awareness” training sessions for all employees, with a total of 5,131 participants.In 2024, FET received one complaint related to sexual harassment. Corrective action, disciplinary measures, and subsequent remedies and prevention efforts were implemented. No incidents of discrimination were reported in 2024.
■ Providing equal opportunities for the disabled
To help employees relive work pressure - employee LOHAS, creating happiness at work, and increase job opportunities for the disabled. We have launched massage services by the visually impaired at the corner of our offices and during dedicated session on Mondays - Fridays. The massage zone, provides free massages to our employees and it was well received. Approximately 19,373 persons have enjoyed these massage therapies in 2024.
■ Other Indicators for Employee Diversity
Note: The actual number of employees with physical and mental disabilities is 36. According to the regulations, for persons with severe and above disabilities, each person employed is counted as two people. The weighted number is 47, which complies with the regulations.
■ Employee Care and Communication
In order to foster a culture of transparent and open communication, FET has implemented a range of communication channels to facilitate two-way interaction engagement with employees and safeguard their rights and interests. The following section outlines the primary communication channels and their corresponding performance:
Communication Channels
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2024 Communication Content
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Labor-Management Meeting
(also known as the Lantern
Legend Meetings)
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According to the Labor Standards Act and the
Regulations for Implementing Labor-Management Meeting Labor-management meetings
(also known as Lantern legend meetings) are held every quarter. In 2024, a total of 4 meetings
were held. Meeting includes discussions on the Company's profitability overview, future
expansion plans, improvements in office environment and related employment relations issues.
The rights and interests of all FET employees are protected by collective bargaining.
The labor-management negotiation meeting resolution encompasses all employees and
use this as the mechanism for communicating and protecting the rights and interests of employees.
Labor representatives are nominated by employees or selected by different groups.
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Employee Welfare
Committee
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The committee shall meet quarterly, and may
convene interim meetings when necessary. In 2024, a total of five meetings were held to
discuss various benefits plans for our company. These plans included the company trip,
New Year's shopping festival, club management, and vendor discounts. All benefits are regularly
communicated on the company's intranet website, accessible to all employees.
A mailbox is also provided for two-way communication.
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Town Hall Meeting
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Town Hall Meetings were convened four times
in 2024, including one employee meeting and three full staff communication meetings.
Employee meeting was chaired by the President to address the achievement over the past year
and the current situation in the competitive market. The meeting encouraged employees to
collaborate on future challenges and showed gratitude to the contribution of senior colleagues
through public recognition.
The communication meetings were co-chaired by the President and senior executives from all
departments to share management performance and new strategic plans.
FET conveys issues that employees care about, while participating employees can pose
management-related issues for discussion through digital communication tools, and issues
will be answered on the spot by the President and senior executives to facilitate effective
two-way communication.
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Supervisor Communication
Meeting
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FET holds communication meetings with supervisors from time to time.
The President and the HR Director share the Company's operating results, strategic direction for
the new year, and HRrelated issues (such as performance management, goal setting, or
organizational changes, etc.). Supervisors participating in the meeting can also ask questions
on the spot, and the President and the HR Director will respond directly.
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Communication Meetings
Between Departments and
Subsidiaries
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The President participates in the employee communication meetings held by each
department and subsidiary, so that colleagues have the opportunity to directly interact with
the President.
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Internal Newsletter
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Every Friday, FET distributes its internal newsletter to highlight the events of the week.
The content includes major events, departmental introductions, project highlights,
employee concerns, etc. The purpose of the newsletter is to implement the brand
spirit of FET and get closer to colleagues.
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Internal Newsletter
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FEvery Friday FET sends its internal newsletter to showcase weekly events.
The content includes major events, departmental introductions, project highlights, employee
concerns, etc. The purpose of the newsletter is to implement the brand spirit of FET and get
closer to colleagues.
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Survey of Employee Opinions
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To listen to employees’ voices, bridge perception gaps, and embody the core value of care,
FET conducted two employee satisfaction surveys in 2024.In the first half of 2024 (H1),
an Employee Net Promoter Score (eNPS) satisfaction survey was distributed to 5,218
employees, with 4,311 responses received, representing a response rate of 83%.In addition to
the eNPS metric, the survey included 27 multiple-choice questions and 8 open-ended questions.
The 27 questions covered four dimensions: Purpose, Job Satisfaction, Happiness, and Stress.
The overall satisfaction score was 90.5%.Through these surveys, the Company aims to better
understand employees' experiences in the workplace and take action to resolve or improve
identified issues. In 2024, a total of 1,627 feedback items were received through the
eNPS survey, all of which have been addressed.The improvement items were categorized into
eight themes: Overall Recommendation, Senior Leadership, Employee Experience,
Direct Supervisor, Learning and Development, Work Support, Compensation and Benefits, and
Performance and Promotion.
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FET Intranet
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• In addition to publishing the most recent news, FET also shares updates through its Intranet,
providing employees with information about company activities. Furthermore, FET has
established two channels for employee feedback: "Employee Suggestions" and
"Employee Grievances Mailbox". These channels ensure that employee responses are treated
with utmost confidentiality and are managed by dedicated units. They serve as effective
communication platforms for employees to express their opinions.
• In 2024, the "Employee Suggestions" channel received a total of 48 responses, primarily
addressing work support, employee experience, compensation and benefits, and various
other topics.
All responses have been publicly acknowledged and addressed on the website.
• In 2024, the "Employee Grievances Mailbox" received 10 cases, Specific project teams
were set up accordingly to investigate the cases and to adequately communicate with the
employees in question based on corporate regulations and procedures. All cases have been
solved as of December 31, 2024.
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Harmonious Workplace
