A diversified and friendly workplace
■ Employee Structure Overview
FET’s workforce consists of 52.07% male and 47.93% female employees. Female managers account for 32.79 % of the management team. Additionally, 98.28% 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 2025, the company employed 5,836 people, representing a 0.38% decrease compared to the previous year. Furthermore, 295 non-employee workers were engaged in project engineering, administrative support, and logistics tasks—an increase of 43.2%. Employee figures are calculated based on the year-end headcount.
■ Number of Employees by Type of Contract & Type of Employmentin 2025
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 32% 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 2025, FET organized “Zero Workplace Discrimination and Sexual Harassment Awareness” training sessions for all employees, with a total of 5,377 participants. In 2025, 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 2025.
■ 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 19,277 persons have enjoyed these massage therapies in 2025.
■ Other Indicators for Employee Diversity
Note | The actual number of employees with physical and mental disabilities is 37. According to the regulations, for persons with severe and above disabilities, each person employed is counted as two people. The weighted number is 49, 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 | 2025 Communication Content | ||||||||
| Labor-Management Meeting ( also known as the Lantern Legend Meetings ) |
According to the Labor Standards Act and the Regulations for Implementing Labor-Management Meeting (also known as Lantern legend meetings) are held every quarter. In 2025, 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 (historical data are shown below). Labor representatives are nominated by employees or selected by different groups.
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| Employee Welfare Committee |
The committee shall meet quarterly, and may convene interim meetings when necessary. In 2025, 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. | ||||||||
| Town Hall Meeting | Town Hall Meetings were convened four times in 2025, 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 |
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 HR-related 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. | ||||||||
| Communication meetings between departments and subsidiaries |
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. | ||||||||
| Internal Newsletter | Every 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. | ||||||||
| Survey of Employee Opinions | To more deeply listen to employees’ voices, bridge perception gaps, and embody the corporate value of care, FET conducted two employee satisfaction surveys in 2025. In the first half of 2025 (H1), the Employee Net Promoter Score (eNPS) survey was distributed to 5,263 individuals, with 4,816 responses received, representing a response rate of “91.5%”. In addition to the eNPS metric, the survey included 29 multiple-choice questions and 8 open-ended questions; among them, the 29” questions covered four themes: Purpose, Job Satisfaction, Happiness, and Stress, with the overall satisfaction score resulting in 90.6%. Through regular employee satisfaction surveys, the Company aims to more comprehensively understand the challenges employees encounter in their work and propose improvement solutions accordingly. In 2025, a total of 1,628 feedback items were received through the eNPS survey, all of which have currently been fully addressed. The improvement issues were categorized into eight categories: Overall Recommendation, Senior Leadership, Employee Experience, Direct Supervisor, Learning and Development, Work Support, Compensation and Benefits, and Performance and Promotion. An example of the Learning and Development action plan is as follows: • In response to the Company's 'All-Employee Digitalization' policy, we continue to promote the application of AI technology in the workplace and strengthen employees' digital skills and knowledge. In 2025, the Information Technology Department and the Human Resources Department collaborated to launch a series of e-Learning online courses, physical training, and Teams online learning activities covering tools such as Copilot and Power Automate (automation). These courses have been structured into a comprehensive AI learning map and placed in the e-Learning system to provide employees with a step-by-step learning reference. To date, these courses have accumulated over 2,000 training attendees, demonstrating the Company's achievements in promoting AI learning. The Company has also compiled numerous Copilot use cases and learning resources, centrally placing them on the internal knowledge platform, and has designated personnel to reply to relevant Q&As, allowing employees to quickly obtain answers and enhance the efficiency of learning and application. Additionally, the Company officially incorporated online courses on foundational telecommunications network knowledge into the new hire training curriculum in 2026, enabling new employees to master essential basic network knowledge early in their tenure, thereby shortening the adaptation period and improving job performance. |
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| FET Intranet | • 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 2025, the “Employee Suggestions” channel received a total of 75 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. • The “Employee Grievances Mailbox” received 16 cases in 2025. 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, 2025. |
Harmonious Workplace
