Talent Development
Labor Rights and Human Rights
Human Rights Management
CTCI's Human Rights Policy follows the UN Global Compact, the Universal Declaration of Human Rights, the UN Framework and Guiding Principles on Business and Human Rights, and the Ruggie Framework. CTCI Codes of Ethical Conduct (http://www.ctci.com/www/ctci2016/upload/page/PG74-F26.pdf) clearly prohibits any form of discrimination or exclusion based on gender, race, religious belief, political inclination, sexual orientation, seniority, nationality and age, as well as conducts of sexual harassment, violence and threats at the workplace. To meet our commitment on building a workplace free from harassment and discrimination and to prevent sexual harassment at the workplace, CTCI has not only stipulated relevant regulations and procedures in our Employee Handbook, but also intensified advocacy for new employees. In addition, an employee feedback mailbox is provided (HR@ctci.com.tw) to facilitate communication through email, and a dedicated unit was set up to respond and handle relevant issues. To effectively control whistle blow reports received and maintain a smooth and impartial investigation process, an interdepartmental team of members approved by the Reward and Penalty Review Board will be in charge of investigating the content of the complaints and submitting the investigation report. CTCI Human Rights Policy. HR Impact Management Framework
Sexual Harassment
For sexual harassment case reporting, the Human Resources Deptartment has set up a hotline and a designated e-mail to handle sexual harassment complaints. A "Sexual Harassment Complaints Handling Committee" was organized to handle sexual harassment incidents or suspected cases. Once a complaint is received, the committee would initiate the investigation procedure and carry out necessary actions in a confidential and discreet manner. Within 3 months after a complaint is received, if substantiated, an investigation report with recommendations for punishment is submitted to the Chairman. The Sexual Harassment Complaints Handling Committee consists of seven members, in which the head of the Human Resource Division serves as the chairperson of the committee, and the other members would be appointed by the executive vice-presidents of GSS and various supervisors. Number of female committee members is not permitted to be fewer than half of the total number of members. There were no cases of sexual harassment in 2022.
Employee Communication
CTCI values the opportunities to carry out bilateral communication with our employees, and provides open and transparent channels for communication, creating a workplace that encourages active employee participation with unimpeded communications between employees and the company. Our employees can report various issues encountered and have the issues resolved to create a better workplace through various channels, including labor relation conferences, internal service satisfaction surveys, new employee lunch seminars, seminars with senior executives and engagement surveys.
Employee Engagement Survey
In order to enhance employee engagement and improve the workplace atmosphere, CTCI conducts a Group global engagement survey every two years. The survey includes topics such as Company Policy & Transformation, Effectiveness of Senior Leadership, Effectiveness of Immediate Manager, Rewards & Performance, Career & Talent Deployment, Work Execution, Overseas Assignment Experience, Integrity & Diversity, Collaboration, Communication, Employee Experience, Engagement, and other topics. In the 2021 survey, the topic of CSR and COVID-19 were added in response to the situation at the time. The engagement survey is conducted on a sixpoint scale which includes strongly agree, agree, slightly agree, slightly disagree, disagree and strongly disagree. The calculation of high recognition includes strongly agree + agree, and the calculation of low recognition includes strongly disagree + disagree.
