FICG is committed to creating a respectful, diverse, and inclusive workplace environment. We value diversity in gender, age, race, religion, cultural background, and professional expertise. Based on the principle of equal opportunity, we aim to promote talent development and ensure sustainable organizational growth.
I. Policy Principles
1. Equal Employment and Promotion Opportunities
In recruitment, employment, performance evaluation, and promotion processes, the Company evaluates employees based on professional competence and performance. No discrimination is made based on gender, age, race, religion, political stance, marital status, or any other factors unrelated to job performance.
2. Anti-Discrimination and Anti-Harassment
The Company strictly prohibits any form of discrimination, bullying, or harassment. A formal complaint channel and handling mechanism have been established to safeguard employee rights.
3. Gender Balance and Diverse Participation
The Company encourages employees of different genders and backgrounds to participate in decision-making and management positions at all levels, with the goal of enhancing organizational diversity and innovation.
4. Inclusive and Friendly Workplace Environment
We provide employees with a safe, respectful, and supportive work environment, and strengthen a culture of diversity and inclusion through training and awareness programs.
II. Workforce Structure
FICG values employee diversity and is committed to promoting acceptance and support in the workplace for employees from different backgrounds, covering aspects such as gender, age, and ethnicity, to ensure a work environment of fair treatment, inclusiveness, and respect. Through training, transparent systems, and cultural development, the Group actively eliminates bias, promotes diversity and inclusion, and enhances employees’ sense of belonging and productivity. Diversity and inclusion are important cornerstones of the Group’s sustainable development policy.
Employee Age Distribution
| Region | Taiwan | China | ||||||
| Year | 2023 | 2024 | 2023 | 2024 | ||||
| Contents | Total (persons) | Percentage | Total (persons) | Percentage | Total (persons) | Percentage | Total (persons) | Percentage |
| Number of employees aged 30 and below | 73 | 14.34% | 98 | 14.58% | 2,231 | 54.90% | 2,392 | 54.84% |
| Number of employees aged 31 to 50 | 329 | 64.64% | 448 | 66.67% | 1,716 | 42.22% | 1,840 | 42.18% |
| Number of employees aged 51 and above | 107 | 21.02% | 126 | 18.75% | 117 | 2.88% | 130 | 2.98% |
Employee Gender Distribution
| Region | Taiwan | China | ||
| Year | 2023 | 2024 | 2023 | 2024 |
| Number of male (biological sex) employees | 282 | 351 | 2,452 | 2,623 |
| Number of female (biological sex) employees | 227 | 321 | 1,612 | 1,739 |
| Ratio (Number of female employees / Number of male employees) | 0.80 | 0.91 | 0.66 | 0.66 |
Manager Gender Ratio
| Region | Taiwan | China | ||
| Year | 2023 | 2024 | 2023 | 2024 |
| Number of female (biological sex) managers (A) | 11 | 14 | 6 | 7 |
| Number of male (biological sex) managers (B) | 60 | 69 | 29 | 34 |
| Total number of managers (C) | 71 | 83 | 30 | 41 |
| Ratio of female managers (A/C) | 15% | 17% | 20% | 17% |
Notes:
- Employee numbers are based on the statistics as of December 31 of the year.
- Definition of Managerial Position: Managerial employees that are on Manager level or above.
- Employees with less than six months of service, part-time employees (working no more than 35 hours per week), and short-term employees with less than six months of service are not included in the statistics.
Other Diversity Indicators
| Category | Percentage of Total Workforce | |
| Underrepresented groups | 0.90% | |
| Nationality Distribution | Republic of China (Taiwan) | 95.67% |
| China | 0.15% | |
| United States | 0.30% | |
| Vietnam | 2.99% | |
| Russia | 0.15% | |
| Hong Kong | 0.15% | |
| Philippines | 0.15% | |
| Malaysia | 0.45% | |
Notes:
- Statistics are based on employee headcount as of December 31, 2024.
- All employees listed above are located in Taiwan; China-based employees are excluded from this section.
- “Underrepresented groups” refer to employees holding a government-issued disability certificate or low-income household certification.
III. Ratio of Female to Male Compensation
The Group is committed to promoting diversity, eliminating gender bias, and supporting equal opportunities, and plays an active role in reviewing its operations and decision-making processes. These principles not only apply to our recruitment process but are also reflected in promotion opportunities and compensation policies. We firmly believe that pay equity is a key factor in attracting and retaining outstanding employees.
Taiwan
| 2023 | 2024 | ||
| General staff | Managerial staff | General staff | Managerial staff |
| 0.69 | 0.87 | 0.67 | 0.85 |
China
| Ratio of female to male base salary and total compensation | |
| General staff | Managerial staff |
| 0.97 | 0.90 |
Notes:
- Definition of Managerial Position: Managerial employees that are on Manager level or above.
- Employees with less than six months of service, part-time employees (working no more than 35 hours per week), and short-term employees with less than six months of service are excluded from the statistics.
- The ratio of base salary and total compensation is rounded to the second decimal place.
- Data for China cannot be compared as statistics began in 2024. The above compensation excludes the salaries of Taiwan-based managerial staff stationed in China.
- Calculation method of the ratio = female/male
- Calculated in local currency.
The main subsidiaries under the Company are in the manufacturing sector, where entry-level production line positions and general administrative roles are mostly held by women, while technical, research and development, and managerial positions are predominantly held by men. This results in the average salary and total compensation level of female employees being lower than those of male employees. This difference is due to the nature of the industry, job attributes, and labor market structure, and is not the result of any gender preference in the Company’s hiring practices. During recruitment, the Company has always adhered to the principle of gender equality, treating all applicants equally, with hiring standards based on capability and job suitability.
Although this difference is caused by industry characteristics, the Company continues to actively promote gender equality and diversity through the following measures:
- Promoting internal career development mechanisms: Providing female employees with more training and resources to transfer to technical positions or be promoted to managerial roles.
- Enhancing recruitment diversity: For technical and managerial positions, strengthening the “gender-friendly job” messaging to encourage women to submit applications.
- Strengthening the implementation of fairness principles: The Company’s current remuneration and promotion mechanisms are based on a comprehensive assessment of employee performance, professional capability, and departmental needs, ensuring that both male and female employees have career development opportunities on an equal basis.
IV. Measures to Safeguard Employee Rights
| Item | Description |
| Workplace Violence Prevention Measures | Complaint channels are publicly announced within the Company. Employees may file complaints through these channels if they encounter any form of workplace misconduct or unlawful infringement. |
| Establishment of “Sexual Harassment Prevention, Complaint, and Disciplinary Measures” | Complaint channels have been established for sexual harassment incidents, and related information is publicly displayed in prominent locations within the workplace. |
V. Embracing Diversity: Anti-Discrimination and Anti-Harassment
Our company adheres to international labor conventions and government regulations. We strictly prohibit discrimination against job applicants or employees on the grounds of race, social status, language, ideology, religion, and political affiliation, place of origin, birthplace, gender, sexual orientation, age, marital status, appearance, physical features, disability, zodiac sign, blood type, or prior union membership.
As part of our employee training programs, we have incorporated courses on embracing diversity, anti-discrimination, and anti-harassment in the workplace. In 2025, a total of 98 participants completed these courses, accumulating 152 training hours. Detailed course implementation is listed below.
| Course Name | Total Participants | Total Training Hours |
| Workplace Sexual Harassment Prevention Regulations Briefing (Session 3) | 1 | 3 |
| 2025 Taipei International Forum on Disability Employment & HR Development | 1 | 12 |
| DEI Talent Sustainability Strategy: From Employee Care to Corporate Culture | 1 | 3 |
| DEI Implementation Program: Building an Inclusive Workplace | 3 | 2.4 |
| Diversity & Inclusion: Overcoming Unconscious Bias and Becoming Workplace Allies | 3 | 1.6 |
| Workplace Violence Prevention Briefing (Northern Region) | 1 | 3 |
| Workplace Misconduct Prevention: Types and Mitigation Strategies | 5 | 4.5 |
| Sexual Harassment Prevention: Latest Gender Equality in Employment Act Updates (2024) | 1 | 1.5 |
| Creating a Respectful Workplace: Sexual Harassment Prevention and Support | 1 | 1.6 |
| New Employee Workplace Conduct Training | 11 | 5.5 |
| Employee Mental Health Manager & Counselor Certification Program | 1 | 24 |
| Workplace Bullying: Identification, Response and Legal Resources | 1 | 3 |
| Workplace Conduct and Violence Prevention – Online Awareness Program | 65 | 85.15 |
| Sexual Harassment Prevention: Employee Rights | 2 | 1 |
| Sexual Harassment Prevention: Strategies and Practices | 1 | 1 |
| 合計 | 98 | 152.25 |