In order to implement the concepts of inclusion, equality and tolerance, the company emphasizes on diversity of employees, maintains gender equality and builds a friendly workplace. The policy of diversity and gender equality please refer to "Statement of Diverse Workplace and Gender Equality Policy."
Implementation Status of Workplace Diversity
I.Employee Composition and Distribution
Age
AirTAC Taiwan
AirTAC Ningbo
AirTAC Guangdong
AirTAC China
Total
Female
Male
Subtotal
Percentage
Below 30 years old
43
79
122
13%
471
2,377
2,848
52%
81
165
246
36%
142
630
772
47%
737
3,251
3,988
46%
31-40 years old
216
333
549
60%
738
1,454
2,192
40%
145
220
365
53%
188
515
703
43%
1,287
2,522
3,809
44%
41-50 years old
62
146
208
23%
113
265
378
7%
25
42
67
10%
56
108
164
256
561
817
9%
51 years old and above
10
19
29
3%
5
47
52
1%
3
8
11
23
77
100
331
577
908
1,327
4,143
5,470
430
686
389
1,261
1,650
2,303
6,411
8,714
64%
24%
76%
37%
63%
26%
74%
Note: The proportion of employees under 30 years old is high due to industry-academia cooperation, campus-enterprise cooperation, and campus recruitment.
II.2024 Employee Headcount Statistics Table
Category
Definition
Gender
Mainland China
Taiwan
Employees
Employees with an employment
relationship with AirTAC
5,834
1,972
Contract Type
Permanent
Employees with open-ended (no fixed term)
contracts
637
1,214
225
556
Temporary
Employees with fixed-term contracts
5,197
0
1,747
Employment
Type
Full-time
Employees working the legal standard
hours
Non-direct
Dispatched
Dispatched employees
57
Note 1: Headcount is based on the number of employees as of December 31, 2024 (end of the year).
Note 2: Data coverage: Entities within the reporting boundary.
III. Diverse Workforce
i.Female Employees
AirTAC continues to provide a women-friendly workplace environment and encourages female employees to acquire professional mechanical knowledge through initiatives such as job transfer intention surveys and education and training programs. In 2024, AirTAC conducted a questionnaire survey among female employees regarding course offerings. Based on the survey results, additional external courses—such as child education and culinary skills—will be introduced. While enhancing professional skills and maintaining work–life balance, these initiatives aim to increase female employees' willingness to join the company and to pursue managerial positions. The current distribution of female employees across the AirTAC Group is shown in the table below.
Indicators
2024
2030
Female employees in all employees
30%
Female in management positions
12%
Female in top management positions
ii.Percentage of Employees with Disabilities
AirTAC adopts a policy of diverse employment and complies with government laws regarding the employment of people with disabilities. Altogether. If there is a disadvantaged identity, it will also be considered for priority employment, in order to fulfill corporate responsibility in caring for the disadvantaged. AirTAC employed 29 persons with disabilities, representing 1.9% of the total workforce in 2024. In 2025, the Company plans to hire at least 50 additional employees with disabilities.
iii.Recruit Local Managerial Talents
AirTAC actively promotes and develops local management talent. Through comprehensive career development and training systems, the Company enhances local professional capabilities and management representation, thereby strengthening operational efficiency and supporting local employment development.
Percentage of local executives (The number of executives/ The total number of employees)
Items
Number of executive supervisors
21
72
82
183
Number of executive supervisors that are locals
70
178
As a proportion of senior executives
100%
97%
Note 1: AirTAC Ningbo, AirTAC Guangdong and AirTAC China refer to mainland China while AirTAC Taiwan refers to Taiwan
Note 2: Supervisors at AirTAC are defined M/T9 (above)
IV. Gender Pay Equity
AirTAC is committed to fostering an equal and inclusive workplace and upholds the principle of "Equal Pay for Equal Work," ensuring that all employees, regardless of gender, are treated fairly in terms of compensation, promotion, and development opportunities. Compensation and promotion decisions are based on job competence and performance, and through standardized human resource processes, the Company promotes gender equality and continues to reduce the gender pay gap.
i.2024 Supervisor and Non-supervisor Remuneration Proportion (by gender)
Supervisor
Non-supervisor
1
0.99
0.87
0.76
0.93
0.96
0.86
0.6
0.83
0.91
Note : Supervisors are classified as M/T9 level (above) and section manager (above), while other personnel are classified as non-supervisory staff
ii.2024 Ratio of Base Salaries: Supervisor and Non-supervisor (by gender)
1.06
0.92
0.89
0.66
0.84
Note 1: Supervisors are classified as M/T9 level (above) and section manager (above), while other personnel are classified as non-supervisory staff
V. Anti-Discrimination and Sexual Harassment Prevention
The Company has established the "Regulations on the Prevention of Unlawful Acts in the Performance of Duties" and the "Measures for the Prevention, Complaint, and Disciplinary Handling of Sexual Harassment," along with dedicated reporting channels such as a designated mailbox. Relevant procedures have also been implemented to ensure that all complaints are subject to fair and objective investigation and review. The Committee also promotes awareness through training on gender equality and the protection of personal rights. Through this systematic management mechanism, the Company has built effective communication channels between labor and management, thereby maintaining a high-quality work environment free from discrimination and harassment.