Material Topic: Human Resources Development

Major Causes

Business sustainability relies on the foundation of talent development and retention to drive the development of TIPC’s business, ensuring training quality and performance, and enhancing employees' workplace competitiveness effectively. Without training and education, future difficulties in driving business growth may arise, impacting operations and profitability. Training and education can enhance the company's competitiveness in sustainability matters.

Effects and impacts

Positive impacts:

• The Company provides equal opportunities for promotion and salary increases, values individual career development, and has established comprehensive training systems and structures to attract and cultivate TIPC professionals, thereby promoting sustainable corporate development.
• Practical positive impact on people (including human rights): Individual career development.
• Practical positive impact on the economic aspect: Enhanced employee skills increase opportunities for promotion and salary raises.

Policy/Strategy

Regarding training and education issues, guidelines for implementing training and further education are established. Diverse professional training is planned and various digital learning channels are provided. Additionally, subsidies for individual learning, certifications, and professional training courses are offered to motivate employees to enhance themselves and improve their competitiveness in the workplace.

Preventive or Remedial Measures

• Based on the feedback from the satisfaction survey, opinions of participants are taken into consideration and adjustments are made to improve the content of future courses.
• Appeal Channel: Post-training satisfaction survey.

Management Evaluation System

Regarding the issue of training and education, a post-training satisfaction survey is conducted for all courses.

Performance And Adjustment

• The total training hours amounted to 73,696 hours, with an investment of approximately NT$ 24.57 million in education and training.
• An allocation of NT$ 4.76 million is made to encourage employee training and professional development.
• The average satisfaction rate for training courses exceeds 90%.
• Subsidies for professional certifications and language proficiency tests are provided to 303 individuals.
• A post-training effectiveness tracking survey is conducted three months after the completion of courses, with a total of 591 responses received. Among them, 434 individuals reported applying the attitudes, concepts, knowledge, or skills learned in the course to their work.

Material Topic: Employee Engagement

Major Causes

Facing increasingly intense international port competition and various environmental changes and challenges, employees are the cornerstone of sustainable business operations. Whether responding to challenges or creating new opportunities, talent is fundamental. Organizational performance stems from employee productivity. To ensure the company's prosperity and continuous growth, the company should take good care of and show concern for its employees, helping them resolve various physical, mental, work, and family issues. This support allows employees to engage in their work without worries and create better performance.

Effects and impacts

Positive impacts:
By focusing on employee engagement, understanding how employee productivity affects organizational performance and the company's development and growth, adjustments can be made to talent development policies. Providing equal promotion opportunities has the potential to positively impact people (including human rights) in the future.

Policy/Strategy

The “4F Happy Enterprise” initiative aims to create a work environment that is diverse, fair, and inclusive. Our talent policies are centered around the principles of the “4F Happy Enterprise” and promote the Employee Assistance Program (EAP). From top to bottom, a commitment and support for a friendly workplace are demonstrated, respecting and valuing the diversity and individuality of each employee. We support employees to fully utilize their strengths in suitable positions, fostering a sense of achievement and belonging. Additionally, we establish open communication channels, create a safe and harmonious workplace environment, and protect employees’ rights to cultivate good labor relations. The Company create a workplace environment that promotes Diversity, Equity, and Inclusion (DEI). We actively foster a people-oriented, friendly workplace that respects and values the diversity and differences of each employee. Also, we support employees in fully utilizing their strengths in suitable positions, aiming to provide them with a sense of accomplishment and belonging.

Preventive or Remedial Measures

• In the future, besides continuing to conduct and promote training on topics such as 'eliminating unconscious bias,' 'gender equality,' and 'breaking stereotypes,' it is planned that all employees will participate in a one-hour 'Diversity, Equity, and Inclusion (DEI)' training in 2024.
• Strengthen the promotion of the company's appeal channels, encouraging employees to file complaints if they experience any unkind treatment.
• Enhance supervisors' ability to show care and handle situations where employees report experiencing bias or discrimination, such as through empathy training.
• In the future, the company will continue to refer to the annual 'Friendly Workplace Environment and Employee Engagement Survey Report,' continuously review personnel-related regulations, and provide various supportive measures to help employees achieve a work-life balance.

Management Evaluation

• Regular (quarterly) labor-management meetings are held.
• Holding industry collaboration and coordination meetings from time to time.
• Holding employee forums/seminars from time to time.
• Annual surveys such as "Gender-Friendly Environment Satisfaction" and "Employee Assistance Program Satisfaction and Needs" are conducted.
• To understand satisfaction with various aspects of a friendly workplace environment and assess the effectiveness of related policies and systems, the company conducts an annual survey. This survey gathers employees' feedback, and the analysis of the results is used to develop improvements and continuously build a friendly workplace environment.

Performance And Adjustment

• The results of the employee engagement survey show that 72.7% of colleagues feel a sense of belonging to the company and express a desire to continue developing within the organization.
• 71.9% of colleagues expressed their willingness to put in more effort to achieve the company's goals.
• Using the question 'On a scale of 0-10, how reluctant are you to face work before going to work each day?' to assess colleagues' level of negativity towards work, with a score of 3.7 given by the overall employees of our company. This score is lower than the market research data jointly conducted by MasterCheers and Cheers, which recorded a score of 4.6.
• Using the question 'How willing are you to recommend friends and family to work at our company?' to assess colleagues' loyalty to the company and understand their overall satisfaction, a score between 0 and 10 was used, where 0 means extremely unwilling and 10 means extremely willing. The survey shows that 52.6% of colleagues rated 8 or above, with an average score of 7.3.
• Employees rated the overall friendly workplace environment of the company at 80.3 points, significantly higher than the market research average of 61.5 points. This indicates that the company is effective in creating a friendly workplace environment.
• 91.3% of employees covered by enterprise unions bargaining collective agreements.

Material Topic: Employee Benefits

Major Causes

Taiwan is facing a declining birthrate crisis. Besides government measures and facilities to support childbirth, corporate support in creating an environment that encourages marriage and childbirth is also crucial. To enable employees to confidently start families and have children, the company aims to enhance salaries and implement flexible benefits systems, ensuring that employees feel secure, happy, and aligned with the company's goals.

Effects and impacts

Positive impacts： 
Establishing a comprehensive and well-structured benefits system to attract and retain talent, and enhancing communication between labor and management can promote sustainable talent development within the company. This has the potential for positive impacts on people (including human rights) in the future.

Policy/Strategy

The “4F Happy Enterprise” initiative aims to create a work environment that is diverse, fair, and inclusive. Our talent policies are centered around the principles of the “4F Happy Enterprise” and promote the Employee Assistance Program (EAP). From top to bottom, a commitment and support for a friendly workplace are demonstrated, respecting and valuing the diversity and individuality of each employee. We support employees to fully utilize their strengths in suitable positions, fostering a sense of achievement and belonging. Additionally, we establish open communication channels, create a safe and harmonious workplace environment, and protect employees’ rights to cultivate good labor relations. The Company create a workplace environment that promotes Diversity, Equity, and Inclusion (DEI). We actively foster a people-oriented, friendly workplace that respects and values the diversity and differences of each employee. Also, we support employees in fully utilizing their strengths in suitable positions, aiming to provide them with a sense of accomplishment and belonging.

Preventive or Remedial Measures

• In the future, the company will continue to create a diverse, equitable, and inclusive work environment that respects individual differences. By offering Employee Assistance Program (EAP) services with personalized solutions and promoting harmonious labor relations, various plans will be continuously adjusted to help employees achieve a work-life balance and work with peace of mind.
• Appeal Channels: The company has established the ' Guidelines for Prevention, Investigation, and Disciplinary Actions Against Sexual Harassment ' and a sexual harassment complaint channel. Employees can file complaints with their respective HR departments. If passengers encounter sexual harassment incidents at transportation stations, they can also file complaints with the respective transportation service centers.

Management Evaluation

• Regular labor-management meetings are held quarterly.
• Holding industry collaboration and coordination meetings from time to time.
• Holding employee forums/seminars from time to time.
• Annual surveys such as "Gender-Friendly Environment Satisfaction" and "Employee Assistance Program Satisfaction and Needs" are conducted.
• To understand satisfaction levels across various aspects of a friendly workplace environment and assess the effectiveness of related policies and systems, the company conducts an annual survey. This survey aims to gauge employees' sentiments and uses the results to identify areas for improvement, thus continuously building a friendly workplace environment.

Performance and adjustment

• Labor-management meetings were held 20 times, while industry collaboration and coordination meetings were held 5 times.
• Holding educational training sessions on breaking gender stereotypes and utilizing various methods such as periodic calls for submissions, gender-focused movie viewing and discussions to create a diverse and inclusive friendly workplace environment.
• Offering all employees flexible working hours from 8:00-9:00 for starting work and from 17:00-18:00 for finishing work.
• Employees with children under the age of 3 who have caregiving needs may apply to reduce their daily working hours by 1 hour while still receiving full pay without affecting attendance, performance evaluations, bonuses, and expanding the range of flexible working hours.
• Employees with infertility issues, undergoing fertility treatments, or requiring bed rest due to pregnancy are provided with 3 days of fully paid maternity leave per year.
• Employees who need to care for their children due to school closures can choose to apply for remote work or bring their children to work, with the company providing temporary childcare services.
• Approximately 91.3% of company employees are covered by the enterprise unions collective bargaining agreement.
• The overall satisfaction rate for EAP (Employee Assistance Program) services is 94.21%.
• The overall satisfaction rate for EAP (Employee Assistance Program) services is 94.21%.

Material Topic: Occupational Safety and Health

Major Causes

To stay abreast of developments in occupational safety and health regulations and address occupational safety and health issues raised by stakeholders, the company aims to ensure compliance with the basic requirements of regulations. This involves collecting and recording relevant laws and regulations and other requirements to provide the company with the latest occupational safety and health regulations for reference and compliance.

Effects and impacts

Negative impacts:
If the workplace environment or labor conditions are poor, it may lead to occupational accidents or endanger the health and safety of employees, ultimately affecting business operations and service quality. This can indeed have real negative impacts on people (including human rights).

Policy/Strategy

The company actively prevents occupational accidents to provide employees and stakeholders with a safe and healthy working environment, continuously fostering a safety-conscious atmosphere with the participation of all staff, and proactively promoting a culture of 'safety and health' in the workplace. The ultimate goal is to achieve zero occupational accidents and shape the image of an international company with excellent workplace safety and health.

Preventive or Remedial Measures

• Identify non-compliant issues and address them through the abnormal correction and prevention measures management procedure.
• The Occupational Safety and Health Committee reports improvement and preventive measures.
• The expert and scholar project health check provides refined improvement practices.
• Provide diverse appeal channels, such as the company mailbox(Open a new window) 。

Management Evaluation

• Regulatory Compliance
  • As part of the 'Management Review Procedure,' regular reviews of regulatory changes and compliance with other requirements are conducted during the Management Review Board or Occupational Safety and Health Committee meetings.
  • All operations related to regulations and other requirements should be documented, and handled according to the relevant provisions of the 'Document and Record Management Procedure'.
• At each quarterly meeting of the Occupational Safety and Health Committee, the responsible units report on the progress of work related to various objectives for committee members' review.

Performance and Adjustment

• • The entire company has passed the ISO/CNS 45001 re-certification and obtained a new certificate.
• • No labor safety accidents (including employees and contracted vendors) occurred.
• • The Occupational Safety and Health Project Team conducted 4 coaching visits and organized 1 year-end sharing session.
• • To take care of employee health, the company provides health check-ups exceeding current legal requirements in terms of items and frequency. In 2023, the overall participation rate for employee health check-ups reached 98.1% (1,092 scheduled individuals/1,071 actual participants, with those not participating due to personal reasons rescheduled for the following year). Additionally, special health check-ups were conducted for a total of 34 individuals.
• • An intelligent e-platform for occupational safety and health has been established, utilizing big data analysis to propose workplace safety improvement plans.
• • The VR (Virtual Reality) occupational safety and health system, including both software and hardware components, has been fully implemented.

Material Topic: Local Communities

Major Causes

To fulfill community care, enhance local values, and actively engage in public welfare, the company is committed to corporate social responsibility, integrating into the local community, enlivening local sentiment, and continuously spreading warmth and love throughout society without interruption. It actively promotes goals such as environmental protection, corporate sustainability, social welfare, and the heritage of maritime culture, embodying the concept of 'from the society and for the society' to convey love and extend assistance to every vulnerable group in need through the love of TIPC.

Effects and impacts

Positive impacts
The company manages seven international ports and two domestic ports, situated in various regions. Through interactive corporate social responsibility initiatives and participation in local community public welfare activities, we aim to contribute to the well-being of the community and fulfill our corporate social responsibility. This symbiotic relationship with the community can have potential positive impacts on both the economy and people(including human rights).

Policy/Strategy

The policy goal is to promote the harmonious development of the company with society, local communities, and the environment, aiming to achieve sustainable development.

Preventive or Remedial Measures

• When encountering issues or insufficient resources in executing public welfare-related projects, it's necessary to revise the plan, adjust action steps, timelines, budgets, etc. Alternatively, collaborating with other organizations to enhance publicity and promotion efforts ensures better achievement of the goals. 
• Provide diverse appeal channels, such as the company mailbox(Open a new window) 。

Management Evaluation

Public welfare activity performance is included in the annual KPI evaluation mechanism, which involves reviewing the number and effectiveness of public welfare activities on a rolling basis.

Performance and adjustment

• A total of 157 public welfare activities were organized.
• A total of 215 units of assistance (donation) from the community relations program to private organizations.