TIPC is striving to become a "4F Happy Enterprise," actively developing corresponding friendly workplace plans and making efforts to create a "diverse, equitable, and inclusive" working environment. Through providing appropriate training and development opportunities, employees are empowered to showcase their strengths in suitable positions. The company respects and values the diversity and differences of each employee, ensuring they feel a sense of achievement and belonging in their work.

• Flexibility Flexible management
  The company provides employees with flexibility in terms of time and location in their work, such as flexible working hours, expanded leave options, and relocation policies. We empower employees to make autonomous decisions in their work, helping them balance work and family commitments, and better manage their lives.
• Friendly Friendly workplace environment
  The company conducts annual training sessions to foster a friendly work environment and places special emphasis on keeping communication channels open. Employees' feedback is listened to attentively, and they are actively encouraged to participate, propose ideas, and speak up.
• Family Treat colleagues like family
  The company acknowledges the existence of diversity among its employees and provides supportive measures tailored to the needs of different employee groups. These measures aim to assist employees in maintaining their physical, mental, and emotional well-being, as well as achieving a balance between work and personal life, thus making the company a strong support system for its employees.
• Future Visible future
  The company has established a comprehensive salary and promotion system, along with the development of the "TIPC Port Learning Map" and "Career Development Path Map." These initiatives support the phased career growth of each employee, providing a systematic and hierarchical development blueprint for all staff members.

TIPC Talent Sustainability Strategy Diagram

Employee Training and Development

Employees are the cornerstone of sustainable business operations, and talent sustainability is the fundamental support for corporate functioning. TIPC provides rich learning resources and diverse learning channels to strengthen comprehensive skills development and training, enabling employees to grow and develop together, thus creating a sustainable and happy enterprise. As a result, TIPC was awarded the Central Government Promotion Award for Establishing Employee Learning Systems by the Ministry of Education. Minister of Education, Pan Wen-Chung, publicly presented the award on October 15, 2023, at the National Taiwan Science Education Center's ground floor lobby. Lu, Chan-Yu, Executive Vice President of TIPC, accepted the award on behalf of the company.

TIPC values sustainable talent cultivation and has established a systematic and hierarchical blueprint for employee training and development according to job duties, business needs, and career development requirements. Alongside reasonable performance evaluations and talent development systems, opportunities and pathways for job promotion and salary advancement are provided annually. Additionally, the company has established a talent pool for future managerial succession planning across all levels.

Employees' participation in various training and education programs, as well as their performance, are considered in assessments, promotions, and future training and education recommendations. Training and education initiatives are tailored to align with employees' job responsibilities, ensuring maximum benefit. As of the end of 2023, 100% of employees underwent assessments, and regular performance evaluations are conducted without differentiation based on gender or job title.

Note: The assessment ratio is calculated until the end of 2023, in accordance with the relevant regulations of our company regarding performance evaluations. The aforementioned ratio does not include employees who have been employed for less than 6 months in the current year or have accumulated less than 180 days of employment (excluding temporary employees).

2023 Central Government Promotion Award for Establishing Employee Learning Systems Left: Minister of Education, Pan Wen-Chung, Right: Executive Vice President Lu, Chan-Yu

Training Course Planning

In order to allow each colleague to find their right fit and unleash their full potential, our company values career planning for our employees and actively arranges comprehensive skill development and training. In 2023, the average training hours per employee were 35.6 hours, with an average training cost of NT$ 11,864 per person.

Human development focuses on enhancing professional skills, management expertise, and strengthening human resources training. We have established five categories of course planning groups, with personnel above the rank of Chief of Staff serving as conveners, and the General Manager presiding over course planning meetings to confirm their content and execution. Satisfaction surveys are conducted after each course (with an average satisfaction rate of over 90% in 2023), which serves as a reference for planning future courses.

2023 Employee Hiring Statistics

Note:

1.This table is calculated using the number of staff/full-time equivalent method.

2.Temporary staff include: work-study students, interns and casual employees.

TIPC Learning Map

Internal Training

New Hire Training

To enable new employees to quickly understand the organizational overview, work environment, business philosophy, and operations of TIPC, and to strengthen the connection between new employees and the company, enhancing their sense of belonging.

New Employee Training

• Arrange a 5-day comprehensive basic course to cultivate a preliminary understanding of the company's operational environment.
• In 2023, a total of 3 sessions of new employee training were conducted, with a total of 78 new employees participating.

Return Training

• Approximately 3 to 6 months after the new employee training, a one-day retraining session is scheduled, focusing on the work experiences of the new employees through activities and discussions.
• In 2023, a total of 2 sessions of retraining for new employees were conducted, with a total of 71 participants.

TIPC Partner Implementation Plan

• Before the new employees report for duty, senior partners are selected to provide guidance on the professional knowledge, skills, and experience required for their work. They offer consultation and assistance to enhance the learning efficiency of new employees and facilitate their quick integration into the TIPC team.
• In 2023, a total of 4 training sessions for senior partners were held, with 84 participants. Additionally, 8 exchange events for senior partners were organized, with a total of 180 participants.

Training for Newcomers1

Training for Newcomers2

Re-entry Training for New Employees1

Re-entry Training for New Employees2

Annual Training

To comply with government regulations, support national policies, and meet the company's operational needs, various annual training courses for employees were conducted in 2023 with a total of 85 courses and 5,241 participants. Additionally, to enrich employees' perspectives and enhance their understanding of new trends in port-related areas, while fulfilling corporate social responsibility, a series of Outlook Seminar courses were planned starting from 2023. These seminars were open not only to company employees but also to some members of the CIQS clearance team and port-area operators. In 2023, one seminar was held, with James Wang, Vice President and Director of the Green Energy & Environment Research Laboratories at the Industrial Technology Research Institute, serving as the speaker. The seminar attracted a total of 71 participants, including 15 members from the CIQS clearance team and port-area operators.

Competency Training

To enhance employees' professional knowledge and skills, the Company has designed and conducted internal functional training courses, which are categorized into three types: common functional training (required), common functional training (elective), and professional functional training.

Common Competencies：It focuses on the key abilities required in the workplace and offers both mandatory and elective courses for employees in various job positions.

• Common Competencies (Required)
  It includes three courses: Problem Solving, Communication Skills, and Efficient Work Management. All employees are required to participate, and the courses are conducted in multiple sessions throughout the year. The activities conducted in 2023 are explained as follows:: 

• Common Competencies (Elective)
  Under the "Common Competencies" category, there are two subcategories: "Procurement Law Series" and "Workplace Skills." The planning of courses in these categories takes into account the common competencies needed by employees and gathers feedback from post-course questionnaires from the previous year. The course offerings are reviewed annually based on this feedback. Here is the summary of the courses offered in 2023:

Common Functional Training1

Common Functional Training2

• Professional Competency Training
  It aims to continuously enhance employees' professional knowledge and skills. It is categorized based on the nature of the business, including Engineering, Port Operations, Operations, Emerging Businesses, and Administration. Additionally, the training is further divided based on the employees' length of service, with entry-level courses for new employees, intermediate-level courses for those with more than one year of experience, and advanced-level courses for those with more than three years of experience. The activities conducted in 2023 are explained as follows:

Professional Competency Training1

Professional Competency Training2

Management Skills：It aims to enhance the management abilities of supervisors and refine their leadership skills. Various training programs are conducted, including Supervisor Consensus Camp, Elite Lectures, International Affairs Talent Development, Six-Star Supervisor Training, and Promotion Training.

• Supervisor Consensus Camp
  In 2023, the Executive Management Consensus Camp featured a documentary screening of “Good Morni MIT”, prompting senior executives to contemplate how to further implement ESG practices within the company. Meanwhile, the Midlevel Management Consensus Camp organized a "Team Building Workshop" consisting of outdoor challenges such as team-based competitions and building a giant domino structure. Through gamified learning experiences, supervisors were guided to reflect on their daily team management and leadership practices, fostering cross-team collaboration and communication through shared feedback. The Executive Management Consensus Camp was conducted once with 129 participants, while the Midlevel Management Consensus Camp was held twice with a total of 192 participants.
• Elite Seminars
  To expand the cross-disciplinary knowledge of our managerial staff, the company regularly organize Elite Seminars, inviting professional speakers from various fields to share their successful business experiences and innovative insights. In 2023, a total of 7 sessions were held, with 225 participants.

• International Affairs Talent Training
  Since 2020, the company has conducted training programs focused on international affairs and guest reception to cultivate company seed trainees. This year, the professional foreign language tour guide training institution, Meetup Formosa, was invited to provide instruction. The training included one-on-one immersive English speaking experiences, practical dining etiquette exercises, paired English tour guide simulation courses, group writing of English tour scripts, and presentation practice. These activities aimed to enhance the participants' English speaking skills and poise, establishing a strong foundation for guest reception abilities. In 2023, two sessions were held, each lasting five days, with a total of 37 participants.
• Six-Star Supervisor Training
  Since 2022, the company has implemented the Six-Star Supervisor Training Program, which includes six core training modules. Each year, two specific topics are selected for midlevel supervisors. This year's training topics are "Performance Management and Performance Interviews" and "Intergenerational Communication and Leadership." The aim is to refine supervisors' skills and enhance their leadership capabilities, enabling them to lead their teams effectively and achieve the company’s sustainable development goals. In the first half of 2023, six sessions on "Performance Management and Performance Interviews" were conducted, with a total of 151 participants. In the second half of 2023, six sessions on "Intergenerational Communication and Leadership" were held, with a total of 153 participants.
• Collaboration with the Ministry of Foreign Affairs to conduct the "Pacific Allies Maritime and Port Authority Personnel Training Cooperation Program"
  In order to deepen the exchanges between Taiwan and Pacific allies in various aspects of maritime affairs, port operations, and personnel training, the Ministry of Foreign Affairs specifically commissioned the company to conduct a six-day "Pacific Allies Maritime and Port Authority Personnel Training Cooperation Program". This marks the company's first initiative in planning and executing an international training activity. Participants from allied nations (Nauru, Palau, Marshall Islands, and Tuvalu, a total of 15 individuals) came to Kaohsiung Port to learn about port development planning, port safety management, port tariffs, pricing, and other related courses. They also had practical demonstrations on port container terminal operations and equipment maintenance.
  The training program integrates static coursework, port visits, and experience sharing among nations, with company employees serving as course instructors. This effectively facilitates participants in expanding their networks, exchanging ideas, and gaining a deeper understanding of knowledge and applications related to port operations and management.

Executive Management Consensus Camp

Elite Seminars

Midlevel Management Consensus Camp

Six-Star Supervisor Training

International Affairs Talent Training

Pacific Allies Maritime and Port Authority Personnel Training Cooperation Program

External Training

To enhance employees' business expertise and keep up with the latest trends, employees are selected to attend various training programs offered by domestic and international training institutions.

• Domestic Professional Training
  In addition to conducting internal professional training, employees are selected to attend training programs conducted by private training institutions to comply with legal requirements or improve their business skills. In 2023, a total of 336 employees were selected to participate in such training programs.
• International Professional Training
  To enhance employees' professional knowledge, expand their understanding of port-related expertise, and broaden their international perspectives, outstanding employees are selected to participate in short-term training programs at renowned maritime training institutions abroad. Due to the global pandemic in 2023, the training activities in this category were postponed to prioritize national epidemic prevention policies and ensure the health and safety of employees.

Welfare and Retirement System

Employee Benefits

As a state-owned enterprise, TIPC provides certain employee benefits similar to those enjoyed by public servants. These benefits include insurance (group accident insurance for public servants), national public servant health check-ups, access to a public servant online bookstore, and discounts at designated stores. Additionally, employees are entitled to maternity leave, 7 days of paid family care leave (in compliance with Act of Gender Equality in Employment), and 12 days of paid menstrual leave.

To administer various welfare measures, the Company has established an Employee Welfare Committee. The committee allocates welfare funds in accordance with the Organizational Charter of the Employee Welfare Committee of TIPC and formulates guidelines for subsidies through the Subsidy Guidelines of the Employee Welfare Committee of TIPC. Furthermore, the Company organizes labor education and activities on an annual basis. In 2023, TIPC allocated a total of NT$ 35.77 million for employee welfare expenses.

員工旅遊及各項活動

員工每年得自行組團辦理文康活動，由公司給與補助，並定期或不定期辦理港務家庭日、未婚聯誼、新進人員(含眷屬)參訪，參加活動人員得在不影響工作情形下，給與公假登記；另港務公司企業工會及職工福利委員會每年亦定期辦理各類動(靜)態勞工教育及活動，由工會及職工福利委員會給與補助，另公司給與參加人員公假登記。

慰問金/補助費

一、職工公傷住院慰 
二、職工傷病住院慰問 
三、職工及職工家屬喪葬慰問 
四、職工退休慰問 
五、職工年節慰問 (春節、端午節、中秋節)
六、職工慶生慰問 
七、職工結婚、生育補助 
八、職工高齡尊長(直系血親)敬老活動 
九、子女教育補助 
十、社團活動補助 
十一、團體保險(意外險、醫療險)

托育

本公司於基隆、臺中及高雄港3處之職場互助式教保服務中心，招收2歲至6歲幼兒，優先提供員工子女、孫子女優先就讀，有餘額則開放外部幼兒就讀。 本公司收費皆比照非營利幼兒園之規定，目前第1胎學費為2,000元、第2胎學費為1,000元、第3胎免費，協助年輕父母減輕負擔。

本公司收費皆比照非營利幼兒園之規定，目前第1胎學費為2,000元、第2胎學費為1,000元、第3胎免費，協助年輕父母減輕負擔。

Employee Travel

Employee social activities

TIPC Family Day

Employee outdoor hiking activity

Advanced Study Incentives

To encourage employees to pursue further education during their spare time, in 2023, TIPC provided subsidies for employees to pursue higher education at colleges and universities. Employees were eligible to apply for a maximum subsidy of NT$ 20,000 for tuition and credit hour fees or up to 8 hours of paid time off per week for part-time education. This initiative aimed to enhance the quality of talent within the company. A total of 91 employees applied for the subsidy, and 42 employees applied for part-time education. To encourage active language learning among employees, subsidies were provided for certification training, professional development, and language proficiency exams. A total of 344 employees applied for the subsidies and a total of NT$ 4.76 million was allocated for these incentives in 2023.

Digital Learning Platform

The company has established the ALOHA online learning platform to enrich and provide more selfimprovement resources for employees. The platform digitizes internal courses for online learning, covering topics such as emerging trends, skill development, EAP employee assistance, group discussions, expert advice, and ongoing training. In 2023, a total of 3,783 employees participated in online learning through this platform. Additionally, the company purchased accounts from two leading online learning platforms in Taiwan,HAHOW and YOTTA, for employee use. In 2023, 589 and 628 employees borrowed accounts from HAHOW and YOTTA, respectively, for online learning.

In response to rapid changes in the global economic and trade landscape and the development of emerging technologies, the company purchased 350 sets of the Business Edition of the Innovation Academy online courses from MasterCheers at the end of 2023. Each set of accounts was provided to every manager in the company. The aim is to empower company managers to adapt to changing situations, enhance their technological management and leadership skills, and cultivate their own learning paths and rhythms through diverse learning channels.

In order to encourage self-learning among colleagues and promote reading, the company has purchased various online learning resources for free access by employees. The usage of these resources in 2023 is as follows :

Retirement Training

The Company follows the Civil Servants Retirement, Severance, and Compensation Act, TIPC Retirement Compensation and Severance Guidelines, Labor Standards Act and Labor Pension Act for its employees' retirement matters. A total of NT$ 113,855,014 was allocated for retirement benefits, accounting for 7.03% of the company's total annual salary expenses of NT$ 1,625,587,101.

In 2023, the Company planned a series of retirement care measures to assist retiring employees in planning for their retirement life, fostering their self-development, and increasing their participation in an aging society. Relevant information on retirement life arrangements was provided, and diverse experiential courses, seminars, and measures were organized for employees nearing retirement within the past three years to help address potential health, family, and financial concerns they may face after retirement. These measures aimed to alleviate employees' physical and mental stress and enhance workplace well-being. The Company also engaged in dialogue with retired personnel, providing continuous sponsorship of the "Port and Harbor Retired Personnel Association" by supporting their activities and meeting expenses with a sponsorship of NT$ 350,000 in 2023. The Company offered office space free of charge within its premises to assist the association in establishing a contact point.

Labor-Management Communication

Good labor-management interaction is one of the important conditions for stable operation of an enterprise. To enhance employee efficiency, promote business development, TIPC has established a management system. In addition to establishing "Work Rules" in accordance with Labor Standards Act, the company clearly defines the rights and obligations of both labor and management, and provides various communication channels. Furthermore, the TIPC Enterprise Labor Union was established in 2012 from the perspective of the labor sector to develop production enterprises, promote member unity, safeguard member rights, improve member lives, and enhance member capabilities. The company continues to work together with the enterprise labor union to enhance the rights and benefits of employees.

In November 2017, TIPC signed a collective agreement with the enterprise labor union. The agreement covers personnel transfers, rewards and penalties, assessments, safety and health, and occupational accident compensation, fully ensuring the rights of employees. Currently, 91.3% of employees are covered by the agreement. Those not covered are still protected according to company regulations regarding their rights and benefits.

Enterprise Labor Union

The TIPC Enterprise Labor Union is composed of employees from the headquarters and various ports. According to Article 14 of the Labor Union Act, all male and female employees over 18 years old who work within the jurisdiction of the enterprise union are required to join the union, except for executive personnel such as the chairman, general manager, and managers representing the employer in exercising management rights.

The General Meeting of Members (representatives) is the highest authority of the union, consisting of 42 representatives elected by members from various units. Meanwhile, the Board of Directors acts as the highest authority during the recess of the General Meeting of Members, comprising 15 directors elected by representatives. The Chairman of the Board is directly elected by all members, representing the union and handling daily affairs, with a General Affairs Division and six task forces underneath to facilitate routine operations. The Supervisory Board serves as the oversight body for the Board of Directors, consisting of five supervisors (including one convener) elected by representatives. As of the end of 2023, the Collective Agreement covered 91.3% of employees. Additionally, within the Board of Directors, there are also five labor directors, ensuring the voices of employees are fully represented.

The Company’s enterprise labor union regularly participates in labor-management meetings and board meetings. Through "Cooperative Coordination Meetings" with the Chairman of the Board and the President, labor-management meetings, and discussions with the Board of Directors and management departments, they advocate for employee rights, participate in company decision-making, and provide the labor perspective for the consideration of management departments and the Board of Directors. Since March 1, 2012, there have been five labor representatives in the Board of Directors. The union also participates in the Corporate Governance Committee, actively contributing to corporate governance. In 2023, a total of 20 labormanagement meetings were held, with 352 participants and a total of 5 business association coordination meetings were held, with 109 participants. These meetings discussed and explained various issues related to labor conditions, labor-management relations, and worker welfare. In addition to advocating for member rights and improving the quality of services provided to members, the union also regularly organizes exchanges and visits with domestic unions, maintaining frequent communication with major domestic unions.

Employee Communication Service Channel：Service Email human@twport.com.tw

Personnel Business Complaint System

To comply with Article 77 of the Civil Service Protection Act, which states that "A civil servant may file an appeal and/or re-appeal pursuant to this Act against the management measure or relevant working condition rendered by the agency where he/she serves, which, he/she thinks, is improper and causes the damage to his/her rights or interests.", the company has established the TIPC Personnel Management Complaint Handling Guidelines as the basis for handling employee complaints (re-complaints) cases. Additionally, according to Article 19 of TIPC Assessment Guidelines for Employees, which states that "After the assessment case is approved, the examinee should be notified in writing. If the examinee disagrees with the assessment result, they may submit a written defense to the employing organization within 30 days after receiving the approved case.", the company's reward letters and appointment letters also include relevant instructions. Therefore, the Company provides avenues for employees to file complaints (re-complaints) regarding their work, assessment, rewards, disciplinary actions, appointments, etc., which can be submitted in writing to the Complaints (Recomplaints) Handling (Evaluation) Panel.

Diversity and Inclusion

TIPC values and cares about employee rights, adopts humane management practices, and strictly complies with relevant laws and regulations for public servants and labor. In order to prevent employees, trainees, interns, and temporary employees from being physically or mentally harmed by the wrongful acts of supervisors, co-workers, service recipients, or other third parties in the performance of their duties in the workplace, the Prevention Plan for Wrongful Acts of Assault in the Performance of Duties of TIPC was established. This plan also establishes a complaint mechanism to provide employees with a means to address issues when their rights are infringed upon or improperly handled and cannot be resolved reasonably. Internally, the Company has established diverse communication channels to safeguard employee rights. In 2023, there were no incidents of human rights violations or discrimination involving hired employees.

Human Rights Compliance

• Compliance with Labor Standards Act
• No incidents involving discrimination
• No employment or use of child labor
• No incidents of forced or compulsory labor
• No violation of aboriginal rights
• No restrictions on employees' freedom of association or collective bargaining

As a state-owned enterprise, the labor contract is in accordance with the Model Contract for Labor Procurement published by the Public Construction Commission, Executive Yuan, and the labor conditions for the payment of wages such as leave, special leave (including seniority integration), overtime (extended working hours) and year-end bonuses (bonus or distribution of dividends) to the assigned workers are stipulated to be in accordance with the Labor Standards Acts and its implementing regulations, the Regulations of Leave- Taking of Workers and the Act of Gender Equality in Employment. In addition, the Procurement Act also stipulates that the manufacturer shall employ mentally and physically disabled persons and indigenous people in accordance with the People with Disabilities Rights Protection Act and the Indigenous Peoples Employment Rights Protection Act.

Salary for Entry-level Employees

Note: The basic salary approved by the Executive Yuan in 2024 is used to calculate the pay scale for new and experienced employees of the company.

Employee Assistance Program

To assist employees in overcoming difficulties and promoting a healthy work-life balance, TIPC provides an Employee Assistance Program (EAP). This program aims to support employees in facing career-related challenges (such as job adjustments, first-time supervisors, etc.) or important life stages (such as marriage, childbirth, illness, retirement, etc.) with the best possible state of mind to enhance their work performance. In 2023, a budget of NT$ 703,500 was allocated for the Employee Assistance Program counseling services. Additionally, a budget of NT$ 601,000 was allocated for organizing related courses or seminars for the Employee Assistance Program. For TIPC’s Family Day, a total budget of NT$ 300,000 was allocated.

Care activities

• Professional training：Caregiver professional training and sensitivity training for supervisors.
• Special lectures：Health seminars, financial seminars, legal seminars.
• Various Activities：TIPC Family Day, Singles Meetup, Weight Loss Competition, Health Promotion Activities.
• Friendly workplace：Care Station, Nursery Room, Clinic.
• Work support：Port Partners, Job Skills Training, Manager Stress Reduction Course, High-stress Worker Stress Reduction Course.
• Consulting services：Legal Consultation, Financial Consultation, Health Consultation, Retirement Pension Calculation Consultation.

The company also provides tailored assistance programs for retiring employees. In addition to offering retirement pension calculation services, to assist retiring employees in cultivating interests and encouraging lifelong learning, a "Survey on the Needs of Retiring Employees and Assistance Measures" was conducted in 2023. This aimed to understand the needs of retiring colleagues and their preparedness for retirement life. Based on the survey results, the company developed tailored care programs for its retiring workforce, planning to offer diverse courses or seminars on photography, financial management, and aging well. This initiative promotes lifelong learning and self-development, helping retiring employees address potential challenges in adapting to life after retirement.

Human Rights and Gender Equality

To achieve and promote gender equality, TIPC has established a Gender Mainstreaming Implementation Plan. Internally, it conducts gender mainstreaming courses and launches campaigns for a friendly workplace environment. Externally, it engages in gender equality advocacy activities. In 2023, through 41 physical campus recruitment events (including 22 corporate presentations and 19 job fairs) and setting up gender equality advocacy booths in company events, the company distributed self-made gender equality L-Type folder and posters to promote gender mainstreaming concepts.

In 2023, a total of 22 human rights-related training sessions were conducted, covering gender mainstreaming, creating a friendly workplace, household division of labor, breaking gender stereotypes, LGBTQ+ issues, unconscious bias elimination, CEDAW, and more. A total of 1,884 individuals were trained, with overall 1,930 employees (excluding those on leave without pay and full-time support staff from TIPM) participated, reaching the percentage of 97% trained, accumulating a total training time of 6,378 hours.

Self-made genderequality posters

Self-made genderequality posters

Self-made gender equalitypromotional merchandise

Gender Mainstreaming Implementation Program

1. Organizing gender mainstreaming courses
2. Gender equality questionnaire survey
3. ngagement mechanisms to ensure gender equality
4. Advocacy of gender equality
5. Invitation to visit the Company and passenger service centers
6. CEDAW Regulations Review

TIPC holds three gender equality working meetings every year to monitor the progress of the implementation of the annual gender mainstreaming program. The directors, along with external experts and scholars, conduct internal reviews of the company's gender equality policy and company regulations based on CEDAW regulations. Additionally, they visit the company's passenger service centers, office spaces, and signal stations to inspect facilities such as nursery rooms, toilets (including accessible toilets), elevators, immigration pathways, passenger waiting areas, and parking lots, ensuring that they meet the needs of users.

Objectives：

• Facilitate service delivery, ensure efficiency and fairness, and develop appropriate and correct services.
• Expand community participation, value feedback from service recipients, and provide quality services with a sense of purpose.
• Open government governance, establish a transparent and trustworthy cooperation environment, and promote innovative value-added services.

Gender Friendly Environment Visit (2023)

Gender Friendly Environment Visit (2023)

Gender Equality Complaint And Investigation

The Company has established a Complaints and Investigation Procedure for the Prevention and Handling of Sexual Harassment. The investigation process for sexual harassment cases is conducted in a confidential manner to fully protect the privacy of the parties involved. The investigation is carried out with objectivity, fairness, and professionalism, providing the parties involved with ample opportunity to express their opinions and defend themselves. When the company receives a formal complaint, a task force is formed within 7 days to conduct the investigation. The findings of the investigation are then presented to the company's Sexual Harassment Complaint Review Committee for evaluation. Additionally, there are specific channels and procedures for handling sexual harassment complaints in the Passenger Service Centers, with relevant information posted at each center.

Employee Engagement

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. Creating a workplace environment of "Diversity, Equity and Inclusion" (DEI) is the solution for enterprises to achieve the goal of "attracting, retaining and keeping talents". Therefore, TIPC has been actively promoting a "people-oriented" friendly workplace in recent years, respecting and emphasizing diversities and differences of each employee, and supporting employees to give full play to their strengths in their appropriate positions. In 2023, we conducted the "Friendly Workplace Environment and Employee Engagement Survey" to evaluate the outcomes of the implementation of related policies and systems, focusing on the friendly workplace environment and employee engagement. The results of the survey are summarized as follows.

1. Quality of friendly workplace: 87.4% of our employees indicated that company's emphasis on a friendly workplace is an important factor in their decision to stay in the company. Overall, 73.1% of employees perceived themselves to be in a friendly workplace.
2. Sense of belonging: 72.7% of employees indicated that they have a sense of belonging to the company and are keen to stay with the company.
3. 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.
4. Employees' willingness to work: 71.9% of employees expressed their willingness to work harder to accomplish the company's goals.
5. Physical and mental health: TIPC actively promotes a number of measures to help employees build up their physical and mental health. 73.8% of employees agreed that the company is sufficiently concerned about the employee’s physical and mental health and are willing to make improvements.
6. Level of Communication: 62% of employees believed that the company creates a friendly enough environment for employees to express their opinions with confidence. 58.3% of employees perceived that the company is open to employees' opinions and will take appropriate actions.
7. Loyalty: 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. 
8. Future Development: 67.4% of the employees believed that employees of different backgrounds, be it gender, age, religion, etc., are given equal opportunities for career development in the company. 72.7% of the employees indicated that they have a sense of belonging to the company and expect to continue to develop in the company. 64.1% of the employees reported that they find their own value at work and get a sense of achievement from it. 71.9% of the employees indicated that they are willing to put more efforts to accomplish the company's goals at work. 71.9% of colleagues indicated that they are willing to put in more efforts to accomplish the company's goals.
9. Overall evaluation: Our overall DEI score for friendly workplace environment is 80.3 points, which is higher than the market survey data of 61.5 points.