Human Rights Policy
Walsin Lihwa adheres to the laws and regulations of all jurisdictions worldwide, and is committed to upholding the fundamental human rights of employees, protecting their legitimate rights and interests. The Company supports and complies with the following (including but not limited to) internationally recognized human rights conventions and human rights protection principles, treating and respecting all employees fairly, reasonably, and amicably-including regular employees, temporary workers, foreign migrant workers, interns, and contract employees-and extends this spirit to business partners.
- Universal Declaration of Human Rights (UDHR)
- United Nations Global Compact (UNGC)
- ILO Declaration on Fundamental Principles and Rights at Work
- United Nations Guiding Principles on Business and Human Rights (UNGPs)
- UN Declaration on the Rights of Indigenous Peoples
The Company's Human Rights Policy is overseen and implemented by the Sustainable Development Committee and management. Its scope encompasses the Company, its domestic and overseas subsidiaries, joint ventures, and other affiliated group entities over which it exercises substantive control, as well as stakeholders including suppliers, contractors, and partners (customers and communities). The Company strives to eliminate any human rights violations; maintains diverse, open, and two-way communication channels to listen to stakeholder feedback; regularly discloses information on its official website and in its Sustainability Report; and, upon onboarding new employees, provides briefings on the content of the Human Rights Policy to ensure employees understand the Group's implementation of human rights principles. Please refer to the Company website for relevant objectives, actions, and implementation measures.
Key Human Rights Issues and Mitigation Measures
Walsin Lihwa has always respected and supported the labor standards set forth in the UN Universal Declaration of Human Rights, the UN Global Compact, and ILO Conventions, and is committed to ensuring that every member within and outside the Company receives equal and dignified treatment. The Company's human rights management process includes establishing human rights policies, formulating mitigation and remediation action strategies, conducting human rights education and training, and operating grievance mechanisms. The following are other human rights issues of concern to the Company and the corresponding mitigation measures:
Note: Management plan coverage includes all factory sites in Taiwan.
Human Rights Training
In 2025, human rights-related education and training was conducted for internal employees, covering the Workplace Friendliness Advocacy series, Personal Data Protection Act, Unlawful Workplace Infringement, and Human Rights Education and Training for management. A total of 2,141 person-times participated, with 5,915 hours of participation (4 courses). Human rights policy was also promoted at the supplier conference.
Human Rights Commitments and Protections
Walsin Lihwa protects employee human rights through the union and labor-management meeting system. The proportion of eligible employees covered by union protection is 100%. Suppliers are bound by the Supplier Business Management Commitment Letter.
Human Rights Protection for Non-Standard Workers
Walsin Lihwa's employment of non-standard workers is mainly divided into two categories: labor dispatch and labor outsourcing. The Company manages the human rights of non-standard workers through its internal employment management regulations and labor dispatch and labor outsourcing systems. Before cooperating with dispatch agencies, the Company first understands their labor law compliance status as a basis for evaluating whether to approve the cooperation. In addition to overall welfare benefits, such workers also enjoy the same employment conditions as Walsin Lihwa's regular employees, as well as basic protections such as labor and health insurance.
Labor Union and Labor-Management Communication Channels
Walsin Lihwa established its union in November 1976, with the aim of improving labor conditions and facilitating the free flow of communication between labor and management. All company policy advocacy and employee feedback and suggestions are handled through direct and two-way communication mechanisms between both parties. An annual union representative conference is held each year, and quarterly union representative labor-management coordination meetings are held regularly to discuss various employee-related issues, with company representatives attending to communicate. Currently, a union office is set up at each plant site, allowing employees to communicate and exchange views with union representatives at any time; regular forums are also held, at which the union's board and supervisory committee members can communicate directly with senior management. An Outstanding Worker Selection and Commendation event is held annually; in 2025, 68 outstanding workers were selected. Walsin Lihwa also provides various grievance channels. In addition to regular quarterly collective bargaining meetings, ad hoc meetings are held as needed, serving as an important channel for employee communication of rights and interests, ensuring that labor-management interaction is normalized. Discussion items at collective bargaining meetings include employee turnover, company business development and talent development needs, compensation and benefits, work environment, and grievance matters. All of the Company's operating activities and major operational changes affecting employees are handled in accordance with relevant provisions of the Labor Standards Act; employees may protect their rights and interests through the Company's systems, and may also relay their views to collective bargaining representatives to safeguard their rights and interests and maintain a good interactive relationship between labor and management.
Walsin Lihwa has not signed a collective agreement with a labor union. Although the Company has established a labor union, the union has not yet submitted a request to the Company to negotiate a collective agreement, and therefore no collective agreement has been signed.
▪Walsin Lihwa Union Overview
Human Resources Policy and Workforce Structure
Global Talent Distribution
Walsin Lihwa continues to recruit diverse global talent. In line with its global operations and expanding business footprint, the Company implements its corporate vision and extends the Walsin Lihwa brand value through planned investment cooperation and strategic partnerships. In 2025, Walsin Lihwa's total global workforce reached 11,803 employees. By employment contract type, regular employees totaled 11,131 (9,688 male, 1,443 female), contract employees accounted for 5.64% (616 male, 50 female), and zero-hour contract employees accounted for 0.05% (5 male, 1 female). Regular employees represent multiple nationalities, reflecting Walsin Lihwa's diverse talent structure. As the Company continues to expand its domestic and overseas operations, the total global workforce has shown a steady growth trend.
▪Global Employee Type Distribution
Data as of 2025/12/31; Unit: Number of Employees
Note：
- 2025 global employee disclosure scope: (Taiwan) The Taipei Head Office, Yangmei Plant, Hsinchuang Plant, Yenshui Plant, Taichung Plant, Walsin Energy Cable Systems; (Mainland China) Walsin China Investment, Shanghai Walsin, Yantai Walsin, Changshu Walsin, Jiangyin Walsin, Jiangyin Walsin (Specialty Alloy Materials), Nanjing Walsin (Real Estate), Nanjing Property Management, Hangzhou Futong, Hangzhou Walsin, Yantai Walsin; (Malaysia) Walsin Precision Technology; (Indonesia) PT. Walsin Lippo, PT. Walsin Nickel Industrial, PT. Sunny Metal Industry, PT. Indonesia Tsingshan Stainless Steel (ITSS); (Europe) Cogne Acciai Speciali (CAS).
- Contract Employees include foreign migrant workers among Taiwan direct employees.
- Non-employee (contractor) workers entering plants in 2025: Taiwan region 6,434 persons, Mainland China region 2,528 persons, Europe 378 persons.
- Number of dispatched workers in 2025: Mainland China region 98 persons, comprising factory production line employees, mall sales staff, and administrative staff; no dispatched workers in other regions.
- Among permanently employed employees, because labor laws at overseas plant locations differ from Taiwan, local workers in labor relationships with fixed terms must periodically renew their labor contracts; upon expiry of the agreed period, an open-ended contract is signed. Regardless of the type of contract signed, they remain regular employees of Walsin Lihwa.
- The Company has no part-time employees.
- Junior Management refers to stock-level and above up to section-level; Middle Management refers to division-manager-level; Senior Management refers to department-level and above.
▪Global Employee Age Distribution
▪Global Employee Age Proportion
▪Global Employee Education Distribution
Management and General Staff Structure
Walsin Lihwa's primary business is wire and cable and stainless steel manufacturing, which are technology and labor intensive industries. Since front-line production operations involve equipment operation and relatively high physical demands, male employees are the primary workforce for on-site operations, resulting in a relatively higher proportion of male employees. In terms of age structure, management-level employees are mainly between the ages of 30 and 50, with extensive industry experience and management background; general staff are likewise mainly between the ages of 30 and 50, providing a stable core workforce with a solid professional foundation and steadiness in technology transfer and core business execution. In terms of educational background, most management personnel hold university or master's degrees, while on-site operational employees are primarily composed of those with a high school education or below.
▪Global Employee Education and Position
▪Global Employee Age and Position
Recruitment and Retention Status
Number of New Employees
Adhering to the talent philosophy of "hiring based on merit and matching the right person to the right role", Walsin Lihwa firmly believes that employees are the Company's most important asset. Through sound organizational management systems and fair and transparent recruitment channels, the Company consistently implements talent recruitment and development. To support its global expansion and maintain competitive advantages, 1,686 new employees were hired in 2025 to meet the Company's overall operational needs and promote employment development opportunities. Walsin Lihwa's total number of employees grew from 11,612 in 2024 to 11,803 in 2025; among new employees by age, employees aged 29 years and below accounted for the majority, indicating that the new generation is driving innovation and organizational vitality at Walsin Lihwa. Furthermore, as the Company continues to expand its operations, although the total number of new employees in 2025 was lower than in 2024, the total global workforce still showed positive growth.
▪Annual Overview of Global New Employees
Note: Hire Rate = Number of new employees in current year / Total employees at year-end
Departures Employees / Number of Employees
Over the past 10 years, Walsin Lihwa's voluntary resignation rate has remained below 15%, demonstrating the Company's concrete effectiveness in talent retention and organizational stability. When an employee submits a resignation request, the human resources department will jointly confirm with the department manager and conduct an exit interview to understand the reasons for leaving and provide necessary employee care. Based on analysis, compared to last year, departing employees were predominantly male, with the primary reason for departure being other development opportunities. Additionally, the Company will evaluate potential internal transfer opportunities based on the employee's expertise and wishes. For involuntarily separated employees, in addition to handling redundancy notifications and paying statutory severance in accordance with labor regulations and issuing involuntary separation certificates, the Company also provides assistance and support during the severance process, including referrals to other internal positions or job opportunities at affiliated enterprises, career counseling, and assistance with applications to public employment service agencies for relevant unemployment benefits, to help employees smoothly navigate career transitions.
▪Annual Overview of Global Departing Employees
Note: Turnover Rate = Number of departures in current year / Total employees at year-end
▪Employee Turnover Rate by Region
Note: Regional Turnover Rate = Number of regional departures in current year / Total regional employees at year-end
▪New Recruits and Employee Turnover Rate
Embracing Diversity, Building Inclusion, Upholding Equality - Workforce Diversity Indicators
In recent years, as Walsin Lihwa has steadily expanded its global business footprint, diverse employment and attracting outstanding talent have become important talent policies for the Company. The Company firmly believes that diversity is a key element of sustainable corporate success; regardless of gender, nationality, race, skin color, age, religious background, social status, or language, every employee can fully demonstrate their unique values and talents at Walsin Lihwa. The Company treats every employee fairly, complying with labor-related laws and regulations while also providing competitive compensation and benefits that exceed the requirements of the Labor Standards Act. At the same time, the Company values placing the right person in the right role, encourages innovation, provides challenging tasks and personal growth opportunities, and allows employees to pursue career achievements while also maintaining work-life balance with institutional support.
Walsin Lihwa strictly complies with applicable laws and regulations at all operating locations, and pursues diversity and inclusion in the workplace. The Company strictly prohibits the employment of child labor and does not employ employees under the age of 16. The Company upholds the principle of equal employment for all, providing fair job opportunities and treatment, and encourages employees to maximize their potential. Although constrained by the nature of the industry, the proportion of female employees on production lines is relatively low; however, at the Taipei Head Office, female employees account for more than 50% of the workforce, and females account for 43% of management positions, demonstrating the Company's ongoing promotion of gender diversity and inclusion across different job levels. The total global workforce in 2025 was 11,803 employees, of whom female employees accounted for 13.2%. Walsin Lihwa also values the contributions of senior personnel; in 2025, 14 employees in Taiwan and Mainland China were rehired after retirement, accounting for 0.25% of Walsin Lihwa's total workforce. The Company also employs persons with disabilities in accordance with the People with Disabilities Rights Protection Act; 35 employees with disabilities are employed in Taiwan. The Company does not allow an employee's physical disability to affect their employment rights, practicing a diverse, equal, and inclusive employment policy.
As the Company deepens its global footprint, it deeply recognizes the diverse perspectives and innovative momentum brought by different countries and cultures. The Company not only actively recruits talent from around the world, but also encourages employees to engage in cross-cultural dialogue and collaboration, working together toward a more diverse and inclusive corporate culture. The key workforce diversity indicators for 2025 are as follows:
▪Female Management Status
Note：
- Management refers to section-level (inclusive) and above management
- Junior Management refers to stock-level and above up to section-level management roles
- Middle Management refers to division-manager-level management roles
- Senior Management refers to department-level and above management roles
- Data on female proportions in sales/business and engineering roles covers Taiwan and Mainland China plants
▪Employee Nationality Diversity
▪Employee Count by Age
▪Employee Count by Level and Gender
▪Employee Count by Level and Age
▪Female Employee Ratio in STEM Positions in Taiwan and Mainland China
Proportion of Local Residents Employed as Management
Walsin Lihwa adopts the principle of employing local employees in each region. This not only helps effectively manage local business operations and enhance the Company's operational stability, but also meets local economic development needs, improving local employment rates and living standards. In Indonesia, as the Company has employees of diverse nationalities, the management team reflects an international composition not dominated by any single nationality, resulting in a relatively lower proportion of local residents in management positions. In other regions such as Taiwan, Mainland China, Malaysia, and Europe, the proportion of local employees serving as senior management is above 75%.
▪Management vs. Non-Management Number of Employees by Region
▪Proportion of Senior Management Employed from Local Residents
Note：
- "Local" refers to the country where the organization's operations are located; proportion is calculated based on whether the employee's nationality matches the local country
- "Management" refers to stock-level and above management roles; "Senior Management" refers to division-level and above management roles
▪Proportion of Members in Governance Bodies
Human Rights Due Diligence
Walsin Lihwa attaches great importance to human rights protection and the management of related issues. To deepen mechanisms for human rights risk identification and management, the Company plans to initiate human rights due diligence in 2026. The Company will develop a human rights due diligence process in compliance with international human rights standards and relevant regulatory requirements, covering mechanisms for the identification and assessment of human rights issues, risk prevention and mitigation measures, implementation tracking, and information disclosure, to manage human rights risks in operations and the supply chain. This human rights due diligence will initially focus on employees in Taiwan and Tier-1 suppliers as the applicable scope, serving as the foundation for phased implementation. To strengthen stakeholder communication and enhance information transparency, the Company will subsequently disclose significant human rights issues and related mitigation and remediation measures, and report implementation results on the Company's website and in relevant reports.
Highlights
Advancing Gender Equality and InclusionCogne Acciai Speciali S.p.A. (CAS) Journey Toward UNI PdR 125:2022 Certification
Cogne Acciai Speciali S.p.A. (CAS), an important subsidiary in Walsin Lihwa's European operations, places gender equality and inclusion at the heart of its organizational culture. CAS continues to build a workplace where employees are valued, heard, and empowered to realize their potential. On July 11, 2025, CAS obtained UNI PdR 125:2022 Gender Equality Certification, marking an important milestone in its journey to advance gender equality and inclusion. This achievement also demonstrates that these principles have been translated into concrete and sustainable management actions.
The UNI PdR 125:2022 standard covers six key areas: organizational culture and strategy, governance, career development, pay equity, parental support, and inclusive communication. It provides companies with a clear framework for advancing gender equality. By adopting this standard, CAS has continued to strengthen an inclusive culture within the organization in an institutionalized manner, embedding equality and inclusion into daily management and talent development. Operating in a traditional industry, CAS uses standardized management practices to deepen the values of equality and inclusion within its organizational culture, gradually reshaping the long-standing perception of the sector as male-dominated. At the same time, it places skills and experience at the center of talent development, breaking down gender-based assumptions so that every employee's professional value and growth potential can be recognized and supported along a fair development path.
This certification was achieved through the joint efforts of departments and functions across the Company. Through internal audits, data collection and analysis, and employee feedback, CAS gained a clearer understanding of employees' experiences, the challenges they face, and their expectations for the future. These insights have helped the Company continue strengthening its human resources management practices and building a more inclusive and supportive workplace.
Concrete results have gradually emerged from these efforts, including:
- Women in Management: Women account for 17% of CAS's management positions, placing the Company among the leading performers in the steel industry in terms of women's participation in decision-making roles
- Family Support: Through its employee benefits system, CAS provides practical support tools to help employees balance work and family life
- Training and Inclusion: Through dedicated courses and action plans, CAS continues to foster a workplace culture built on respect, and collaboration
Behind every figure and indicator is the ongoing journey of employees as they continue to grow, learn, and contribute to the Company's development. This is the core value of gender equality: creating opportunities for development, strengthening organizational cohesion, and enabling sustainable and shared growth.
This certification is only one important milestone. The Company's commitment to gender equality and inclusion will continue to be embedded in its daily operations. Looking ahead, CAS will continue to monitor key performance indicators, identify areas for improvement, and implement concrete actions, including:
- Updating its gender equality plan
- Promoting women's empowerment initiatives, including mentoring programs and career development support
- Expanding inclusion and support measures for all employees
It should be noted that the UNI PdR 125:2022 certification was obtained by CAS. Nevertheless, gender equality and inclusion are also core values shared across Walsin Lihwa, continuously guiding the Group in building a fair, inclusive, and sustainable workplace.
