Talent Development

Full-time employment is our basic employment policy. By the end of 2024, neither contract employee nor time-guaranteed employee has been hired. Additionally, no child labor (under 16 years old) has even been hired. All employment have undergone strict interviews and age checks.

As of the end of 2024, the total headcount of the Yoke Group was 554 people, representing a growth of 11.02% compared to the previous year. Of these, 527 people are in Taiwan and 27 people are in overseas subsidiaries. The proportion of senior managers hired from local Taiwanese residents is 100.00%. All subsidiaries hire local personnel, with the proportion of local hires being 100.00%.

Note: Senior managers refer to assistant vice president/factory director and above; mid-level managers refer to employees of manager/deputy manager grade; entry-level managers include section chief, head engineer/administrator, and sr. engineer/administrator; specialists include engineers/administrators of other grades; direct employees refer to production line workers

In 2024, there were 156 new hires (new hire rate of 29.60%), an increase of 7.49% compared to 2023, mainly due to capacity expansion and increased manpower demand. In 2024, 105 employees left the company, with a turnover rate of 19.92%. To help new employees adapt and integrate into Yoke more quickly, a “mentorship system” has been established, and regular orientation meetings for new employees are held. Through two-way communication, questions are answered, needs are listened to, and exchanges among new employees from different departments are promoted. When employees submit their resignation, exit interviews are conducted to understand the reasons. After collecting and analyzing the information, improvement strategies are formulated. In addition to continuously enhancing compensation and benefits, systems are also continuously adjusted in response to employee feedback to facilitate talent retention.

Yoke values workers’ rights, treats and respects employees fairly, and follows international human rights standards, including the United Nations Universal Declaration of Human Rights, the United Nations Global Compact, International Labour Conventions, and domestic labor laws. The Company has established human rights policies and formulated various management measures. The Company does not use violence, coercion, detention, or other illegal means to force or coerce any unwilling personnel to perform labor activities. In accordance with the Employment Service Act, the Company provides equal employment opportunities to all job applicants. The Company’s recruitment and employment management procedures clearly stipulate that all employee recruitment, working conditions, promotions and transfers, training, benefits, and other aspects shall not involve differential treatment based on race, class, ideology, religion, political affiliation, place of birth, gender, sexual orientation, age, marital status, appearance, physical or mental disabilities, or other factors. The company disallows any discrimination in the workplace and has sexual harassment prevention and control measures in place and offers ways for the victims to file complaints in order to ensure a sexual harassment-free workplace for employees and for any job seekers. Employees are able to file complaints about infringed rights or improper treatment. Additionally, we have also included ESG advocacy in the orientation training for new employees to better understand environmental sustainability and corporate sustainability through the concise course contents. We have also included the prevention and grievance mechanisms for workplace violence (bullying) in the course. Through our commitment to build a workplace environment with mutual respect and equality, no complaint about discrimination or harassment was reported in 2024.