Talent Attraction & Retention
Workplace Diversity and Gender Equality
Employees are important assets to enterprises. CSC has created a happy workplace, ensured a safe work environment, and protected employees' rights and interests systematically to attract and retain talents so that employees can fulfill their potential and develop their talents, all of which facilitate CSC to maintain its competitiveness. CSC has fully complied with the regulations of the Labor Standards Law and never employed child labor. According to the basic human rights of equal employment opportunities for all people, employees are hired solely on the bases of their professional capabilities and experiences and never on the bases of their races, thoughts, religions, political party orientations, places of origin, places of birth, genders, sexual orientations, marriages, appearances, physical or mental disabilities, or past labor union memberships.
Workforce Breakdown
By the end of 2025, the CSC workforce consisted of 16,798 people, of whom 9,246 were regular employees (8,898 males and 348 females), 7,511 were contractors (6,127 males and 1,384 females; mainly maintenance and operations contractors), and 41 were dispatched workers (1 male and 40 females, mainly for paperwork and general affairs). The contractors account for a large proportion of the CSC workforce mainly because CSC's industrial structure has many short-term outsourcing projects.
| Events | Categories | 2023 | 2024 | 2025 | |||
|---|---|---|---|---|---|---|---|
| Employees | Ratios (%) | Employees | Ratios (%) | Employees | Ratios (%) | ||
| TotalNote | 9,621 | 100% | 9,518 | 100% | 9,246 | 100% | |
| Genders | Male | 9,262 | 96.27% | 9,166 | 96.30% | 8,898 | 96.24% |
| Female | 359 | 3.73% | 352 | 3.70% | 348 | 3.76% | |
| Working Region | Kaohsiung | 9,524 | 98.99% | 9,449 | 99.27% | 9,191 | 99.41% |
| Taipei | 14 | 0.15% | 12 | 0.13% | 5 | 0.05% | |
| New Taipei | 32 | 0.33% | 6 | 0.06% | 0 | 0.00% | |
| Hualien | 15 | 0.16% | 15 | 0.16% | 15 | 0.16% | |
| Overseas | 36 | 0.37% | 36 | 0.38% | 35 | 0.38% | |
| Age | 18-29 | 1,393 | 14.48% | 1,199 | 12.60% | 988 | 10.69% |
| 30-39 | 2,940 | 30.56% | 2,947 | 30.96% | 2,843 | 30.75% | |
| 40-49 | 3,020 | 31.39% | 3,225 | 33.88% | 3,367 | 36.42% | |
| 50-59 | 904 | 9.39% | 865 | 9.09% | 929 | 10.05% | |
| ≧60 | 1,364 | 14.18% | 1,282 | 13.47% | 1,119 | 12.09% | |
| Education | Doctorate | 204 | 2.12% | 201 | 2.11% | 205 | 2.22% |
| Master | 2,039 | 21.19% | 2,038 | 21.41% | 2,001 | 21.64% | |
| Bachelor | 4,871 | 50.63% | 4,894 | 51.42% | 4,810 | 52.02% | |
| Junior college | 761 | 7.91% | 729 | 7.66% | 692 | 7.49% | |
| Senior high and below | 1,746 | 18.15% | 1,656 | 17.40% | 1,538 | 16.63% | |
Note: All the employees at CSC are permanent (full-time) employees. Hence, there are no temporary, non-guaranteed hours or part-time employees at the company. The numbers are calculated based on the figures available on December 31 of the current year.
The Distribution of Managerial Positions
| Position | Year | Female employees | Male employees | Local employeesNote 1 | Total | ||
|---|---|---|---|---|---|---|---|
| Result | Target Year | Target | |||||
| Share of all employees | 2025 | 3.76% | 2030 | 3.60% | 96.24% | 80.33% | 9,246 |
| 2024 | 3.70% | 96.30% | 79.87% | 9,518 | |||
| 2023 | 3.73% | 96.27% | 79.73% | 9,621 | |||
| Share of management positions | 2025 | 1.83% | 2030 | 1.76% | 98.17% | 80.25% | 1,205 |
| 2024 | 1.78% | 98.22% | 80.53% | 1,238 | |||
| 2023 | 1.82% | 98.18% | 81.50% | 1,265 | |||
| Share of junior management positions | 2025 | 1.29% | 2030 | 1.16% | 98.71% | 79.23% | 621 |
| 2024 | 1.23% | 98.77% | 77.76% | 652 | |||
| 2023 | 1.20% | 98.80% | 78.48% | 669 | |||
| Share of senior management positions (CEO ≤ Two job levels) | 2025 | 3.80% | 2030 | 2.35% | 96.20% | 87.34% | 79 |
| 2024 | 2.53% | 97.47% | 87.34% | 79 | |||
| 2023 | 2.44% | 97.56% | 87.80% | 82 | |||
| Share of management positions in revenue-generating functions | 2025 | 1.22% | 2030 | 1.04% | 98.78% | 80.28% | 1,146 |
| 2024 | 1.10% | 98.90% | 80.51% | 1,180 | |||
| 2023 | 1.08% | 98.92% | 81.37% | 1,208 | |||
| Share of STEM (Science, Technology, Engineering, Mathematics) related positions | 2025 | 6.03% | 2030 | 5.15% | 93.97% | 74.76% | 1,062 |
| 2024 | 5.54% | 94.46% | 74.55% | 1,155 | |||
| 2023 | 5.34% | 94.66% | 74.51% | 1,236 | |||
Note 1：Those employees' residence addresses are located in Kaohsiung.
Note 2: The revenue-generating functions refer to the company's Commercial Division, Production Division, Technology Division, and Engineering Division.
Employee groups
| Categories | 2025 | ||
|---|---|---|---|
| As a percentage of all employees (%) |
As a percentage of managerial positions (%) |
||
| By Race/Ethnicity | Indigenous Peoples | 1.20% | 0.08% |
| Han Chinese | 98.80% | 99.92% | |
| Other (Black or African American, Hispanic or Latino, White, etc.) | 0% | 0% | |
| By Nationality | Republic of China | 100% | 100% |
| Foreign nationalities | 0% | 0% | |
