Human Rights
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.
Recruitment
There were 263 new employees in 2024, mainly from the southern region and aged between 20 and 30 ( 55%), which was a move to promote employment opportunities for local young people. In response to the wave of retirement, CSC has hired an average of 497 people annually since 2011. The voluntary resignation rate of new employees in 2024 was 6.84% (the number of voluntary resignations of new employees / the number of the total voluntary resignations).
To uphold the employment rights and fulfill social responsibility in regard to indigenous people and people with disabilities, CSC conducted special recruitment projects for indigenous people and people with disabilities. These initiatives aimed to support the employment of vulnerable groups and enhance their job opportunities.
| Years | 2022 | 2023 | 2024 | ||||
|---|---|---|---|---|---|---|---|
| Distribution of New Hires | Employees | Ratios (%) | Employees | Ratios (%) | Employees | Ratios (%) | |
| Total | 527 | 5.45% | 365 | 3.79% | 263 | 2.76% | |
| Genders | Male | 512 | 5.28% | 340 | 3.53% | 247 | 2.60% |
| Female | 15 | 0.15% | 25 | 0.26% | 16 | 0.17% | |
| Regions | Northern | 16 | 0.16% | 4 | 0.04% | 6 | 0.06% |
| Central | 22 | 0.23% | 21 | 0.22% | 12 | 0.13% | |
| Southern | 488 | 5.05% | 340 | 3.53% | 244 | 2.56% | |
| Eastern | 1 | 0.01% | 0 | 0.00% | 1 | 0.01% | |
| Others | 0 | 0.00% | 0 | 0.00% | 0 | 0.00% | |
| Ages | 19-29 | 298 | 3.08% | 202 | 2.10% | 140 | 1.47% |
| 30-39 | 199 | 2.06% | 130 | 1.40% | 109 | 1.15% | |
| ≧40 | 30 | 0.31% | 27 | 0.29% | 14 | 0.15% | |
Note: The ratio was calculated as the number of new hires ÷ the total number of full-time employees x 100%.
Workforce Breakdown
By the end of 2024, the CSC workforce consisted of 17,978 people, of whom 9,518 were regular employees (9,166 males and 352 females), 8,419 were contractors (6,810 males and 1,609 females; mainly maintenance and operations contractors), and 41 were dispatched workers (1 males 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 | 2022 | 2023 | 2024 | |||
|---|---|---|---|---|---|---|---|
| Employees | Ratios (%) | Employees | Ratios (%) | Employees | Ratios (%) | ||
| TotalNote | 9,668 | 100% | 9,621 | 100% | 9,518 | 100% | |
| Genders | Male | 9,324 | 96.44% | 9,262 | 96.27% | 9,166 | 96.30% |
| Female | 344 | 3.56% | 359 | 3.73% | 352 | 3.70% | |
| Working Region | Kaohsiung | 9,559 | 98.87% | 9,524 | 98.99% | 9,449 | 99.27% |
| Taipei | 14 | 0.15% | 14 | 0.15% | 12 | 0.13% | |
| New Taipei | 39 | 0.4% | 32 | 0.33% | 6 | 0.06% | |
| Hualien | 15 | 0.16% | 15 | 0.16% | 15 | 0.16% | |
| Overseas | 41 | 0.42% | 36 | 0.37% | 36 | 0.38% | |
| Age | 18-29 | 1,472 | 15.22% | 1,393 | 14.48% | 1,199 | 12.60% |
| 30-39 | 2,956 | 30.58% | 2,940 | 30.56% | 2,947 | 30.96% | |
| 40-49 | 2,777 | 28.72% | 3,020 | 31.39% | 3,225 | 33.88% | |
| 50-59 | 1,071 | 11.08% | 904 | 9.39% | 865 | 9.09% | |
| ≧60 | 1,392 | 14.40% | 1,364 | 14.18% | 1,282 | 13.47% | |
| Education | Doctorate | 191 | 1.97% | 204 | 2.12% | 201 | 2.11% |
| Master | 1,977 | 20.45% | 2,039 | 21.19% | 2,038 | 21.41% | |
| Bachelor | 4,749 | 49.12% | 4,871 | 50.63% | 4,894 | 51.42% | |
| Junior college | 811 | 8.39% | 761 | 7.91% | 729 | 7.66% | |
| Senior high and below | 1,940 | 20.07% | 1,746 | 18.15% | 1,656 | 17.40% | |
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 | 2024 | 3.70% | 2030 | 4.10% | 96.30% | 79.87% | 9,518 |
| 2023 | 3.73% | 96.27% | 79.73% | 9,621 | |||
| 2022 | 3.56% | 96.44% | 79.52% | 9,668 | |||
| Share of management positions | 2024 | 1.78% | 2030 | 2% | 98.22% | 80.53% | 1,238 |
| 2023 | 1.82% | 98.18% | 81.50% | 1,265 | |||
| 2022 | 1.66% | 98.34% | 81.88% | 1,264 | |||
| Share of junior management positions | 2024 | 1.23% | 2030 | 1.32% | 98.77% | 77.76% | 652 |
| 2023 | 1.20% | 98.80% | 78.48% | 669 | |||
| 2022 | 1.08% | 98.92% | 79.44% | 647 | |||
| Share of senior management positions (CEO ≤ Two job levels) | 2024 | 2.53% | 2030 | 2.68% | 97.47% | 87.34% | 79 |
| 2023 | 2.44% | 97.56% | 87.80% | 82 | |||
| 2022 | 1.22% | 98.78% | 84.15% | 82 | |||
| Share of management positions in revenue-generating functions | 2024 | 1.10% | 2030 | 1.19% | 98.90% | 80.51% | 1,180 |
| 2023 | 1.08% | 98.92% | 81.37% | 1,208 | |||
| 2022 | 0.92% | 99.08% | 81.83% | 1,200 | |||
| Share of STEM (Science, Technology, Engineering, Mathematics) related positions | 2024 | 5.54% | 2030 | 5.78% | 94.46% | 74.55% | 1,155 |
| 2023 | 5.34% | 94.66% | 74.51% | 1,236 | |||
| 2022 | 5.22% | 94.78% | 73.71% | 1,206 | |||
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 | 2024 | ||
|---|---|---|---|
| As a percentage of all employees (%) |
As a percentage of managerial positions (%) |
||
| By Race/Ethnicity | Indigenous Peoples | 1% | 0.08% |
| Han Chinese | 99% | 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% | |
Parental Leave
CSC's policies regarding parental leave comply with government regulations. The rate of employees returning to work after parental leave was 100% in 2022, which showed the workplace friendliness and the adaptability of employees when they returned to duty.
| Years | 2022 | 2023 | 2024 | |||
|---|---|---|---|---|---|---|
| ItemsNote | Males | Females | Males | Females | Males | Females |
| The numbers of employees entitled to parental leave | 827 | 43 | 465 | 34 | 1,144 | 24 |
| The numbers of employees who took parental leave | 8 | 9 | 14 | 8 | 26 | 16 |
| The numbers of employees who were reinstated after having taken parental leave (a) | 4 | 5 | 8 | 11 | 19 | 11 |
| The numbers of employees who should be reinstated after having taken parental leave (b) | 4 | 5 | 10 | 11 | 20 | 11 |
| The reinstatement rates (a ÷ b x 100%) | 100% | 100% | 80% | 100% | 95% | 100% |
| The numbers of reinstated people who took parental leave in the previous year (c) | 4 | 14 | 8 | 11 | 8 | 11 |
| The number of people who had worked for one year after having applied for reinstatement in the previous year (d) | 4 | 14 | 8 | 11 | 10 | 11 |
| The retention rates (d ÷ c x 100%) | 100% | 100% | 100% | 100% | 80% | 100% |
