GIGABYTE understands the importance of talents to the Company’s development and also commits to making every employee work in a suitable position to extend their creativity and potentials. The corporate culture and future strategies and prospects are truthfully conveyed to employees through the policies closely linked to the Company’s development. Furthermore, a diverse and balanced human resource structure is constructed by means of rigorous talent selection and talent cultivation, which also contributes to enhancing cohesion and competence cultivation at the workplace.

GIGABYTE Talent Management Vision and Strategy

Human-oriented – Building a Happy and Warm Workplace
A sound human resource management system
Protect human rights and equality
Build a sound function training system
Occupational safety and health care system
Occupational safety and health management
Care for physical and mental health
Build a friendly and happy working environment
Achieve work-life balance
Build identity and coherence
Provide diverse measures of employees welfare

Sound Human Resource Management

Gender (%)


Nationality (%)


Age (%)

Gender (%)


Nationality (%)


Age (%)

Gender (%)


Nationality (%)


Age (%)

Gender (%)


Nationality (%)


Age (%)

Gender (%)


Nationality (%)


Age (%)

Gender (%)


Nationality (%)


Age (%)

Human Rights and Labor Relations Management

Commitments and Actions of Humans Right at Workplace

GIGABYTE also voluntarily abides by the International Bill of Human Rights, and clearly stipulates “strive for organizational justice, respect for diversity” and “anti-discrimination, violence and harassment” in the Code of Business Conduct to establish a workplace culture that values human rights protection.

If any employees feel that they are experiencing discrimination, harassment, or violence against other colleagues, the employees of distributors, or the company’s partners, they can report to their supervisor or HR department. If the above is found to be true, the individual would be subject to disciplinary action. Serious cases may result in dismissal. There were no sexual harassment or discrimination cases in 2020.

(For GIGABYTE’s code of human rights at the workplace, please refer to GIGABYTE Business Code of Conduct Ch.2 Equal and Safe Workplace )

Human Rights Commitment and Actions

Talent Inclusion and Non-discrimination

Stipulate clearly in the Code of Business Conduct: The recruitment and promotion of employees do not distinguish between race, gender, age, skin color, sexual orientation, language, religion, party, place of origin, nationality, physical and mental disabilities, and marital status.

Hire physically or mentally handicapped which accounts for at least 1% of the number of employees in GIGABYTE’s bases in Taiwan and G-Style, complying with the “People with Disabilities Rights Protection Act” issued by the Ministry of Health and Welfare.

There were no human rights complaints in 2020.

Gender Friendly Workplace

Establish the “Guide on Prevention of Sexual Harassment in the Workplace”. If any employees feel that they are experiencing discrimination, harassment, or violence against other colleagues, the employees of distributors, or the company’s partners, they can report to their supervisor or HR department. If the above is found to be true, the individual would be subject to disciplinary action. Serious cases may result in dismissal. There were no sexual harassment or discrimination cases in 2020.

Plan the maternal health protection plan of the workplace, and set up friendly facilities such as nursery rooms.

Fair Salary

Determine the standard of salary payment through open and transparent performance evaluations. The wage levels of all operation bases are higher than the local legal minimum wage.

No Hiring of Child Labor

Stipulate clearly in the Employment Management Regulations that do not employ people under 15 years old as well as child labor above 15 years old but under 16 years old.

Smooth Communication Channels between Management and Labor

Good communication between management and labor is on the basis of mutual trust and mutual assistance. Although GIGABYTE does not have a labor union, we enhance the labor-management interaction and communication through regular labor-management meetings, division-level management discussions, online article promotion, and annual questionnaire surveys every year

Communication Channels Communication Outcomes of the Year Communication Focuses of the Year (extract)
Labor-Management Meeting

Labor-management meetings were convened quarterly as required by law.

  1. Follow the labor laws and amend the internal management rules accordingly.
  2. Increase employees’ benefits such as raising welfare points and scholarships.
  3. Enforce the disease prevention plan for people with abnormal workloads.
  4. Install dedicated overtime time clocks for precise management of overtime hours
Internal Web

Announce important information by the Company.
Promote relevant events.

Internal Newsletter “GIGA HI” 98 articles. Report the outcomes of the company’s events and highlights of past seminars.
HR Website 45 articles regarding career development.
122,416 view times to the Webpages.

Guide employees about the company’s development direction.
Provide employees with information on career development.

Employee Message Board Set user rules and a reviewing mechanism to prevent personal attacks and rumors, so that employees can ask questions or post comments based on their needs.
Employee Satisfaction Survey

Conducted once a year in the Headquarters.

Conducted monthly in Nanping plant, but only conducted 7 times in 2020 due to COVID-19.

Conducted irregularly in China bases.

Focus on health care, security, cleaning, and other common services in order to continue improving equipment and services offered by the company.