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
Sound Human Resource Management
GIGABYTE knows how important that people with the right talents are to the sustainable development of the company. Talented people from diverse backgrounds are encouraged to unleash their expertise, creativity and potential in their work. At the end of 2021, GIGABYTE had a global workforce of 7,026 people with male employees accounting for 56.2% and female employees accounting for 43.8%. The average age was 34.
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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 labor-management interaction and communication through regular labor-management meetings, division-level management discussions, online article promotion, and annual questionnaire surveys every year.
Summary of Labor-Management Communication of the Year
Communication Channels | Communication Outcomes of the Year | Communication Focuses of the Year (extract) |
---|---|---|
Labor-Management Meeting |
Labor-management meetings are convened quarterly as required by law. 4 meetings were held in 2021. |
|
Internal Web | — |
Announce important information by the Company. |
Internal Newsletter “GIGA HI” | 24 articles. | Report the outcomes of the company’s events and highlights of past seminars. |
HR Website | 32 articles regarding career development. 52,406 view times to the Webpages. |
Guide employees about the company’s development direction. |
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. 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. |
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