Talent retention and recruitment
InnoCare firmly believes Talent is the cornerstone of corporate sustainable development. Recognizing that only by actively recruiting and retaining talent, enhancing R&D and manufacturing capabilities, and through a comprehensive talent development and training system, can the organization ensure that talents are placed in the right positions. This is essential to maintain long-term competitive advantage in the face of global competition challenges
Talent Deployment
InnoCare is a professional manufacturer of digital X-ray flat panel detector products, primarily producing X-ray flat panel sensing components and modules. The company has service locations in Taiwan, China, Japan, the Netherlands, and the United States. InnoCare’s recruitment policy is diverse and inclusive, with no discrimination based on gender, age, race, nationality, religion, political stance, or sexual orientation.
Additionally, InnoCare formulates recruitment strategies based on the local conditions, culture, and job characteristics of each global site. By leveraging diverse recruitment marketing channels, including physical recruitment activities and online job banks and social media, the company breaks through time and geographical limitations to enhance the breadth of recruitment.
Composition of New Employees in 2023
| Gender | Age | Taiwan | China | Other locations | Total | ||||
| Number of new Employees | Percentage of new employees | Number of new Employees | Percentage of new employees | Number of new Employees | Percentage of new employees | Number of new Employees | Percentage of new employees | ||
| Female | <30 Years Old | 5 | 35.7% | 2 | 50% | 0 | 0.0% | 7 | 38.9% |
| 30-50 Years Old | 10 | 6.6% | 0 | 0.0% | 1 | 20.0% | 11 | 6.9% | |
| >50 Years Old | 0 | 0.0% | 0 | 0.0% | 0 | 0.0% | 0 | 0.0% | |
| Male | <30 Years Old | 3 | 37.5% | 0 | 0.0% | 0 | 0.0% | 3 | 33.3% |
| 30-50 Years Old | 15 | 11.6% | 0 | 0.0% | 0 | 0.0% | 15 | 10.6% | |
| >50 Years Old | 2 | 7.4% | 0 | 0.0% | 1 | 25.0% | 3 | 9.7% | |
| Total | 35 | 10.4% | 2 | 13.3% | 2 | 13.3% | 39 | 10.7% | |
Diversity, Equity, and Inclusion
For employees from around the world, InnoCare adheres to local regulations, the InnoCare Code of Conduct, and the Responsible Business Alliance (RBA) Code of Conduct to protect and respect human rights. The company does not employ child labor or forced labor and requires labor brokers not to charge foreign workers placement fees, striving to create a respectful and friendly work environment that embraces diverse ethnic groups, integrates multiple cultures, and promotes exchanges among employees from various backgrounds.
Equal Employment for People with Disabilities
InnoCare has introduced “job redesign” into the technology industry, implementing the principle of “leveraging strengths and compensating for weaknesses.” The company has completed an analysis of workplace suitability, considering different physical conditions to arrange appropriate jobs, allowing colleagues with disabilities to work in cleanrooms, utilize their strengths, integrate into society, and create value. In 2023, the number of employees with disabilities hired in Taiwan’s plants was 4, accounting for 1.22% of the workforce, which is better than the government-regulated ratio for the employment of people with disabilities.
Career Paths and Multifaceted Care Programs for Female Employees
InnoCare follows the principle of “equal treatment” in recruiting employees, respecting diversity and differences among employees. Employment, remuneration, and promotion opportunities are not affected by gender, race, nationality, religion, age, physical disability, political stance, marital status, or union membership. The company respects gender career development and takes practical actions to create a friendly workplace, such as providing diverse and accessible grievance channels, sexual harassment prevention measures, and comprehensive maternity care plans, enabling female employees to balance work and life.
Protecting and Retaining Foreign Workers
InnoCare adheres to the RBA (Responsible Business Alliance) policy and has fully implemented the “zero fee” policy since 2021. This effort aligns with international labor conventions and RBA-related regulations. To ensure that foreign migrant workers can work in Taiwan with peace of mind, InnoCare, in collaboration with the Innolux Group and intermediary partners, organizes activities such as the “Cultural Integration Month” for worker exchanges. Additionally, recognizing the importance of migrant workers’ health and traffic safety awareness, the company has introduced nursing positions and completed the first traffic safety test, with a pass rate of 82%. Health education is provided to address any health check abnormalities among migrant workers to ensure comprehensive physical and mental care.
Workplace DEI
InnoCare is committed to promoting DEI (Diversity, Equity, and Inclusion). In 2023, the company launched its first “Diversity and Inclusion Month” to encourage participation from both local and foreign employees, sharing knowledge of different cultures and creating a new workplace culture of diversity, equity, and inclusion. The event, in collaboration with the Innolux Group, saw participation from as many as 2,500 employees. This initiative aims to establish a workplace culture of diversity, equity, and inclusion (DEI). In 2024, the company plans to continue and expand friendly workplace measures to enhance all employees’ understanding and awareness of DEI.
Employee Diversity Analysis
【Diversity】
| Item | Number of people | percentage | |
| >Taiwan | Disabled | 4 | 1.22% |
| Migrant workers | 29 | 8.84% | |
| >China | Disabled | 0 | 0.00% |
| Minority | 1 | 5.00% | |
| Migrant workers | 0 | 0.00% | |
【Nationality】
| Site | Percentage of employee | Percentage of managers |
| >Taiwanese | ||
| 84.93% | 93.62% | |
| >Chinese | 4.11% | 2.13% |
| >Other Nationalities | 10.96 | 4.26% |
【Gender and ethnicity】
| Employee type | Gender | Ethnicity | ||
| Female | Male | Asian | Others | |
| >Middle management and above | 0 | 10 | 10 | 0 |
| >Technical staff | 91 | 44 | 135 | 0 |
| >Othe | 93 | 127 | 216 | 4 |
| >Total | 184 | 181 | 361 | 4 |
| >Percentage | 50.41% | 49.59% | 98.90% | 1.10% |
Remuneration and Benefits
InnoCare’s compensation and benefits system takes into account industry competitiveness, macroeconomic conditions, and corporate sustainability. It also conducts local salary market surveys, assessing the salary structures within the electronics industry, to provide a competitive compensation system that attracts and retains competitive talent.
InnoCare is committed to establishing an internally rational and externally competitive compensation system. In addition to a fixed 12-month salary, InnoCare provides festival bonuses, learning and travel funds, and emphasizes long-term incentive planning for outstanding employees. Bonuses are provided based on company operations and individual performance, regardless of gender, to reward excellent performance and make top employees a long-term competitive advantage for the company. In 2023, the average salary for full-time non-supervisory employees at the Taiwan plant was NT$1,003,000, with a median salary of NT$854,000. The highest salary to median salary ratio was 5.4 times at the Taiwan plant and 2.39 times at the China plant.
【Full-time nonmanagerial employee income】
| Region | Item | 2023 |
| >Taiwan | Total number of full-time nonmanagerial employees | 314 |
| Full-time nonmanagerial employee average income (NT$ thousands) | 1,003 | |
| Full-time nonmanagerial employee median income (NT$ thousands) | 854 | |
| >China | Total number of full-time nonmanagerial employees | 15 |
| Full-time nonmanagerial employee average income (NT$ thousands) | 97 | |
| Full-time nonmanagerial employee median income (NT$ thousands) | 87 |
【Standard salary to minimum wage ratio for entry-level positions】
| Gender | Taiwan | China |
| >Female | ||
| 1.39 | 2.50 | |
| >Male | 1.38 | 2.25 |
Paid time off for a better work-life balance
InnoCare is committed to creating a quality workplace that allows employees to strike a balance between work and leisure. In addition to legally mandated annual leave, marriage leave, bereavement leave, and maternity/paternity leave, we offer employees 1 day of child companionship leave (taken when enrolling children in a new school or attending a parent-teacher conference, for example), 2 days of pregnancy checkup accompaniment leave (over and above the 7 days required by law), and 1 day of filial piety leave per year, affording employees the flexibility to plan their family time. In addition, employees at our Taiwan sites are immediately entitled to paid time off upon hiring, without being limited by the minimum service period set forth in the Labor Standards Act. Our China plants also offer paid time off in accordance with local regulations. Employees can request leave in accordance with their personal plans, allowing them to truly strike a work-life balance.
【Benefits that exceed regulatory requirements】
| Item | Statutory Standards | 2023Benefits that are Superior to Statutory Requirements |
| >Flex place | ||
| None | Employees may apply to work wherever for 10 days per year that suits the nature of work and personal needs. | |
| >Flex time | None | Employees may apply to work whenever in the event of emergencies that require care for immediate family or spouse. |
| >Parental care leave | ||
| None | Employees with parents aged 75 years or older are entitled to 1 day of parental care leave to make arrangements and spend more time with parents. | |
| >Prenatal check-up accompaniment leave | None | Employees with pregnant spouses are entitled to 2 days of leave for prenatal check-ups to ease their concerns and welcome the birth of their baby. |
| >Child companionship leave | ||
| None | Employees are entitled to 1 day of leave, which is better than statutory requirements, to accompany their child on the first day of kindergarten or elementary school to ease anxiety in the new environment and create fond memories. | |
| >National Judges Act | Employees shall be granted leave for statutory reasons for duties as a citizen judge. We determine eligibility for those who need to attend a regional citizen judge mock trials during transition before the enforcement of a new law. | While it is not stipulated by law, we still grant employees leaves to attend citizen judge mock trials for them to actively participate in local affairs and contribute to the society. |
| >Insurance | ||
Employees are enrolled in labor insurance, NHI, and labor pension system on their starting date. | 1.1Employees are enrolled in social and group (life, accident, health, cancer, and overseas business travel) insurance with special premium rates for spouses. 2.Group insurance will remain effective even during unpaid leaves for injury or illness to protect medical rights. | |
| >Annual leave | Employees are granted annual paid leaves after reaching a certain level of seniority. | On the starting date, new employees are granted the same amount of annual leave as those who have worked for 6 months; then the same as those who have worked for a year after 6 months, and so forth. |
Innocare Life: Safety, peace of mind, family security, and business stability.
Innocare Optoelectronics Corp. places great importance on the physical, mental, and spiritual health of its employees, providing a holistic approach to a healthy lifestyle, both inside and outside of work.
Rich and nutritious meals.
The company provides meal subsidies and has well-equipped dining facilities. The restaurant offers exquisite cuisine and is also furnished with a convenience store, coffee bar, and other areas in the office for employees to rest and recharge before heading back to work.
Balancing physical and mental well-being leads to full happiness.
We value the health of our employees. At Innocare, we offer professional and comprehensive medical services for our employees. We utilize excellent local medical resources and offer discounted medical treatment at contracted clinics. In addition, we provide on-site clinics, round-the-clock nursing care assistance, free annual health check-ups, and psychotherapy services.
To help our employees balance their workload and relieve stress during their free time, we actively promote comprehensive health promotion programs. Our health education programs are led by physicians, physical therapists, sports trainers, nutritionists, and mental health counselors. We also organize various sports events, family activities, and company/team-building events to help employees balance their work and family life. We offer subsidy and support for internal club activities, encouraging our employees to relax and participate in various health activities outside of work. Our all-rounded care and support enable our employees to enjoy their work without any worry.