Material issue objectives and performance
Kaori is committed to building a friendly workplace and complying with GRI standards: We are committed to creating a caring and nurturing environment for employees, fulfilling the responsibility of talent cultivation and retention as the driving force for the sustainable development and growth of the Company. Kaori has developed short-term targets and related implementation plans based on key areas such as labor relations, training and development, human rights protection, ethics, and health and safety. The performance goals and achievement levels over the past two years (as shown in the table below) aim to retain suitable and high potential talent, thereby enhancing the Company's sustainable competitiveness.
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Kaori values human rights and enforces labor policies and a proper work spirit fairly and respectfully. The Company is committed to creating a culture of fairness, inclusivity, and open communication as well as shaping a work environment that protects human rights.
In 2023, the total training hours for employees reached 16,617 hours, with a total of 713 employees on staff that year, resulting in an average of 23.31 training hours per employee annually. Additionally, the expenditure on education and training in 2023 was NTD 1,365,080, with an average training cost of NTD 1,915 per employee.
Kaori arranges Labor Insurance and National Health Insurance coverage for employees as required by laws and ensures that employees are paid the benefits they are entitled to. By promoting a harmonious labor-management relationship and catering to employees' wellbeing and health, the Company aims to help employees grow in life and at work. In 2023, Kaori paid birth and child care subsidies totaling NT$1.45 million.
In 2023, Kaori had 125 recruits, which represented 19.50% of the total workforce; 105 of the recruits were male, and 20 were female. 51 employees resigned during the year, representing an annual attrition rate of 8.0%; 37 of the resigned employees were male and 14 were female. By analyzing data on recruits and resignees, the Company evaluates the appropriateness of its existing salaries and benefits and determines whether it has met its goal of creating a friendly workplace.
Kaori complies with labor-related regulations by establishing the "Employee Work Rules" and the "Occupational Safety and Health Work Code, including the Safety and Health Organization and Personnel Structure," which have been submitted to the relevant government authorities for approval. These rules legally ensures labor conditions and protecting employees' safety and health rights. The Company provides a healthy and safe working environment, fosters diverse and open labor-management communication channels, and offers fair compensation and promotion opportunities. Additionally, a comprehensive training and development system is in place to cultivate employee professionalism and protect trade secrets. Kaori also ensures a robust benefits system and creates a warm and harmonious work atmosphere. Through a transparent incentive bonus and profit-sharing system, employees are encouraged to contribute their skills and performance confidently, growing and developing alongside the Company, thereby laying a strong foundation for sustainable operations.
The Company's talent management policy is as follows:
Kaori reported a total number of 641 employees at the end of 2023, 482 (75.2%) of whom were male and 159 (24.8%) of whom were female. All managers of the Company were of R.O.C. nationality, and 100% of senior managers were locally hired. Kaori supports the requirements of the "People with Disabilities Rights Protection Act" and takes the initiative to offer equal employment opportunities for the underprivileged. By the end of 2023, the Company had employed a total of 5 individuals with disabilities.
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The Company has “Training Management Procedures” in place to help employees expand knowledge and skills in ways that contribute to the organization's competitiveness. Kaori strongly believes knowledge and skills to be the key to improving work efficiency and quality, which in turn contributes to the Company's sustainable development goals. The Company offers various ways and opportunities for further education based on core competencies. Training activities and talent development programs are promoted, starting from the Company's operational strategies and linking them to the professional skills training blueprint. Employees are subsidized for taking on-the-job training and external training to improve professional and language skills. It is the Company's intention to support employees with the training resources needed. Department heads and employees have the opportunity to take part in company or department-level training courses and seminars to prepare themselves for future trends and projects. Employees are encouraged to take advantage of the complete range of training options the Company has to offer to grow their professional capacity and competitiveness. All new recruits are required to undergo complete general knowledge training and orientation when commencing duty. Through a combination of manuals, practices, and exams, new employees are quickly brought up to speed and readied for the tasks on hand. We provide all permanent employees with a training blueprint that they can follow to advance their careers within their respective departments and make persistent improvements to training resources within and outside the organization. By having managers participate in various meetings, we help them develop adequate understanding of how each department functions and applicable company policies, so that they may grow to undertake greater responsibilities in the future.
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Kaori values human rights and enforces labor policies and a proper work spirit in a fair and respectful manner. The Company is committed to creating a culture of fairness, inclusivity, and open communication as well as shaping a work environment that protects human rights; it goes to great lengths to incorporate relevant values into employees' work activities and corporate culture. In addition to complying with national laws, the Company protects workers out of respect for their human rights and observes international conventions regarding gender equality, prohibition against all forms of discrimination, forced labor, child labor, and avoidance of long work hours. We do not tolerate any form of harassment, discrimination, or any behaviors that are against employment laws. Kaori committed no human rights violations in 2023. In 2024, the Company expects to introduce a human rights protection system by conducting human rights due diligence, adhering to international human rights conventions, and fostering a culture of diversity, equality, and inclusion. The photo on the right shows human rights promotion during the all-hands meeting.
Good labor-management communication helps the Company improve weaknesses and develop the solid foundation needed to raise competitiveness. The Company provides a broad diversity of communication channels that employees can use to express opinions. Kaori believes that effective communication and bilateral interaction between labor and management is a useful way of uniting employees.
Employees who have physical or mental disabilities are offered assistance from a variety of sources; meanwhile, efforts are made to learn and adjust their workload and to provide care, support, and assistance where possible.
Employees are able to express opinions through the Employee Welfare Committee, labor-management meetings, the grievance mailbox, and the grievance hotline. Kaori has the “Regulations for Implementing Labor-Management Meeting” in place to support a harmonious work environment. Labor-management meetings are held once every three months to facilitate communication and cooperation between labor and management for the benefit of both sides. The Company also ensures that all of the employees' opinions, suggestions, and feedback are handled by dedicated personnel. Meanwhile, systems have been implemented to protect employees from all forms of retaliation and threat. Although the Company has not established a union or signed a collective bargaining agreement, it convenes labor-management meetings on a regular basis. A total of four such meetings were convened in 2023, and each meeting had 20 participants. No complaints were raised internally but one misconduct report was raised externally during the year. Kaori handled the report according to relevant policies and will continue following up on subsequent progress while taking preventive measures.
Grievance mailbox：jocelyn@kaori.com.tw
Grievance hotline：03-4527005 #236
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In order to reduce occupational hazards and establish a safety culture at Kaori, we first emphasize safety and health education and training. Only by instilling safety awareness in everyone can we unite the entire team to create a safe working environment together. y Themes and focuses of occupational safety-related training in 2023: 1. Plant safety and health education and training: Explain the safety and health concepts through on-site operations.
2. Organizational background analysis and hazard identification, risk and opportunity assessment education and training: Teach employees effective methods to assess workplace safety and quantify risks, using engineering controls, management measures, and personal protective equipment to reduce workplace hazards.
3. Emergency response education and training: Regular practice is essential for implementing effective response measures in the event of a future accident. To simulate real accident scenarios, a fullscale emergency response drill was conducted at the plant, involving all personnel. The drill was accompanied by a scripted scenario and video recording, which not only
To ensure that the occupational safety and health management system can continue to maintain its appropriateness and effectiveness, and comply with national and international standards, all occupational safety and health management related operations, activities, and services are compliant with occupational safety standards through the leadership commitment of the senior management and all occupational safety and health management-related operations, activities, and services.
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At High Power, we deeply understand that employees are crucial partners in the company's journey to become a world-class organization and achieve sustainable development. We are committed to creating a friendly and healthy workplace, shaping an environment that is free from discrimination and promotes equality.
