Advantech ensures that salaries are set according to employees’ academic and professional experience, job performance, and market conditions. Salaries are not influenced by gender, race, religion, political orientation, or marital status. We have established clear recruitment strategies to strengthen our employee diversity. We have also implemented internal diverse cultivation and talent development channels to gradually reduce the differences due to employees’ physical or mental conditions. We regularly track indicators related to salaries and bonuses in each region, each job category, and employment level to ensure that we create and consolidate a diverse and fair working environment. We support employees autonomously forming various types of clubs, and we also support various union activities in different regions (for example, our German branch office has a union), ensuring that our employees have freedom of association and equal rights. 16% of Advantech global employees represented by an independent trade union or covered by collective bargaining agreements.
The talent recruitment plan, “Elite,” centers on the concept of “getting the right people on bus.” Rather than taking a task-based approach to realizing new job openings, we first identify outstanding talents and then create a suitable position for them in the company. Through our diverse recruitment channels and special projects for flexible recruitment, we attract professional talents who demonstrate innovative potential. Our Elite programs meet a wide range of abilities, from fresh recruits to industry elites rich in experience. We aim to provide outstanding talents with as much space as they need to reach their potential. In 2020, a total of 38 full-time employees were recruited through the Elite recruitment program, accounting for 11.6% of total new employees. The Elite program includes:
Elite Champion – Talent recruitment focusing on elites with high potential and at least 3 years of work experience
Elite 100 – Recruit and cultivate reserve talents with up to 3 years of work experience
Elite100 Internship – Offer universities and graduate students the opportunity to apply what they have learned to the workplace.
According to Article 16 in Taiwan’s Act of Gender Equality in Employment, after being in service for 6 months, employees may apply for parental leave without pay before any of their children reach the age of 3 years. The period of this leave is until their children reach the age of 3 years but may not exceed a period of 2 years. All employees at Advantech Taiwan are eligible to receive parental leave under Taiwan law. However, China does not have relevant laws for parental leave. In 2020, the parental leave application rate in Advantech was 3.81%, and the percentage of people returning to work after having been on parental leave was 51.5%. In 2019, the retention rate for people who had worked for Advantech for over 1 year since resuming work after parental leave was 68.8%.