企業永續
Workplace Diversity and Gender Equality Policy
Lungteh Shipbuilding adheres to the "Labor Standards Act," "Employment Service Act," and "Gender Equality in Employment Act," and supports the United Nations Sustainable Development Goal 10, "Reduce Inequality." We are committed to creating a non-discriminatory, unbiased work environment. We respect every employee and promote the integration of diverse cultures and backgrounds, ensuring fairness in recruitment, compensation, promotion, and employee development, regardless of race, age, gender, gender identity, sexual orientation, marital status, religious beliefs, nationality, or other backgrounds. All employees are provided with equal opportunities under the same conditions.
To enhance gender equality awareness and eliminate gender hostility in the workplace, we have established anti-sexual harassment policies and complaint channels, striving to provide employees with a safe and harassment-free work environment.
(1) Implementation
To implement the principle of equality, we track and report on employee diversity and gender equality annually. The proportion of female employees increased from 8.8% in 2022 to 9.1% in 2024. Due to the nature of the industry, gender proportions may be skewed, but the company continuously provides female employees with ample development opportunities, ensuring equal chances in terms of compensation, promotion, and employee development.
As of the end of 2024, the number of employees with disabilities has increased to seven, meeting the legal employment standards. We continue to provide support and assistance to employees with disabilities, making appropriate work arrangements to ensure they can fully utilize their skills and achieve stable development in their roles.
Diversity Indicators | Detail | 2022 | 2023 | 2024 |
Gender | Female employee ratio | 8.8% | 9.0% | 9.1% |
Nationality | Non-national employees ratio | 2.23% | 2.82% | 3.24% |
Age | Employees under 30 years old | 38.6% | 35.1% | 33.8% |
Employees aged 30-49 years old | 51.3% | 54.2% | 55.8% | |
Employees aged 50 and above | 10.1% | 10.7% | 10.4% | |
Education | High school or below | 56.4% | 59.3% | 58.4% |
College or university | 37.6% | 33.9% | 34.6% | |
Master's degree or above | 6.0% | 6.8% | 7.0% | |
Other | Number of employees with disabilities | 4 | 7 | 7 |
Number of indigenous employees | 4 | 4 | 5 |
Human Rights Policy - Specific Management Plan
(1) Equal Employment Opportunities and Diversity & Inclusion
The company implements fairness and equality in the hiring, compensation, benefits, training, evaluation, and promotion opportunities for all employees, ensuring that every colleague is given consistent and fair opportunities and development space.
New employees are required to participate in onboarding training. In addition to providing explanations of company-related policies and regulations, the training also covers topics such as gender equality, workplace violence, and sexual harassment prevention, offering employees various complaint and support channels.
Additionally, through periodic promotions and educational training, the company continuously promotes gender equality policies, prevents unlawful workplace offenses, and strives to provide a respectful and friendly work environment while strengthening human rights awareness and concepts.
(2) Health and Safe Working Environment
The company provides a safe and healthy working environment in accordance with legal regulations. It has obtained ISO 14001 Environmental Management System certification (valid until September 23, 2026) and ISO 45001 Occupational Health and Safety Management System certification (valid until August 25, 2028). A dedicated Occupational Health and Safety unit has been established to focus on workplace environment and personal safety. Through the implementation of management systems, the company enhances environmental maintenance and safety management of employee operations, regularly conducting environmental assessments, employee health checks, and various training courses to raise employees' hazard awareness and reduce the possibility of accidents.
The company also employs occupational health personnel and plans health promotion activities and courses with various themes. Professional occupational physicians are regularly invited to the site to provide health consultation services. Additionally, the company collaborates with psychological counseling teams to offer employees resources and information related to physical and mental health. By providing venue space and financial support, the company encourages the formation of various employee clubs and organizes diverse activities such as sports competitions and year-end gatherings, enabling employees to relax and build team cohesion.
To ensure the effectiveness of the Occupational Health and Safety Management System, the company conducts one internal audit, one external audit/verification, and one external review every three years.
(3) Protection of Vulnerable Groups' Rights and Prohibition of Forced Labor
The company adheres to the relevant provisions of the "Employment Service Act" when recruiting employees and complies with the government's legal requirements for the employment of persons with disabilities. In 2024, there were 7 employees with disabilities and 5 indigenous employees working at Lungteh Shipbuilding, with no incidents of violations of their work rights or human rights.
To ensure compliance with corporate social responsibility and ethical standards, the company strictly prohibits the employment of child labor in any manufacturing process and rejects any form of forced or coerced labor. The company ensures that all work hours, overtime, and various types of leave are in full compliance with the law.
The attendance unit provides employees with monthly records of work hours, leave, and remaining leave hours, ensuring that employees are informed of their personal work and leave status. In addition, supervisors from each department conduct reviews and management of work hours.
As of the end of 2024, the company has not had any incidents of forced labor, employment of child labor, or penalties imposed by authorities for violations of work hours and rest regulations.
(4) Promoting Labor-Management Harmony
The company regularly holds labor-management meetings. In the 2024, a total of 4 meetings were held, during which 12 proposals were made. By the end of the 2024, all proposals received responses from the management, and consensus was reached on all points.
Additionally, the company has established an employee grievance hotline and email system, along with a standardized processing procedure. This procedure clearly defines the channels for complaints or reports and the subsequent handling mechanisms, ensuring that employee concerns are addressed in a timely, fair, and confidential manner, fostering a friendly and supportive work environment.
Grievance Hotline : +886-3-9901166 #119
Grievance Email : hr@lungteh.com