Society
CTBC Holding has always been committed to providing opportunities regardless of gender. We were selected as a constituent stock of the Bloomberg Gender-Equality Index (GEI) for the second consecutive year.
To recruit and to retain talent, CTBC Bank provides competitive salaries and benefits as well as outstanding career development plans and a comfortable work environment.
As the COVID-19 pandemic continued in 2022, in addition to regularly providing free rapid test kits to employees, CTBC Bank took out epidemic prevention group health insurance for our Taiwan-based employees and their spouses. To encourage vaccination, we granted vaccination leave to employees. In the event that employees were required to undergo home quarantine, we offered paid epidemic prevention quarantine leave along with health education. Additionally, a condolence payment of NT$26,000 was provided to help employees maintain financial stability.
We appreciate just how integral a highly capable workforce is to a successful company; as such, we spare no effort in finding talent and investing in it. The management associate (MA) programs of CTBC Bank were open to overseas branches, and the recruitment strategies have focused on financial, international, and tech talent. We are dedicated to recruiting interdisciplinary professionals from home and abroad who come from diverse fields and nationalities and are equipped with “SMART” (Savvy, Mobility, Ambition, Resilience, Teamwork) personality traits. In addition, we have built a unique task rotation and thematic evaluation mechanism, and our MA program is also the only one in Taiwan's finance sector that offers the opportunity for two promotions during the two-year program. Meanwhile, CTBC Bank has incorporated ISO 45001 Occupational Health and Safety Management Systems standards for trial implementation to better ensure employees’ workplace health and safety at the workplace. The scope of this incorporation is expected to be gradually expanded after successful trial implementation as a measure to protect employees’ physical and mental health as well as their rights, interests, and welfare.
We appreciate just how integral a highly capable workforce is to a successful
company; as such, we spare no effort in finding talent and investing in it. In the face
of intensifying international competition, talent migration, and fintech, we continued
to execute globalized, digitized recruitment strategies in 2019. Led by senior management,
campus recruitment sessions were held and management associate (MA) programs were open to
overseas branches, including those in the United States and Japan. These aimed to recruit
cross-disciplinary talent from different areas of expertise and nationalities who displayed
the “SMART” abilities of being savvy, mobile, ambitious, resilient, and a team player.
Meanwhile, CTBC Bank has incorporated ISO 45001 Occupational Health and Safety Management
Systems standards for trial implementation to better ensure employees’ workplace health and
safety at the workplace. The scope of this incorporation is expected to be gradually expanded
after successful trial implementation as a measure to protect employees’ physical and mental
health as well as their rights, interests, and welfare.
CTBC Bank has always been dedicated to supporting the employment rights of people with physical and mental disabilities as well as indigenous people by providing job opportunities through various channels. We frequently assess the work performance of our employees with disabilities and adjust their roles to ensure they are in positions and conditions that exceed statutory requirements. In addition, CTBC Holding is recruiting transnational talent in Taiwan and abroad in order to expand its competitive advantages and deepen the diversity of its workforce. CTBC Bank hires employees with physical and mental disabilities, and our number of indigenous employees meets statutory requirements.
As Taiwan’s financial industry leader, we advance our human capital development not only through competitive remuneration but also by linking our overall strategic targets with employees’ individual work goals via a performance management system. Every employee sets individual performance goals at the beginning of the year, and managers evaluate employee performance based on their achievements as well as feedback from other managers or peers. To account for differences in the performance appraisal results of individual employees, each performance ranking is conducted with specific consideration given to the employee’s unit or position, thereby enhancing the fairness and impartiality of the appraisal. Rewards, training programs, and career development opportunities are offered based on the performance of each employee. Those who demonstrate both excellence and potential are actively promoted and cultivated for higher positions through an open and transparent promotion scheme.
To ensure employees feel like a part of our CTBC Holding family, we established the Employee Welfare Committee, which provides general care as well as a variety of additional benefit options. In 2003, CTBC Holding became the first industry player to offer a flexible benefits system for full-time employees. The system works by awarding points every year to employees, who can exchange them for products and services of their choice to meet individual needs. We also provide more free annual health checkups than required by law—once a year for those aged 40 or older and once every two years for those 39 and younger.
The core welfare system that CTBC Bank has in place provides employees not only with labor and health insurance, as legally required, but also various subsidies, such as for marriage, family funerals, childbirth, medical treatment, and children’s education, as well as cash gifts for birthdays, bonuses for major holidays, emergency relief and consolation funds, comprehensive group insurance, group annuity insurance, and others. We also offer employees preferential interest rates for home loans, with limits varying depending on rank.
CTBC Bank has been holding a model employee competition every year since 2005, the winners of which are publicly recognized. We also run a senior employee recognition program to honor those who have been with us for the long run. Employees who have served at the Company for more than five years are awarded certificates. Those here for 5–10 years are given a one-time “golden holiday” of five paid days off, while those here for 15, 20, 25, and 30 years or more receive “diamond holiday” allowances of NT$20,000, NT$25,000, NT$30,000, and NT$35,000, respectively.
CTBC Bank attaches great importance to ensuring its employees can spend their free time in a satisfying manner. In addition to having organized numerous leisure activities over the years, we support employees in organizing their own club activities including for golf, English speaking, music, flower arrangement, aerobics, and adventure cycling. With the company’s support and their own team efforts, employees are enjoying more opportunities to get outdoors and develop a healthy body and mind.
We attach great importance to the career development needs of employees in every position, for which we have adopted a dual-track approach. Through scientific and data-based analysis, we plan learning journeys according to organizational development strategies and short-, medium-, and long-term goals; design the optimal learning experience for each position; and devise unique individual development programs, including for the cultivation of international talent. In line with CTBC Bank's international expansion-focused strategy, we continue to strengthen cross-border communication, international management, and cross-cultural training. For all new recruits as well as staff and management personnel at all levels, we provide resources such as courses and online forums and help them accumulate professional skills through courses, knowledge sharing, and on-the-job learning. We also arrange one-on-one meetings to discuss employees' individual career development plans, and cross-functional rotations, thereby ensuring the achievement of their personal goals as well as the goals of CTBC Holding.
To support the implementation of international human rights conventions, we have integrated human rights into our Code of Conduct for employees and formulated the CTBC Holding Human Rights Policy and CTBC Bank Modern Slavery Statement. We require our employees, suppliers, and partners to abide by these regulations in order to protect the interests of all of our stakeholders. In addition to regularly assessing the risk of human rights infringements at all business locations, we also map out improvement measures based on the assessment results and work toward the goal of zero human rights risks in the workplace. We have also established policies such as the Occupational Health and Safety Workplace Rules and the Sexual Harassment Prevention Measures, Complaints, and Disciplinary Approach. These regulations clarify the roles of relevant human rights units, education and training, and notification procedures in order to protect the rights and interests of employees and maintain a harassment-free work environment.
Furthermore, the Company regularly appoints labor–management representatives to hold meetings on the rights, interests, and welfare of its employees. The relevant regulations and employee handbook are available on our internal website for reference by employees at any time.
To protect the labor rights of their employees, CTBC Bank has formulated the Workplace Unlawful Infringement Prevention Plan, Workplace Maternal Health Protection Plan, Overwork-Related Hazards Prevention Plan, and Ergonomic-Related Hazards Prevention Plan in recent years. Meanwhile, CTBC Bank and Taiwan Life have incorporated ISO 45001 Occupational Health and Safety Management Systems standards for trial implementation to better ensure employees’ workplace health and safety at the workplace. The scope of this incorporation is expected to be gradually expanded after successful trial implementation as a measure to protect employees’ physical and mental health as well as their rights, interests, and welfare.
CTBC Bank supports fundamental principles of human rights across all our lines of business and in each region of the world where we have a presence. We recognize that modern slavery issues, such as forced labor, child labor, and human trafficking, are a significant global challenge. We also believe that our firm has a role to play in promoting respect for human rights. To the end, our Modern Slavery Statement outlines the steps we are taking across CTBC Bank to mitigate the potential risk of modern slavery occurring in our business and supply chain.
CTBC Bank has a dedicated team of nurses who monitor employees’ health. Every year, they analyze employees’ health conditions and evaluate the effectiveness of their health management and epidemiology based on the results from their annual health examinations. By integrating resources from the company, government, and vendors, annual health management plans and health promotion activities are also organized, such as annual health check-ups, on-site doctor services, health seminars, blood donations, and physical fitness activities. For employees with abnormal conditions, potential health risks, or needs for health consultations, the company offers case-by-case health management such as support and follow-up services to help employees recover and ultimately control their health conditions.
Parent company CTBC Holding conducts employee opinion surveys once every two years. We strive to understand the thoughts and ideas of employees across different generations, and for them to propose suggestions and improvements. To understand the status of communications between managers and employees, we started conducting employee opinion surveys in 2021. Moreover, to increase the frequency of interactions between managers and staff, managers now discuss work arrangements with employees at the end of quarters (March, June, and September) to address work-related challenges and recognize achievements in a timely manner. We hope that this mechanism will make communication more immediate and that employees can receive the assistance they need; moreover, they can also achieve a sense of accomplishment and a sense of direction from their manager’s feedback, thereby enhancing their happiness at work. The response rate of the employee opinion survey for the quarterly review in 2022 was 99.4%, indicating strong two-way communication between management and employees. In addition, performance reviews are conducted during the year-end assessment with 98.2% of the employees agreed managers gave career advice, reminder or assistance and felt that their managers had engaged in effective communications regarding their work performance. These results reflect CTBC Holding's unwavering commitment to talent cultivation and dedication of both time and resources to achieving positive outcomes.
In addition to surveys, we also collect employees feedback through multiple other channels, including a phone hotline, email inbox, and online form. This feedback constitutes an important foundation for organizational improvement.
CTBC Bank has also set up a dedicated communication channel to receive and investigate employee complaints. Employees may make submissions in writing (by post or email), by phone, or in person (by speaking to a HR manager). All complaints are handled in confidential form to protect the rights and interests of the employees.