Inclusive Workplace
Talent Attraction And Retention
- There are 16,660 employees in the USI six major manufacturing facilities, including 15,686 permanent employees and 974 temporary employees. Divided by job categories, 1,061 employees are in management positions, 3,543 employees are in technical positions, 2,044 employees are in administrative positions, and 10,012 employees are in skilled positions. Divided by nationalities, there are 15,848 natives and 812 non-natives; divided by regions, there are 9,754 employees in Mainland China, 4,302 employees in Taiwan, and 2,604 employees in Mexico.
- In terms of the female employee's employment, female employees in all Facilities accounted for 44.4% of the total number of employees; the ratio of females in top management positions has increased from 17.6% in the previous year to 19.2%. Cultivate more female employees to have the abilities to serve in top management positions and hope the proportion of females in top management positions will reach more than 25% by 2026.
Gender Diversity Indicators
Diversity Indicator (%) | 2019 | 2020 | 2021 | 2022 |
Female in total employees | 46.0 | 46.1 | 45.0 | 44.4 |
Female in management positions | 23.2 | 23.6 | 22.6 | 23.1 |
Female in junior management positions (1) | 25.2 | 26.2 | 25.9 | 25.6 |
Female in middle management positions (2) | 24.6 | 23.5 | 20.3 | 21.8 |
Female in top management positions (3) | 12.8 | 12.9 | 17.6 | 19.2 |
Female in revenue-generation function management positions (4) | N/A (6) | 45.5 | 47.9 | 50.0 |
Female in STEM job positions (5) | N/A | 22.3 | 22.1 | 21.7 |
Note:
1. The junior management positions refer to section and subsection heads
2. The middle management positions refer to department heads
3. The top management positions refer to the division heads and above
4. Revenue-generating functions: sales function, excluding support functions such as HR, IT, and Legal
5. STEM refers to personnel with job functions related to science, technology, engineering and mathematics fields
6. N/A: There is no relevant statistical classification for that year
- For solving the employment problem of local citizens across our facilities, USI provides 18,267 job opportunities around the world. 95% of employees are local citizens where the factories locate. Over the years, the proportion of local employees who were promoted to management positions has increased to 95%.
- For solving the employment problem of local people with disabilities across our facilities, USI strive to tailor competent job content for disabled people, so that the incumbents have more sense of job accomplishment. 83 disabled employees were hired around the world.
Employees with Disabilities
USI recruits suitable professionals through a variety of recruitment channels and employment models, establishing the most suitable employment relationship (such as full-time/part-time workers, permanent/temporary workers, dispatch workers, or appointed professionals), and treat all applicants without prejudice or discrimination. In 2022, we recruited 9,434 new hires (excluding dispatch workers), the new entry rate is 54%, so that the diversified talents from around the world can give full play to their strengths and meet different customers and diverse market needs.
USI actively sets up the mentor system and promotes the "369 3-Stage Care for New Employees". We assign mentors and provide training programs to guide new employees to quickly integrate into the company, and excellent communication channels. We also care about the work and the life of employees and hold a celebration party to enhance employee recognition and loyalty to USI to avoid the human capital loss. There are 6,583 new regular employees who have served for more than 90 days; this is around a 40% of the newcomer retention rate, an increase of 17% compared to the previous year.
We value the opinions of employees. Over the years, we have conducted employee satisfaction surveys and employee engagement surveys to understand employees' expectations, listen to employees' voices, and put forward improvement plans to increase employees' willingness to stay in USI. By analyzing the termination reasons of direct employees and indirect employees, we conduct corresponding improvement measures and propose retention plans to reduce employee turnover. In 2022, the overall turnover rate of the company is 28.8%, and the turnover rate of direct employees (DL) is 37.7%; the turnover rate of indirect employees is 14.3%. The main reason for the overall employee turnover rate decreased by 9.9% compared to the previous year was the company's regularization system, which will select dispatch/contract employees with high company recognition and work commitment to become regular employees so that the DL turnover rate decreased by 13.1% compared with the previous year.
Unit: % | 2019 | 2020 | 2021 | 2022 |
Overall New Entry Rate | 86 | 80 | 74 | 54 |
Overall Turnover Rate | 44 | 34 | 39 | 29 |
Indirect Employee New Entry Rate | 19 | 17 | 18 | 17 |
Indirect Employee Turnover Rate | 13 | 14 | 18 | 14 |
Note: For details on new entry rate and turnover rate, please refer to the ESG report and the analysis of regional differences .
USI sets up the compensation system according to the following concepts:
- Recognize employees' contributions to the Company, formulate the differences between each position, and maintain the balance of paying salaries.
- Respond to employees' performances appropriately for encouraging employees and recruiting required talents.
- Provide employees fair and reasonable treatment and adjust the salary as responsibilities are increased.
- Adjust flexibly to the human recourse market and the changes of organization
USI abides by the requirements of local labor laws; there are no different starting salaries and rewards based on employees' gender, religion, politics, and marital status. We provide employees with consistent salary standards and benefits through a fair, reasonable, and motivated salary assessment system. USI provides employees with consistent salary standards and benefits. For employees' dedication and work performance, through a multi-faceted performance appraisal system, reasonable and substantial returns are provided. Outstanding employees shall be given reasonable and substantial returns that are monthly job bonuses, equity incentive plans, employee stock option and profit-sharing plan.
USI participates annually salary surveys to evaluate the overall economic indicators and market salary standards, external competitiveness of talents, and labor market supply and demand conditions to promptly adjust our offer to reflect market prices and enables employees to receive reasonable treatment and USI’s overall compensation is competitive in the talent market.
- In 2022, except for the DL in Kunshan Facility that follows the two-year basic salary adjustment rule, the Company adjusted the employee basic salary in each facility area which the salary adjustment range of Mainland China Facilities is about 1% to 18%, the Nantou Facility is about 2.3% to 4.1%, and the Mexico Facility is about 4% to 15%.
- The ratio of the standard starting salary of direct employees to the local minimum salary is about 1.00~1.09 after calculating.
Based on the three tenets of Health, Happiness, and Learning, USI adjusts measures to local conditions, provides employees with considerate benefits, employee support programs and insurance plans, provides facilities for physical and mental development, and designs various activities to strengthen physical and mental adjustment ability. Formal and informal employees of employment contracts can also achieve a balanced life with their families while working. For the detailed welfare system content of each factory area, please refer to "Join USI".
- USI and its subsidiaries provide pension and elderly insurance in accordance with the retirement laws and regulations of each business location. Employees who meet the statutory retirement conditions may apply for retirement to withdraw pensions in accordance with the law. In 2021, 19 employees at the Nantou Facility applied for retirement, and 4 and 5 employees retired at the Mainland China and Mexico Facilities respectively. To sum up the contributions of all facilities, USI has allocated CNY 192,429,296.31
- Implement a flexible working hour system to cope with global communication across factories and time zones
- According to "Global Remote Work Guidelines", USI provides subsidies for work equipment purchase and meal allowance to the employees who apply to work from home. 1,521 employees around the world applied for long-term remote work
- Conduct stress adjustment surveys, provide psychological counseling services, lectures and activities for physical and mental health, art, culture & movie appreciation
- Subsidize various sports associations to organize activities and activity venues
- Conduct annual physical examination, full-time medical staff to provide free medical consultation to do good health management
- Cooperate with the local government's policy of encouraging childbirth, there were 327 newborn babies in all Facilities
- Maternity leave, pregnancy checkup leave (for both who gives birth and the accompany), paternity leave (for both who gives birth and the accompany), and parental leave are given in accordance with the law
- Give special care to pregnant employees by adjusting suitable work shifts
- Provide convenient parking spaces, extra meal, and maternity subsidies
- Give family care leave, parental leave/parental leave to take care of family for a longer period of time. The Company will reserve the positions for the returned employees after their maternity leave or parental leave. The Nantou Facility provides parental leave in accordance with local laws; in 2022, the reinstatement rate is 68% and the retention rate is 47% due to the unabated demand for family care
Year | 2019 | 2020 | 2021 | 2022 | ||||||||
Unit: % | Male | Female | TTL | Male | Female | TTL | Male | Female | TTL | Male | Female | TTL |
Reinstatement rate for parental leave | 100 | 69 | 73 | 100 | 100 | 100 | 25 | 76 | 68 | 80 | 63 | 68 |
Retention rate after back from parental leave | 0 | 100 | 100 | 100 | 100 | 100 | 60 | 89 | 79 | 0 | 50 | 47 |
The Company encourages the establishment of various associations and provide financial subsidies to hold or participate in internal and external related activities, so that more employees and their families can participate in the grand event, or organize enthusiasts with the same interests, taking into account the balance between work and life, and realizing the purpose of "life skills, skills life". In 2022, the Company invested a total of about CNY 885,000 to organize a total of 87 employee activities with 38,524 participants.
To understand how well the employees fit in with USI, the Company co-works with consultants to conduct an Employee Engagement Survey every two years. We hope that this can help us effectively understand and collect employees' opinions and use it as a policy tool for attracting, retaining, and cultivating talents. Thus, achieving a win-win situation between USI and employees.
In 2021, the employee engagement survey was conducted on 14,998 direct/indirect employees who arrived on the job before June 30, 2021. A total of 13,350 valid questionnaires was collected. The effective response rate of the questionnaire was 89%, and the overall employee engagement score was 84%. Compared with the survey results in 2019, the IDL effective response rate increased by 1.5% compared with that in 2019. The results of the comparison of the various item scores show that the company’s actions to listen to the voices of employees are deeply recognized by employees and employees are more willing to speak up. According to the survey results, various projects are put forward, including process simplification, strengthening the channels and methods of upper and lower communication, re-examining the mechanism of career planning and lifelong learning of various occupations, and proposing an incentive mechanism to increase employees’ willingness to stay.
Year | 2017-2018 | 2019-2020 | 2021-2022 | 2023 | ||
Unit:% | Result | Target | Result | Target | Result | Target |
Employee Engagement Rate | 60 | >65 | 77 | >80 | 84 | >83 |
Data Coverage Rate(1) | 30 | >80 | 76 | >80 | 89 | >85 |
Note 1. Data Coverage Rate = Actual employees who took the survey / Number of employees who should take the survey