Social Sustainable Development
Talent cultivation, creating performance.
- 0 A total of NT$ million
- invested in social welfare initiatives
- 0 %
- The proportion of female managers
- 0 Number of people
- participated in health promotion activities
Approaches to Sustainable Development Goals
ESG ReportEmployee Overview
◉ Employee Structure
In addition to its headquarters in Taiwan, Everest has established manufacturing and marketing locations in overseas regions, and strives to recruit local residents to support and contribute to the economic development of local communities. As of the end of 2024, the number of employees in Everest's factories were 1,419 in Taiwan, 538 in Shanghai, 505 in Thailand, and 132 in the United States. The detailed employee recruitment and gender and
Remarks:
1. Everest prohibits child labor. All domestic and foreign employees must be at least 18 years old.
2. Annual data is based on the year-end date of December 31. All data is sourced from the company's human resources system, with no estimated figures.
3. The total number of employees in the Taiwan factory includes the number of employees in the Taipei Sales Office and the number of employees in the Tainan factory. In 2024, non-employee workers in the Taiwan factory include 505 contractors and 5 security personnel; 2 staff members of the Xingfu Taiwan franchise stores; non-employee workers in the Shanghai factory include 26 contractors; non-employee workers in the Thailand factory include 5 contractors, and no contractors were employed at the American factory; operations continue to rely primarily on the company's own employees.
4. There was no significant change in the number of employees during the reporting period.
5. Everest does not employ workers without guaranteed hours. All employees are full-time employees and there are no part-time employees.
◉ Statistics of new employees and resigned employees
Since its establishment in 1988, Everest has been in business for more than 30 years. The current situation of Taiwan's industry has changed a lot. After facing multiple waves of many large-scale industrial relocation and the impact of the global financial crisis, the company continues to seek innovation and growth, and provides colleagues with a stable working environment. In order to improve the work motivation and satisfaction of employees, Everest has formulated retention measures, including a recommendation bonus system, a retention bonus, a 40-day training plan, and an accommodation subsidy allowance for out-of-county cities, to enhance the willingness of talents to stay.
◉ Create employment opportunities and promote local employment
The current human resource structure of the Taiwan factory is a 2:1 ratio of local employees to foreign employees. Foreign employees mainly come from the Philippines, Thailand and other places. Everest treats colleagues of different nationalities equally and is committed to improving the working and living environment. Since 2018, Everest has jointly planned zero-cost employment initiatives for foreign employees with brand customers (Lululemon, Nike, etc.), and officially implemented zero-cost employment of foreign employees in January 2020, so that foreign colleagues are not required to pay any fees for to work in Taiwan, and are also exempt from domestic service and physical examination fees during their employment in Taiwan, creating a stable employment environment and promoting harmonious labor relations. In response to the Ministry of Labor's "Long-term Talent Retention" plan, starting from 2023, skilled senior migrant workers with outstanding performance will gradually be transformed into mid-level technical talent. By 2024, there were 35 mid-level technical employees.
◉ 2024 Ministry of Labor Large-scale Recruitment Activities
Everest emphasizes the growth of local employment. As part of its long-term labor cultivation, it actively cooperates with government employment service agencies and colleges and universities to participate in various types of recruitment activities. In 2024, it participated in a total of 3 campus recruitment fairs in the southern region and 10 large and small joint recruitment activities held by the Ministry of Labor.
◉ Ratio of basic salary to remuneration
ⓄEmployee remuneration
The salary structure of Everest employees is divided into different salary items according to different job grades, positions, ranks and job nature. Salaries for new employees are proposed by the HR department based on their education and experience in the new employee selection form. After the recruitment supervisor signs the proposal, it is submitted to the authority supervisor for approval. No differential treatment is given based on race, religion, political affiliation, place of origin, birthplace, gender, sexual orientation, marital status, physical or mental disability, or union membership.
下表列出了男女員工的工資以及當地基本工資。
