Talent recruitment

people-oriented

Our employees' team spirit is the biggest driving force for the company

WT understands that people are the most important capital of an enterprise and that the company’s greatest impetus for progress comes from its highly motivated employees! In order to create a better working environment for employees and attract outstanding professionals to join the company, WT complies with the laws and regulations of the the areas where its operating bases are located. The Social Policy and Code of Conduct is formulated to commit to safeguarding labour rights and interests. We plan and execute recruitment activities each year in accordance with the annual plan of workforce needs of each department. As of the end of 2021, all employees of WT’s operating bases are employees with indefinite contracts and no employees with fixed-term contracts have been employed, nor have they cooperated with temp agencies to send employees to work at WT.

In order to protect employment opportunities and equality, WT does not require job applicants or employees to indicate their race or ethnicity when they apply for jobs and report for work. We adhere to the requirements of the Sustainability Accounting Standards Board (SASB) for talent diversity standards. Further disclosures on race/ethnicity will be made following the direction and outcome of future revisions to the International Sustainability Standards Board (ISSB), starting with national or regional disclosures in 2021.

The turnover rate in the last three years is 12.73%, maintaining a healthy and stable state. 295 people left in 2021 (11.51% turnover rate), which also represents a new low point pver the last three years; The difference between genders is only 1.13%. By age, the turnover rate is only 7.63% for those over 50 and 14.70% for those under 30.

In response to the stable turnover rate and the company’s operational growth needs, 506 new employees (19.73%) were hired in 2021, including a higher rate of female employees (22.44%). Based on age groups, the new entry rate of those under 30 years old is 51.00%, which is relatively high due to greater demands for young talent training for operational expansion, but there is still a new entry rate of 4.42% for those over 50.

The reason for WT’s success is not only the establishment of outstanding talent, but also of its youthful team, with 94.50% of employees possessing tertiary education or above, which enables WT to demonstrate its ability to respond to changes on time, stimulate innovative ideas and encourage vigorous energy in the face of the rapidly changing business environment and market dynamics.

Total number of employees over the years (by gender)

Gender ratio of employees over the years

Number of employees by gender and year - Middle and Senior Executives

Number of employees by gender and year - Junior Supervisors

Number of employees by gender and year - Engineers and Related Staff

Number of employees by gender and year - Administrative Staff

Number of employees by gender and year - Junior Staff

Note: Middle and senior executives: Section head and abovel;Junior supervisors: team leaders: R&D and application engineer related duties; administrative staff: back office duties not directly related to operations; junior staff: duties directly related to operations.

Statistics on New hires and Employee turnover (by gender)

Statistics on New Hires Rates (by gender)

Statistics on Employee turnover Rates (by gender)

1: The total rate of new wmployee formula: [(new employee hires in 2020)/(Total number full-time employee on December 31, 2020)]* 100%
2: The total rate of employee turnover formula: [(employee turnover in 2020)/(Total number full-time employee on December 31, 2020)]* 100%
3: The number of new hires and the number of employee turnover are deducted from the number of new hires who have left the company during the year.