Employee structure

FPCC views employees as its most important asset and provides good work and environment

FPCC supports and complies with the Universal Declaration of Human Rights, UN Global Compact, and International Labour Organization Declaration on Fundamental Principles and Rights at Work, and established the Human Rights Policy to protect employees' rights (see the website for details on the Human Rights Policy and Human Rights Concerns and Methods). All FPCC employees are protected by the Human Rights Policy and Human Rights Concerns and Methods.

Human Resource Structure

In 2023, the total number of full-time employees at FPCC was 5,208 with an average age of 44.2. Due to industry characteristics, the men-women ratio was around 9.15:1. The ratio of employees with a bachelor degree or above was around 67.7%. 76.6% of employees hold an entry-level supervisor or a lower-level position, 81.8% are working in Central Taiwan, and the mean number of years employees have worked for FPCC was 16.4 years.

The 5,052 formal employees accounted for 97% of all employees in 2023, and 100% were R.O.C. citizens. The 156 informal employees (e.g., consultants, fixed-term contract-based personnel, work-study students, and directors) accounted for 3%. Except for directors, all informal employees hold full-time positions.

The nature of the work of the Company's workers who are not employees (contractors) is mainly equipment maintenance, construction, and environmental cleaning. The number of contractors in 2023 is the equivalent of 4,582 people based on the total annual working hours.

The overall fluctuation of FPCC employees and non-employees was below 5% in 2023 compared with the previous year, so there was no significant fluctuation.

We continue to implement innovative organization management and streamline the organizational structure. In 2023, a total of 164 formal FPCC employees were separated (including 67 retirees), which is an employee turnover rate of 3.25%, better than the petrochemical industry's 12.21%, and fully demonstrates what we have accomplished in taking care of our employees and their trust in and identification with the Company. We expect the number of employees that retire will increase year, and set the target employee turnover rate of under 5%.

FPCC has been fair, impartial, and open with its recruiting operation and has never hired child labor to do any work. We maximize our recruitment sources through multiple channels and hire according to the performance of each examinee. The number of new formal employees totaled 152 in 2023, accounting for 3.01% of all employees. Most new employees were under the age of 30, and accounted for 2.53% of all employees. We will continue to recruit new employees as the source of organizational innovation.

There are specific regulations in place for the promotion, evaluating, training, and reward or punishment systems for all employees, so that everyone is treated fairly. As such, no discrimination, violation of human rights, or forced labor incidents occurred in 2023. The ratio of people with physical or mental disorders hired over the most recent 3 years meets the requirement set forth in the People with Disabilities Rights Protection Act of no less than 1% of the total number of employees.

FPCC takes gender equality very seriously. Even though the ratio of female employees is relatively low due to industry characteristics, female supervisors account for 9.96% level 2 supervisors in 2023, promotion channels are transparent and standardized. The number of second level female supervisors has increased in recent years, and shows our efforts in creating a workplace environment with gender equality. Percentage of senior management hired locally in Taiwan was 100%.

Unpaid Parental Leave

In order to realize the idea of a happy workplace, we set up the nursery room on the premises and created friendly offices to meet the needs of colleagues who need to breastfeed or collect their breast milk during business hours and offers child care leave; colleagues who meet the criteria may adjust their work hours to reflect their needs.

Hiring Local Workers

FPCC's principle is to prioritize local residents when recruiting entry-level employees in order to give back to local communities. We also proactively develop local residents to become outstanding management staff. The ratio of local residents in second level or higher managerial positions was maintained above 37% in the most recent 3 years.