ESG
Sections
Address from the Chairman
Dear shareholders, business partners, and friends of Wendell,
Last year, global economic fluctuations and geopolitical tensions posed significant challenges to the electronics industry. In response to this rapidly changing environment, Wendell Industrial Co., Ltd. flexibly adjusted its business strategies and continued to invest in innovative research and development in emerging application areas such as automotive electronics, network communications, data centers, and cloud computing. At the same time, we strengthened our connections with global partners to enhance our resilience and market competitiveness amid uncertainties. Thanks to the collective efforts of our entire team, we not only overcame difficulties and continued to grow steadily, but also achieved encouraging results on the path to sustainable development.
In terms of corporate governance, we firmly believe that transparency and accountability are critical foundations for corporate success. Over the past year, the Company has adhered to ethical corporate management and enhanced its internal governance mechanisms. As a result, we stood out in the 10th Corporate Governance Evaluation and received the “Most Improved Award.” This recognition is the best affirmation of our team’s joint efforts and motivates us to continue striving forward. We will further strengthen the Board’s functions and internal control systems to ensure that all decision-making processes remain open and transparent. We will also maintain close communication with shareholders and all stakeholders, actively responding to expectations and fulfilling our corporate social responsibilities.
In environmental sustainability, we recognize that business development must not come at the expense of the environment. To fulfill our commitment to combating climate change, Wendell has proactively conducted greenhouse gas emission inventories in recent years and actively promoted energy conservation and carbon reduction initiatives. We are pleased to report that in 2024, we successfully passed third-party verification of greenhouse gas emissions in accordance with ISO 14064-1, ensuring transparency and accuracy in carbon emission disclosures. In the face of potential risks and impacts brought about by climate change, we take a proactive approach to identification and response, enhancing our resilience to climate adaptation and supporting international carbon reduction initiatives as well as government net-zero transformation policies. At the same time, the Company remains committed to improving energy efficiency, increasing the use of renewable energy, reducing waste, and promoting resource recycling to minimize environmental impact from our operations. We believe that every effort we invest in environmental protection today contributes to a better future for our planet.
In terms of the green supply chain, we deeply understand that achieving sustainability goals requires the collective efforts of the entire value chain. Wendell continues to work closely with suppliers to implement strict environmental and social responsibility standards, encouraging our supply chain partners to improve their sustainability performance. We regularly monitor suppliers’ environmental protection measures and labor rights, assisting them in strengthening management and reducing risks to ensure that every stage—from raw material procurement to product delivery—adheres to sustainable principles. By building a responsible and green supply chain network, we aim to drive upstream and downstream industries toward sustainability and expand the Company’s positive impact on the environment and society.
We have always believed that employees are the Company’s most valuable asset and the driving force behind sustainable development. Therefore, fostering a diverse, inclusive, and friendly workplace environment is one of the core missions of Wendell’s corporate culture. Over the past year, we have implemented various people-oriented initiatives, including the provision of healthy meals, regular health checkups and vaccinations, and stress-relief massage services to safeguard the health of our team. We have also established lactation rooms, offered flexible work arrangements, and provided maternity and parental leave benefits exceeding legal requirements to help employees strike a balance between career and family. Regardless of gender, age, ethnicity, or background, every team member at Wendell can work with peace of mind, grow and thrive, and fully realize their potential. Looking ahead, we will continue to enhance talent development by offering diverse learning opportunities that encourage skill advancement and cultivate innovative thinking, achieving mutual growth for both individuals and the organization.
In addition, as a corporate citizen, Wendell actively participates in public welfare and gives back to society by turning care into concrete action. We support underprivileged groups, with a particular focus on education for children of immigrant families and second-generation immigrants. Wendell has long provided educational support for children from immigrant families, offering monthly scholarships to 60 students to help them pursue their studies with peace of mind. We also regularly organize volunteer activities to help these families integrate into society and promote inclusiveness and harmony within the community. Furthermore, we enthusiastically support emerging athletes by sponsoring youth participants in less mainstream sports in Taiwan, such as boxing, diving, and rowing, empowering them to pursue their dreams and shine on the international stage. Through these acts of corporate social responsibility, we hope to spread love and warmth throughout every corner of society, sharing growth and prosperity with the public.
Looking to the future, we hold even higher expectations and commitments for sustainable management. Building on the foundation of our existing achievements, we will continue to refine our sustainability strategies and further integrate ESG principles into corporate governance and daily operations, proactively working toward net-zero carbon emissions and circular economy goals. At the same time, we will enforce stricter supply chain responsibility by requiring and supporting our partners to improve their environmental and social performance, thereby amplifying our sustainability impact. We will also invest more resources in talent development to nurture the next generation of professionals and foster innovation, continuously injecting vitality into the Company. I would also like to express my heartfelt gratitude to every colleague and partner whose efforts and support make it possible for Wendell to continue progressing on the path to sustainability. Moving forward, we will continue to work hand in hand with all stakeholders to pursue a balanced development of economy, society, and environment, and advance toward a sustainable future of shared success and prosperity—for the benefit of future generations.
Chairman:
Sustainability Commitments
Since its establishment, the Company has upheld the philosophy of “giving back to society what is taken from society.” While focusing on the growth and development of our core business, we have also actively engaged in sustainability initiatives. We believe that enterprises are not only drivers of economic development but also practitioners of social responsibility. Therefore, starting from the traceability of raw materials, Wendell is committed to creating a non-toxic environment and cherishing resources to realize our vision of sustainable operations. We aspire to be an outstanding corporate citizen and give back to those in need.
In terms of corporate governance, Wendell fully complies with the standards of the Responsible Business Alliance (RBA) and adheres to local laws to protect employee rights. We place great importance on work hour management, health and safety, and working conditions. We are committed to the principle of fair treatment, offering equal opportunities regardless of gender or ethnicity. Through continuous communication, we strive to create a friendly workplace where employees are treated like family and can work in a secure and supportive atmosphere. As the Company grows, we hope to plant more seeds of compassion and bring more positivity and harmony to society.
In addition, Wendell actively responds to the United Nations Sustainable Development Goals (SDGs), incorporating ESG concepts into daily operations and decision-making processes, and progressively deepening the foundation of corporate sustainability governance to exert a positive impact.
Below are Wendell’s medium- to long-term strategic directions across the three ESG dimensions:
▍ Environmental: Toward a Low-Carbon Future
In response to the government’s 2050 net-zero emissions policy, the Company has set a medium- to long-term goal to reduce greenhouse gas emissions by 20% by 2030, using 2023 as the base year. To achieve this, we have developed concrete strategies and action plans, including gradually increasing the proportion of renewable energy usage, continuously optimizing energy efficiency, and implementing Scope 3 emission inventory and management—demonstrating our commitment to environmental sustainability.
▍ Corporate Governance: Integrity and Transparency
Wendell is committed to sound corporate governance as the foundation for long-term business development. Specific measures include implementing medium- to long-term operational and risk management strategies, strengthening stakeholder trust, and continuously improving governance systems and a culture of integrity. The Company continuously enhances its corporate governance practices and strengthens relevant operations in alignment with annual evaluation indicators.
▍ Social: Expanding Public Engagement and Promoting Inclusion
- Deepening Public Engagement and Fostering a Volunteer Culture
We actively promote corporate volunteer programs to increase employee participation in public welfare and establish long-term partnerships with non-profit organizations, making public service an integral part of corporate culture and fostering a virtuous cycle of goodwill.
- Practicing Environmental Sustainability and Promoting Green Action
Employees are encouraged to participate in ecological conservation activities such as beach cleanups and green office initiatives. Together with communities and partners, we fulfill our environmental responsibilities and protect the planet.
- Caring for the Disadvantaged and Embracing Diversity and Inclusion
We continue to support new immigrants, the elderly, and underprivileged children, promote the development of non-mainstream sports, and expand our influence through donations and collaborative programs—advancing diversity, inclusion, and widespread community participation.
Wendell firmly believes that only by integrating corporate governance, social engagement, and environmental responsibility—and uniting the strength of our employees, supply chain, and communities—can we realize our medium- to long-term sustainability vision and build a shared and thriving future.
| Human Rights Policies and Standards | Specific Practice |
| Gender equality | In accordance with the provisions of relevant laws and regulations, Wendell provides male employees with pregnancy checkup accompaniment and paternity leaves, and paid family care leave, and female employees with menstrual leave, maternity leave, prenatal check-up leave, etc. respectively. In addition, they may also apply for unpaid parental leave. The Company would initiatively care about these employees before reinstatement and assist them in reinstatement; also, the Company has signed contracts with child care facilities nearby so that colleagues would pick up children without having to go far; the Company has assigned specially-appointed doctors and nurses to offer regular consultation and pay attention to maternal protection. The nursing staff will continue to pay attention to the pressure of work and life imposed on female employees within 1 year after pregnancy and delivery, and make suggestions to the Company for adjustments as appropriate. Besides, the Company has also established sexual harassment control measures, mailbox and dedicated line. Upon receipt of appeals from employees, the human resources unit will immediately convene an investigation group to launch investigations. |
| Prohibition of employment of child labor and minors | Wendell does not recruit child labor aged below 16 according to law, which has been stipulated for the employment of new employees. Those who report for duty are required to present the originals of their identity certificates on the day of registration. The certificates will be returned immediately after being checked, to confirm that their age complies with the statutory and regulatory provisions. |
| Avoidance of forced labor | Wendell has never used forced, guaranteed, involuntary or exploitative labor. All the employees have been employed through the legal appointment procedures of the Company. Employees are required to sign employment contracts upon entry to agree on the working hours that comply with local regulations; if an employee needs to work overtime, he/she shall fill out “Overtime Application” in the system. “Timeout Reminder” will be provided regularly in each month to remind colleagues to apply for overtime in the system. If the overtime in the current month is considerable, we will remind the supervisors to care about the employees’ status. Furthermore, we would advocate relevant laws and regulations in the quarterly labor-management meeting to ensure that the supervisors and employees do not violate these laws and regulations. |
| Emphasis on laborers’ human rights | Wendell has established a Welfare Committee that comprises representatives elected by employees of each department. Employees may decide on the activities and welfare in the current year by means of discussion, voting, etc.; also, labor-management meetings are convened every quarter. The labor representatives are able to make suggestions to the Company regarding improvements. After receiving such suggestions, the management representatives shall immediately discuss them; as for the semiannual performance evaluation, employees’ suggestions on the Company are also inquired, and the Company will propose improvement schemes based on such suggestions. |
| Supplier Evaluation Questionnaire | In addition to the adoption of the existing QMS (ISO 9001) to evaluate and select suppliers, we have also asked suppliers to provide test reports of RoHS hazardous substances. Also, besides the investigation of conflict minerals of upstream suppliers, filling of a list of Substances of Very High Concern (SVHCs) under REACH and the signing of statement of green environmental protection, we completed the verification of suppliers’ certificate status through “ESG Evaluation Questionnaire” in 2022, and required the suppliers to sign “Statement of Supplier’s Sustainability Commitments”, so as to stablish a highly resilient and continually operable sustainability supply chain can be established. We perform irregular audits over the suppliers every year. Wendell has signed “Supplier Statement of Supplier’s Sustainability Commitments” and “Supplier ESG Evaluation Questionnaire” with 57 suppliers that had transactions with Wendell as of January 2025 respectively.
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Stakeholder zone
Employees
The Company cares employees and provide complete welfare system and comfort working environment, value the rights of employees, provide channels for employees to express opinions and complaints, convene labor-management meeting that all relevant officers would attend to fully communicate with labor representatives. Organize physical checkup periodically, allowing employees understand their own health situation and therefore care and improve their own health.
Contact Window：Human Resource Office
Tel：（02） 2917－5770
Email：[email protected]
Customers
The Customer orientation is the principal idea of Wendell. We emphasizes on the quality of customer services, provide innovative integrated services, pursue sustainable growth and keep close contact with customers.
Contact Window：Sales Division
Tel：（02）2917－5770
Email：[email protected]
Suppliers
The suppliers of the Company provide important materials of products, and we build the sustainable supply chain altogether with suppliers. We persist in honest operation and fair trade. For negligence, we follow relevant laws and regulations for management and analyze the accident, clarify causes and urge for constant improvement.
Contact Window：Logistic Management Division
Tel：（02）2917－5770
EMail：[email protected]
Investors
The Company designates professional stock affairs agent to handle stock affairs of shareholders and serve as the bridge between the Company and shareholders. In respect of transparent information, the Company has “Investor Zone” on official website, providing investors with relevant information. We comply with all latest laws, regulations and policies revision of competent authority, respond rapidly and adjust the type and content of information disclosure to meet the requirements of laws.
Contact Window：Vincent Yang
TEL：（02） 2917－5770
EMail：[email protected]
Communicating Channels for Stakeholders
The Company’s Sustainable Development Committee regularly reports to the Board of Directors on the communication situation with stakeholders every year. The communication situation with various stakeholders in 2024 was reported to the Board of Directors on March 5, 2025. The content is as follows:
| Stakeholder | Significance of stakeholder for the Company | Issues concerned | Communicating channels | Frequency | Communication effect |
| Shareholders and other investors/Financial institutions | Shareholders and investors have recognized the management philosophy and guidelines of Wendell for a long term. Financial institutions are indispensable partners for the flexible application of working capital. Wendell promotes the exclusive EMC one-stop integration services in the market, endeavors to acquire stable profits and return on investment for shareholders and other investors, and implements corporate sustainable management. |
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| Customers | Customers are not only the source of the Company’s main revenue but also the source of needs for product development and technical support. We will continue to provide innovative product and high-quality platform services, dedicate to becoming a partner trusted by customers, and guarantee to join hands with customers in a definite path of sustainability that complies with the market demand. |
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| Suppliers (or contractors/outsourcers) | They are the business partners of the Company. We need to cooperate closely with suppliers in terms of product quality, production and technical management, and after-sales services, for the purpose of establishing a developing sustainable supply chain. Besides, the appraisal and review of suppliers are an important process that benefits the establishment of a mutually beneficial model. |
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| Employees and other workers | Employees are the most important assets valued by Wendell as well as a key to our successful operation. Employees may be fully cared for and concerned and grow vigorously together with the Company only when we provide them with a friendly employment environment, improve our systems, abide by laws, regulations and rules, and care for employees physically and mentally as appropriate, so as to realize the goal of attracting more professional talents. In addition, talent cultivation is also a goal we are exerting continual efforts for. |
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| Government | Wendell abides by the latest laws and regulations and policy amendments of the competent authority, to comply with regulatory requirements. Wendell is employee-oriented. When any circumstance occurs, we guarantee to prioritize the compliance with laws and regulations and the safeguarding of employees’ interests. If employees’ interests are harmed, we will immediately manage to minimize the damages. In addition to the compliance with relevant regulations, the Company also conducts two-way communication with the competent authority. |
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| Social welfare organizations | Since its establishment, Wendell has not only focused on the growth and development of its main business, but also adhered to the concept of “Taking from society and using for society”, in the hope that we can become an excellent corporate citizen and give back to children and the elderly in need to spread the seeds of care. |
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| Academic and industry-university cooperation units | People are the most important assets of Wendell. We hope that more young students can be recommended by schools to apply the knowledge they have learned in practice through industry-university cooperation. Besides, we will help them find their interest as early as possible and expect that they will develop more creative ideas. Hopefully, these young students can get a stable job before graduation, and the employment rate of society can be improved. |
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Whistleblowing Treatment Mechanism
I.The whistleblowers shall provide at least the following information as investigation elements:
(I) Name of the whistleblower (anonymous whistleblowing allowed), and address, telephone and email available to reach the whistleblower.
(II) Name of the accused person, the title of the accused person in the service unit or department, and other information adequately identifying the identity of the accused person.
(III) Provision of specific reasons and evidence for whistleblowing with contents covering people, events, time, place, and objects as much as possible.
II.Processes for filing and acceptance of whistleblower cases:
(I) The unit accepting a whistleblower case shall judge whether it has the investigation elements mentioned in paragraph I above. The case will not be accepted if the required investigation elements are not fully presented. Then, the accepting unit will explain to the whistleblower and close the case.
(II) When a whistleblower case involves directors or senior supervisors, it shall be presented to the Independent Director: When the level to be reported to involves related parties or objects that shall excuse themselves, the higher level or a person other than stakeholders as separately assigned shall be determined as the object of acceptance.
(III) The project director designated by the President will fill out “Record Form of Whistleblower Incident” and then conduct investigation as soon as possible. To be specific, the results of preliminary investigation shall be completed within one month after the case is received (it may be postponed for one month as necessary).
(IV) If it is investigated and confirmed that the accused person indeed has violated relevant laws and regulations or the Company’s rules and regulations, this person shall be immediately required to stop relevant behaviors and receive appropriate treatment. Damage compensation may be requested through legal proceedings as necessary to safeguard the Company’s reputation and interests.
(V) Relevant written documents regarding the acceptance of reporting and investigation processes and results shall be retained and properly preserved for five years. These documents may be preserved electronically. When relevant lawsuits related to the notified contents occur before the expiry of the retention period, relevant data shall be continually preserved until the termination of litigation.
(VI) If the notified situation is investigated and confirmed to be true, relevant unit of the Company shall review relevant internal control system and operating procedures, and put forward improving measures to avoid the reoccurrence of same behaviors.
(VII) The project director of the Company shall report the whistleblower incident, investigation results and subsequent review and improvement measures to the President; if the accused person is a director, or a manager with rank equivalent to vice president or above, a report shall be submitted to the Independent Director.
Whistleblower Protection
The whistleblowers, the accused persons, and relevant personnel responsible for handling the cases shall not disclose related information to the outside world, and they shall bear the duty of confidentiality to avoid unfair treatment, retaliation or threat. The whistleblowers and relevant personnel are obliged to accept queries, give faithful replies, and provide relevant data.
Dedicated unit and whistleblowing channels
Acceptance and filing: President
External whistleblowing email: [email protected]
Internal whistleblowing email: Presidents’ email (already announced on the internal website of the Company)
Corporate Governance
Wendell’s corporate governance evaluation results continue to rank among the leading performers within its peer group.
Wendell continues to uphold the principles of integrity, sound management, and sustainable development by actively strengthening its corporate governance framework and enhancing the effectiveness of board operations. The Company also continues to improve information disclosure transparency, risk management mechanisms, and stakeholder communication in pursuit of robust governance and sustainable business operations. In the 12th Corporate Governance Evaluation, Wendell maintained its ranking within the top 6%–20% among TPEx-listed companies, and remained within the top 2%–10% category among companies with a market capitalization below NT$5 billion. These results reflect the Company’s ongoing efforts in strengthening board performance, advancing sustainable governance, ensuring regulatory compliance, and enhancing information transparency.
Looking ahead, we will continue to enhance our corporate governance framework and actively engage in ESG (Environmental, Social, and Governance) initiatives. Our goal is to pursue continuous improvement across all dimensions—not only to deliver solid returns for shareholders, but also to provide employees with a quality work environment, while creating positive impacts on society and the environment. Together, we strive toward a long-term, stable, and forward-looking development blueprint.
Execution of Duties and Continuing Education of the Corporate Governance Officer
The Board of Directors resolved on March 8, 2023, to appoint Mr. Cheng-Nan Yang, the Chief Financial Officer, as the Corporate Governance Officer. Mr. Yang is a certified public accountant and has over three years of experience in financial, shareholder services, and meeting management in a public company, meeting the qualification requirements prescribed by the competent authority.
The Corporate Governance Officer is responsible for promoting corporate governance matters, assisting the Board of Directors and functional committees in operating effectively, enhancing the transparency of information disclosure, and safeguarding the rights and interests of all shareholders and stakeholders. The Company will continue to strengthen its corporate governance mechanisms to improve operational efficiency and enhance sustainable development value.
- Key Highlights of the Corporate Governance Officer’s Annual Execution of Duties
1. In 2025, 10 Board meetings, 8 Audit Committee meetings, 4 Compensation Committee meetings, and 4 Sustainability Development Committee meetings were convened.
2. In 2025, 1 Annual General Shareholders’ Meeting and 1 Investor Conference were held.
3. Assisted directors with continuous education, and all training hours were in compliance with regulatory requirements.
4. Procured liability insurance for all directors and key officers and reported the renewal to the Board of Directors.
- Continuing Education
Date of Training | Institution | Course Title | Hours | Total Training Hours for the Year |
2025/03/26 | Chinese Corporate Governance Association | Seminar on Creating a New Era of Sustainability | 2 | 17 |
2025/06/11 | Accounting Research and Development Foundation, R.O.C. | Legal Liabilities of “Employee Fraud” and Practices in Internal Control and Internal Audit | 6 | |
2025/06/30 | Taipei Exchange | Investor Relations Management Sharing Session | 3 | |
2025/12/05 | Chinese Corporate Governance Association | Analysis of Fraud Techniques and Case Studies on Anti-Money Laundering Regulations | 3 | |
2025/12/05 | Chinese Corporate Governance Association | Corporate AI Applications and Innovation from Legal and Governance Perspectives | 3 |
Corporate Management
Implementation Status
Green Supply Chain
Innovative R&D Patents
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Wendell is committed to maintaining operational stability and effectively implementing supplier quality management systems. Upholding the principles of sustainable operations, the Company actively works to enhance its performance in Environmental, Social, and Governance (ESG) aspects. Furthermore, Wendell references international standards and initiatives such as the Responsible Business Alliance (RBA) Code of Conduct, the International Labour Organization Tripartite Declaration of Principles, and the United Nations Universal Declaration of Human Rights in integrating sustainability commitments into supplier agreements—ensuring the supply chain aligns with global sustainable development standards and promoting responsible corporate behavior.
Wendell follows human rights policy standards such as those outlined by the International Labour Organization (ILO). Through the Supplier ESG Assessment Questionnaire and the Supplier Sustainability Commitment Statement, the Company requires suppliers to refrain from employing labor below the legal minimum working age or child labor, prohibits forced overtime, and strictly bans any form of forced labor. These standards are also incorporated into the QMS ISO 9001 supplier selection procedures. The Company conducts unscheduled audits and investigations. If potential risks are identified or deficiencies are found during audits, Wendell will require the supplier to implement corrective actions within a specified time frame to ensure that labor conditions throughout the product supply chain comply with relevant regulations and international human rights standards.
As of January 2025, the Company has conducted assessments for 57 active suppliers, with the following results:
- Supplier ESG Assessment Questionnaire: completed by 48 suppliers, completion rate of 84%
- Supplier Sustainability Commitment Statement: signed by 54 suppliers, signing rate of 94%
The evaluation process of the Company is shown as follows:
Management of Hazardous Substances in Products
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Products and Service Items
All raw materials and auxiliary materials used in the Company’s products comply with EU RoHS and REACH regulations for hazardous substances. Complete Material Safety Data Sheets (MSDS) are available. Packaging materials meet the UL94-V-0 flame retardant standard, and products pass IEC 61000 electrical and electromagnetic compatibility (EMC) testing. Product labeling is transparent. In 2024, there were no violations related to product safety, labeling, marketing regulations, or anti-competitive practices.
Statistics of products or services acquired with safety certification items | ||
Name of product or service item | Safety certification | Ratio of assessed products or services provided to customer (%) |
Development, design and sales services of discrete components | ISO 9001 Quality management system | 100 |
Sales services of discrete components | ISO 14001 Environmental management system | 100 |
EMC and radio frequency identification laboratory | ISO/IEC 17025 | 100 |
Testing of hazardous substances in the chip | ROHS2.0 + Halogen report | 100 |
Remark: Percentage = (Total quantity of assessed products or services provided to customer/Total quantity of products or services provided to customers)*100 | ||
Customer Privacy
Wendell upholds a high level of responsibility in strictly protecting customer privacy and data security, ensuring that all business-related information is properly managed. All procurement contracts with customers and suppliers include confidentiality clauses to safeguard proprietary technologies and internal procedures of all parties. The Company has also established the Employee Confidentiality and Non-Compete Agreement (11003 V.02), which binds employees to confidentiality and non-compete obligations both during and after employment to prevent the leakage of confidential information. Internal document requests and access are managed separately by the Legal Department and the Human Resources Department to ensure data security and proper access control.
- During the 2024, all 44 new hires signed the Employee Confidentiality and Non-Compete Agreement (11003 V.02), achieving a 100% signing rate.
- During the 2024, 49 contracts with suppliers and customers included confidentiality clauses, with a 100% implementation rate.
In 2024, no incidents of customer data loss or leakage were reported, and the Company received no complaints or regulatory sanctions related to customer privacy. To further strengthen data protection, Wendell has established a concrete information security management plan and will continue enhancing privacy measures to maintain customer trust and data security.
Friendly Environment
Environmental Sustainability Management
Environmental Management and Yearly Progress
In compliance with environmental regulations established by the Ministry of Environment (such as the Air Pollution Control Act, Drinking Water Management Act, Waste Disposal Act, and Toxic and Concerned Chemical Substances Control Act), the Company has formulated environmental management procedures and energy-saving and waste-reduction guidelines, which are implemented by responsible departments through ISO 14001 activities.
In terms of energy and resource conservation, the Company has established a daily inspection system to ensure that non-essential power is turned off after working hours. In 2024, total electricity consumption decreased by 6,925 kWh compared with 2023, representing a 1.21% reduction, equivalent to approximately 3.28 tCO₂e.
In terms of waste management, the Company has adopted digital processes in office operations, promoted double-sided printing, implemented packaging carton recycling and reuse, and encouraged employees to use personal eco-friendly tableware, thereby reducing the environmental impact of business activities.
In terms of water resource management, the Company continues to promote water-saving and monitoring measures. By reducing faucet water pressure by 50%, unnecessary water consumption is effectively minimized.
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The energy consumption of the Company in the last two years is shown in the table below. In 2023 and 2024, the inventory boundary was extended to all the sites of the parent company :
Quantitative indicator | Unit | 2024 |
Power consumption | kWh/year | 565,111 |
GJ | 2034.4 | |
Gasoline consumption | L/year | 5198.9 |
GJ | 169.7 | |
Diesel consumption | L/year | 0 |
GJ | 0 | |
Specific measurement of the organization | (millions) revenue amount | (millions) revenue amount |
Specific measurement value of the organization | 1,755 | |
Total energy consumption | GJ | 2204.1 |
Energy intensity | GJ/(millions) revenue amount | 1.26 |
Notes: 1、The calorific value of electricity is converted as 1kWh=0.0036GJ. 2、For the sources of conversion coefficients, the calorific value of fuels is calculated according to Greenhouse Gas Emission Coefficient Management Table 6.0.4 issued by the Environmental Protection Administration. The specific coefficients are shown as follows: 7,609 kcal/L for gasoline; 8,642 kcal/L for diesel; 8,000 kcal/m3 for natural gas; 1 kcal=4.184 KJ. 3、The Company has completed its 2024 greenhouse gas inventory in accordance with ISO 14064-1:2018 standards, using 2023 as the base year. The 2024 inventory covers all types of energy consumption, including the actual fuel consumption of company vehicles, to ensure the completeness and accuracy of emissions data. | ||
Quantitative indicator | Unit | 2023 |
Power consumption | kWh/year | 572,036 |
GJ | 2059.3 | |
Gasoline consumption | L/year | 4,338.8 |
GJ | 141.6 | |
Diesel consumption | L/year | 0 |
GJ | 0 | |
Specific measurement of the organization | (millions) revenue amount | (millions) revenue amount |
Specific measurement value of the organization | 1,484 | |
Total energy consumption | GJ | 2200.9 |
Energy intensity | GJ/(millions) revenue amount | 1.48 |
Notes: 1、The calorific value of electricity is converted as 1kWh=0.0036GJ. 2、For the sources of conversion coefficients, the calorific value of fuels is calculated according to Greenhouse Gas Emission Coefficient Management Table 6.0.4 issued by the Environmental Protection Administration. The specific coefficients are shown as follows: 7,609 kcal/L for gasoline; 8,642 kcal/L for diesel; 8,000 kcal/m3 for natural gas; 1 kcal=4.184 KJ. 3、The Company has completed its 2024 greenhouse gas inventory in accordance with ISO 14064-1:2018 standards, using 2023 as the base year. The 2024 inventory covers all types of energy consumption, including the actual fuel consumption of company vehicles, to ensure the completeness and accuracy of emissions data. | ||
Energy-saving Results
The year 2024 is designated as the Company’s Carbon Reduction Year. The Company established the following programs to reduce energy consumption and achieve energy-saving results :
1、Set up the temperature of air-conditioning system at 25.5℃, and successively replace the lighting fixtures and emergency exit indicator light with LED energy-saving lamps.
2、Implement zoning control of power supply of air-conditioning system (cooling). Reduce the quantity of lamps in places with relatively low demand for illuminance given that no safety risk exists.
3、Shut down unnecessary lighting equipment during the noon break. The Company provides table lamps for colleagues who need lighting during the noon break.
4、Gradually review and remove inefficient outdated equipment.
5、Purchase energy-saving equipment with high efficiency and products with “Green Label” with priority.
6、Enhance awareness on turning off power for lighting, air conditioning, and projection equipment, and encourage the habit of switching off power when not in use.
7、Require colleagues who get off duty at last to conduct patrolling of all the power supplies of the Company supposed to be shut down (lamps, air-conditioning, water dispenser, copying machine, coffee machine, etc.).
8、Install thermal-insulated curtains for cooling.
9、Give subsidies to colleagues for sharing taxies (Qizhang and Dapinglin Metro Station-Company) in order to encourage colleagues to use public transportation during commuting.
Energy Consumption Reduction/Energy Conservation for Customers with Our Products
In response to the era of miniaturization of system products and emphasis on high-efficiency transmission, the issue of system heating becomes particularly important. In addition to the provision of products that comply with customers’ applications, we are also dedicated to developing heat dissipation programs to customers for their systems regarding the issue of system heating, so as to lower the power consumption of the customers.
The Material Business Department of the Company successfully developed a composite product with the performance of EMI shielding and high heat dissipation. When the customers perform tests using our composite heat dissipation material under same conditions and scenarios, the temperature of CPU can be reduced by 5.591℃.
Water Resource Management
The Company’s operations are based in Xindian District, New Taipei City, and the primary water source is municipal tap water drawn from the Feitsui Reservoir. As the Company has no factories or production facilities, it is classified as a low water-consuming enterprise. Water usage is primarily limited to daily office needs, and there is no use of industrial process water or wastewater discharge during operations.
To ensure sustainable water management, the Company conducts water risk assessments using water resource risk analysis tools. Assessment results indicate that the Company’s operating location is in a medium-to-low risk area, with stable water supply and no significant shortage risks.
The Company continues to implement water conservation and monitoring measures, including:
- Reducing faucet water pressure by 50% to minimize unnecessary water consumption.
- Regularly reviewing water usage data by recording water meter readings from monthly utility bills to monitor for abnormal changes.
- Posting signages to promote water conservation and prevent waste.
Based on the Company’s water usage data over the past two years, total water consumption in 2024 increased by approximately 2.5% compared to 2023. The rise in consumption may be attributed to an increase in office personnel or changes in usage behavior. The Company will further analyze the trend and strengthen conservation measures to improve water use efficiency. Using 2023 as the base year, the Company aims to reduce water consumption by 3% within three years.
Looking ahead, the Company will continue to improve water use efficiency through ongoing monitoring and conservation efforts to ensure sustainable water utilization.
2024 | |
Water withdrawal (Unit: 1,000,000L) | 3.13 |
Water discharge (Unit: 1,000,000L) | 3.13 |
Water consumption (Unit: 1,000,000L) | 0.00 |
Specific measurement of the organization (Unit) | (millions) revenue amount |
Specific measurement value of the organization | 1,755 |
Intensity of water consumption | 1.78 |
Notes:
| |
2023 | |
Water withdrawal (Unit: 1,000,000L) | 3.05 |
Water discharge (Unit: 1,000,000L) | 3.05 |
Water consumption (Unit: 1,000,000L) | 0.00 |
Specific measurement of the organization (Unit) | (millions) revenue amount |
Specific measurement value of the organization | 1,484 |
Intensity of water consumption | 2.06 |
Notes:
| |
Greenhouse Gas Inventory
The Company follows the ISO 14064-1:2018 standard and complies with the climate information disclosure guidelines set by the Financial Supervisory Commission (FSC). It has proactively expanded the inventory scope to include all corporate locations of the parent company ahead of schedule. In 2024, the Company successfully completed ISO 14064-1 third-party verification—four years earlier than the timeline outlined in the FSC’s Sustainable Development Roadmap—demonstrating Wendell’s strong commitment to environmental responsibility and sustainable operations.
The current inventory includes:
- Scope 1：Direct Greenhouse Gas Emissions
- Emissions from fuel consumption of company vehicles and refrigerant leakage from office equipment.
- As the Company has no factories or stationary combustion sources, Scope 1 emissions primarily arise from transportation and cooling systems.
- Scope 2：Indirect Greenhouse Gas Emissions from Energy Consumption
- Emissions from electricity used in office operations.
In 2024, total greenhouse gas emissions were 296.4 metric tons CO₂e, a reduction of 16.6 metric tons compared to 313.0 metric tons CO₂e in 2023—representing a 5.3% decrease and indicating the initial effectiveness of emission control measures.
Item | 2024 |
Scope 1: Direct Greenhouse Gas Emissions (tonCO2e) | 26.5 |
Scope 2: Indirect Greenhouse Gas Emissions (tonCO2e) | 269.9 |
Total emissions = Scope 1 + Scope 2 (tonCO2e) | 296.4 |
Total (tonCO2e) | 296.4 |
Intensity of greenhouse gas emissions (tonCO2e/(millions) revenue amount) | 0.17 |
Notes: 1、Scope 1 refers to emission sources directly owned or controlled by the Company, including fixed combustion sources, process emissions, mobile combustion sources, and fugitive emission sources. Emission factors were calculated with reference to the 2006 IPCC Guidelines for National Greenhouse Gas Inventories. 2、Scope 2 refers to direct energy emissions, including purchased electricity. 3、Types of greenhouse gas emissions: Seven greenhouse gases in total, i.e., carbon dioxide (CO2), methane (CH4), nitrous oxide (N2O), hydrofluorocarbons (HFCs), perfluorocarbons (PFCs), sulfur hexafluoride (SF6), and nitrogen trifluoride (NF3). 4、The emission factor for purchased electricity is based on the value announced by the Energy Administration, Ministry of Economic Affairs. In 2024, the electricity emission factor is 0.474 kgCO₂e/kWh. | |
In Q2 2025, the Company successfully passed ISO 14064-1 third-party verification, ensuring the accuracy and transparency of its emissions data. To further reduce carbon emissions, the Company has adopted various energy-saving and carbon-reduction measures (see p.67-78) and will continue promoting GHG inventories and carbon reduction actions. In line with international carbon reduction trends, the Company plans to expand its future inventory scope to include Scope 3 emissions.
During the 2024, the Company reported no emissions of ozone-depleting substances and no significant emissions of major air pollutants such as nitrogen oxides (NOₓ), sulfur oxides (SOₓ), total suspended particulates (TSP), or volatile organic compounds (VOCs).
Waste Management
Upholding the principles of resource conservation and environmental sustainability, the Company continues to promote waste reduction and resource reuse. Internally, the office has adopted paperless operations, double-sided printing, and the reuse of packaging boxes. Employees are also encouraged to bring their own reusable tableware to reduce the environmental impact of operations.
Since the Company has no manufacturing plants or production equipment, there is no process-generated waste. The primary waste produced during operations consists of tin dross and scrap boards generated from test equipment, most of which result from testing products provided by customers. Therefore, opportunities for waste reduction are limited. All waste is legally handled by licensed third-party disposal companies in accordance with applicable regulations. Unprocessed waste is properly sorted, managed, and stored in secure locations.
In 2024, the total waste volume did not meet the minimum threshold for collection. Accumulated waste will be processed in 2025. The Company will continue to evaluate its waste management performance and explore further reduction and recycling initiatives to improve resource efficiency and reduce environmental impact.
Diversified Workplace
Talent Cultivation and Retention
The turnover rate of employees is closely related to the Company’s stability. An excessive turnover rate will affect the organizational development. Therefore, we continue to take various measures to attract talents, listen to employees’ voice, increase new labor, and archive the suitable development and long-term retention of employees at the Company.
Wendell provides competitive compensation and encouraging bonus according to the market salary level, and dedicates to giving bigger development space to talents. The Company sets aside distributable earnings to employees every year, and continues to improve employees’ welfare and work environment, so as to increase high-quality and stable manpower.
To incentivize senior executives, outstanding key professionals, and all employees to prioritize long-term, comprehensive performance and achieve sustainable development, starting in 2024, we will align our sustainability strategies and goals with the short-term and long-term incentive compensation for our Chairman and CEO, General Manager, senior executives, and heads of various departments.
1. Chairman and CEO, General Manager – Performance Indicators – Sustainability Performance:
Business performance, corporate governance and ethical business practices, risk management and regulatory compliance, environmental sustainability, and climate change.
2. Senior Executives- Performance Indicators – Sustainability Performance:
Business performance, corporate governance and ethical business practices, risk management and regulatory compliance, talent development and retention, environmental sustainability, and climate change.
3. Department Heads – Performance Indicators – Sustainability Performance:
Business performance, risk management and regulatory compliance, innovation and patent development, talent development and retention, environmental sustainability, and climate change.
Composition of Employee
General Information of Number of Employees of Wendell in 2024 | ||||
Region | Type of contract | Female | Male | Total number |
Taiwan | Number of employees | 102 | 76 | 178 |
Number of regular employees | 102 | 76 | 178 | |
Number of full-time employees | 102 | 76 | 178 | |
Note: The Company does not have employees without guaranteed hours. | ||||
Information of Workers Who are not Workers of Wendell in 2024 | ||
Type of worker | Contractual relationship with the Company | Total number of workers |
Professional consultant | Appointed | 1 |
Cleaning personnel | Appointed | 3 |
Those serve as the senior management of the Company are the managers of the Company and supervisors at the division level or above. 100% of them are residents in Taiwan. The distribution of ranks of employees in recent three years is as follows:
Year | 2022 | 2023 | 2024 | ||
Item/Gender | Age | No. of employees | No. of employees | No. of employees | |
Supervisors | Male | Below 30 | 0 | 0 | 0 |
31-50 | 4 | 5 | 5 | ||
Above 51 | 2 | 2 | 3 | ||
Female | Below 30 | 0 | 0 | 0 | |
31-50 | 3 | 2 | 2 | ||
Above 51 | 1 | 1 | 1 | ||
Total supervisors | 10 | 10 | 11 | ||
Nonsupervisor personnel | Male | Below 30 | 15 | 18 | 23 |
31-50 | 36 | 36 | 41 | ||
Above 51 | 4 | 3 | 4 | ||
Female | Below 30 | 20 | 20 | 26 | |
31-50 | 63 | 68 | 70 | ||
Above 51 | 2 | 2 | 3 | ||
Total non-supervisor personnel | 140 | 148 | 167 | ||
Total regular personnel | 150 | 158 | 178 | ||
Number and Proportion of New Hires | ||||||||||||
Year | 2022 | 2023 | 2024 | |||||||||
Gender | Male | Female | Male | Female | Male | Female | ||||||
Age/Item | No. of employees | New employment rate (%) | No. of employees | New employment rate (%) | No. of employees | New employment rate (%) | No. of employees | New employment rate (%) | No. of employees | New employment rate (%) | No. of employees | New employment rate (%) |
Below 30 | 6 | 4.00% | 10 | 6.67% | 8 | 5.06% | 6 | 3.80% | 10 | 5.06% | 13 | 3.80% |
31-50 | 5 | 3.33% | 15 | 10.00% | 3 | 1.90% | 10 | 6.33% | 12 | 1.90% | 9 | 6.33% |
Above 51 | 0 | – | 0 | – | 0 | – | 0 | – | 0 | – | 0 | – |
Total number of employees at the end of the year | 150 | 158 | 178 | |||||||||
Average monthly new employment rate (%) | 2.00% | 1.42% | 2.06% | |||||||||
Notes: 1. The number of new employees does not exclude those who resign in midway | ||||||||||||
Number and Proportion of Employee Departures | ||||||||||||
Year | 2022 | 2023 | 2024 | |||||||||
Gender | Male | Female | Male | Female | Male | Female | ||||||
Age/Item | No. of employees | Separation rate (%) | No. of employees | Separation rate (%) | No. of employees | Separation rate (%) | No. of employees | Separation rate (%) | No. of employees | Separation rate (%) | No. of employees | Separation rate (%) |
Below 30 | 3 | 2.00% | 5 | 3.33% | 5 | 3.16% | 6 | 3.80% | 4 | 3.16% | 3 | 3.80% |
31-50 | 7 | 4.67% | 12 | 8.00% | 2 | 1.27% | 6 | 3.80% | 6 | 1.27% | 10 | 3.80% |
Above 51 | 1 | 6.70% | 0 | – | 0 | 0.00% | 0 | 0.00% | 1 | 0.00% | 0 | 0.00% |
Total number of employees at the end of the year | 150 | 158 | 178 | |||||||||
Average monthly separation employment rate (%) | 1.56% | 1.00% | 1.12% | |||||||||
Notes： 1. Typesof separated employees of the Company are defined as resignation, dismissal,discharge from office, retirement, or death in line of duty. 2.Separation rate of male (female) employees in this age group = Number of separated male (female) employees in this age group in current year/Total number of employees in the operations at the end of the year. 4. Average monthly separation employment rate =Number of separated employees in current year/Total number of employees in the operations at the end of the year/12. 5.In 2024, a total of 24 employees separated, of which 17 were voluntary resignations, resulting in a voluntary resignation rate of 71%. | ||||||||||||
Compensation System
The remuneration system of Wendell does not differ based on gender. Employees’ remuneration is verified and determined based on their work contents and working ability, and unexperienced workers will not get paid differently based on gender. Their remuneration will be adjusted every year based on work performance. Besides, the Company would investigate the market salary level every year and then adjust employees’ salaries accordingly, to ensure that its salary level accords with the market. By doing this, the Company expects to attract and retain excellent employees, to improve the corporate competitiveness and overall operating performance.
As of the end of the report period, the ratios between the standard salaries of basic-level male and female employees of Wendell and the local minimum wage standard are shown in the following table:
Country/Region | Ratio between the standard salary of basic-level male employees and the local minimum wage standard (%) | Ratio between the standard salary of basic-level female employees and the local minimum wage standard (%) |
Taiwan | 1.56 | 1.59 |
The starting salaries offered by the Company comply with the basic salary standard stipulated in the Labor Standards Act regardless of gender. Since the salaries are paid based on seniority, work performance, etc., the pay ratios differ according to different positions. The annual pay ratios of the Company during the report period in 2024 are shown in the following table:
Pay ratio of each position | Number | Total annual pay (NT$) | Pay ratio (%) | |||
Female | Male | Female | Male | Female | Male | |
Management position | 6 | 9 | 10,800,599 | 25,928,253 | 0.63 | 1 |
Non-management position | 106 | 78 | 80,955,975 | 53,099,019 | 1.12 | 1 |
Direct personnel | 0 | 20 | 0 | 10,157,581 | 0 | 1 |
Indirect personnel | 112 | 67 | 91,756,574 | 68,869,691 | 0.8 | 1 |
Remarks: 1.Ratio of basic salary and remuneration of women to men (annual pay ratio): Refer to “Average annual pay of female employees of this category/Average annual pay of male employees of this category”. 2.Since four people, including the Chairman (also the CEO), the President, and vice presidents, are all males, they had relatively higher annual pays due to their ranks. As a result, the pay ratio between male and female employees in the management positions was relatively high. Also, since these 4 people are indirect personnel, the pay ratio between male and female indirect personnel was also high. | ||||||
For information on the average and median salary of full-time non-supervisory employees, and the changes from the previous year, please refer to the Market Observation Post System > Summary Reports > Corporate Governance > Employee Benefits and Compensation Statistics > Full-Time Non-Supervisory Employee Compensation: https://mops.twse.com.tw/mops/#/web/t100sb15.
Complete Employee Welfare
Complete insurance plans | The Company not only protects employees but also extends care to their families. Coverage includes life, accident, and medical insurance. • Comprehensive Hospitalization and Accident Coverage In addition to mandatory government social insurance, the Company provides a comprehensive employer-paid group insurance plan that covers employees, their spouses, and children. Whether for hospitalization due to illness or injuries from accidents, the Company offers medical and accident insurance to ease the financial burden and allow employees to focus on recovery. • Family Coverage for Thoughtful Protection The Company fully subsidizes insurance premiums for employees’ spouses and children to ensure comprehensive care for the whole family. • Exclusive Coverage for Long-Term Service Employees with three or more years of service are eligible for an additional life insurance policy that provides NT$2 million in death and total disability coverage—offering added peace of mind for the future. • Simple and Transparent Claims Process The claim procedure is straightforward: employees only need to submit the original doctor’s certificate and a copy of the receipt to apply—minimizing paperwork so they can focus on their health. |
Thoughtful work environment and measures | • Healthy bento and massage • Sharing taxis, shuttle service for business trips, and subsidizing the purchasing of cold-proof equipment • Supply of coffee and snacks To provide colleagues with more new knowledge, many banks and insurance companies regularly hold lectures and provide onsite services. |
Balanced Work and Parenthood | • A comfortable maternity environment • 10-week paid maternity leave • Flexible Parental Leave The Company not only encourages the use of parental leave but also supports flexible parental leave arrangements. |
Comprehensive Health Care | Advanced health checkups, health consultation, flu vaccination, and monthly health newsletters. |
Happy flexible holidays | • Travel allowance and travel leave Employees who participate in company-organized volunteer events receive equivalent time off. |
Praise and appreciation | • Perfect attendance bonus |
Employee recommendation reward | • Recommendation bonus |
Diverse Benefits and Activities
| • Various cash gifts and condolence payments • In 2024, the budget of welfare benefits reached NT$ 2,943,880. This amount was fully paid back to colleagues. A total of 554 person-times shared the benefits. • May: Lao-Mei Beach Cleanup – 79 total participants；July & August: Departmental gatherings – 160 total participants • October: Yilan Employee Trip – 145 total participants；December: Christmas Celebration – 170 total participants |
Employee Satisfaction Survey
Wendell places great importance on employees’ actual experiences and workplace perceptions. Through an annual employee satisfaction survey, the Company listens to employee feedback and uses the results as a key basis for improving internal systems and fostering a friendly and inclusive workplace. The survey covers all employees of Wendell Industrial Co., Ltd., with an overall employee satisfaction score of 82.65% in 2025, exceeding the target of 70%. Satisfaction levels are continuously monitored and discussed through quarterly labor–management meetings to strengthen two-way communication. In response to employee feedback, Wendell implemented multiple improvement initiatives in 2025, including introducing AI tools and allowing employees to apply for access to enhance work efficiency and innovation; upgrading restroom facilities and establishing gender-inclusive restrooms to address the shortage of women’s restrooms; and optimizing the employee lunch program by offering a wider variety of meal options to meet diverse dietary needs.
Employee Education and Training
In terms of professional skills, the Company offers diverse training in technology, finance, and occupational safety. Employees are also encouraged to obtain Green Environmental Management Specialist certification, demonstrating the Company’s commitment to sustainable development. Additionally, employee well-being is prioritized through wellness seminars on stress management, eye care, and prevention of lower back and shoulder pain.
Looking forward, Wendell will continue to optimize its training programs, strengthen ESG capacity building, and promote cross-departmental learning to ensure employees grow in tandem with the Company and jointly advance sustainability efforts.The Company’s overall return on investment in human capital in 2024 was 5.04.
Employee Performance Evaluation, Promotion, and Job Rotation
Wendell Industrial adheres to the principles of fairness, justice, and transparency by conducting performance evaluations twice a year to assess employee performance and development potential, ensuring alignment between personal goals and organizational strategy. The performance appraisal system incorporates Key Performance Indicators (KPIs), clearly quantifying both financial and non-financial objectives, with regular tracking and feedback to tightly link individual performance with the Company’s sustainability strategy.
Employee Pension System and Execution Status
The Company has established a comprehensive and transparent retirement system in accordance with the “Labor Standards Act,” the “Labor Pension Act,” and the Company’s internal “Work Rules” to ensure that every employee receives adequate financial security upon retirement.
- Pension under the Old Labor Retirement System：For employees covered under the old pension system, the Company makes full and regular monthly contributions to a dedicated retirement reserve account held at Bank of Taiwan. This ensures that employees receive their statutory pension upon retirement, securing their post-retirement livelihood.
- Pension under the New Labor Pension System：In line with the “Labor Pension Act,” the Company contributes 6% of each eligible employee’s monthly salary to their individual pension account. Employees also have the option to make additional voluntary contributions ranging from 0% to 6%, allowing them to accumulate more retirement funds and ensuring a better quality of life after retirement.
- Post-Retirement Reemployment and Knowledge Transfer： The Company actively promotes a “Rehire After Retirement” program, aimed at leveraging the extensive experience and expertise of retired employees. Through job redesign and flexible work hours, retired employees who are willing to continue contributing are encouraged to return to the workplace. This facilitates the smooth transfer of knowledge and experience within the organization. In 2021, one employee was successfully rehired within one month of retirement, achieving a 100% re-employment rate. The employee’s duties were adjusted to a less demanding role and combined with a consultant function, assisting in mentoring junior colleagues. The employee expressed high satisfaction with the re-employment arrangement. Furthermore, the Company provides daily healthy lunches to participants in the re-employment program, reducing their daily burden and ensuring their well-being—demonstrating the Company’s holistic care for its retired employees.
Employee Diversity and Equality
Wendell believes that a diverse employee background and equal opportunities are the foundation of organizational innovation. The Company is committed to cultivating an inclusive and innovation-driven workplace culture. Referencing the Global Reporting Initiative (GRI) indicators on diversity and equal opportunity, we actively implement diverse strategies in recruitment and employee development. Through internal training and cross-cultural exchange, we aim to enhance employees’ understanding of diversity issues, while using specific metrics to monitor gender ratios and the employment of minority groups within the Company.
Human Rights Policy
Wendell Industrial is committed to respecting and protecting the fundamental human rights of all employees and stakeholders. We operate in accordance with the International Bill of Human Rights, the core labor standards of the International Labour Organization (ILO), and the Ten Principles of the United Nations Global Compact to ensure that our operations comply with both domestic and international regulations. We regularly assess potential risks of forced labor, human trafficking, and child labor within our operations and supply chain to ensure that all work is voluntary and in compliance with the legal minimum age requirements. We also promote human rights education through onboarding training and awareness campaigns to improve employees’ knowledge and sensitivity to human rights issues.
- Anti-Discrimination and Sexual Harassment Prevention
- Eradication of Forced Labor
- Respect for Labor Rights
- Prohibition of Child and Underage Labor
Recruitment of Employees from Diversified Ethnic Groups
The employment of of employees from diversified ethnic groups in the recent three years is detailed in the table below:
Year | 2022 | 2023 | 2024 | ||
Item/Gender | Age | Number | Number | Number | |
Minority or disadvantaged groups | Male | Below 30 | 1 | 0 | 0 |
30-50 | 0 | 1 | 1 | ||
Above 51 | 0 | 0 | 0 | ||
Female | Below 30 | 0 | 0 | 0 | |
30-50 | 1 | 1 | 0 | ||
Above 51 | 0 | 0 | 0 | ||
Note: Minority or disadvantaged groups refer to groups with specific conditions or characteristics (e.g., economy, physiology, politics, and society). These groups may suffer greater negative impacts from organizational activities compared to other general social groups. | |||||
Diversity and Inclusion Initiatives
Wendell is committed to fostering a diverse and inclusive workplace and actively promotes gender equality while paying special attention to the varying needs and support required at different life stages of employees.
In terms of leave policies, the Company provides 60 hours of prenatal check-up leave, significantly exceeding legal requirements, and allows employees to take leave in flexible 30-minute increments to balance work and family needs. For male employees, the Company offers legally mandated paternity and prenatal accompaniment leave, also in 30-minute increments, encouraging men to fully utilize their leave to accompany their partners through pregnancy, postpartum recovery, and child-rearing phases. Additionally, employees are granted three days of paid family care leave per year to support those balancing responsibilities for both elderly parents and young children, helping to ease the dual pressures of work and family care.
For job arrangements and health support, the Company has established a comprehensive job adjustment mechanism for pregnant employees, regardless of gender. The Company proactively monitors and evaluates their job responsibilities and provides timely workload adjustments and flexible arrangements to ensure the overall well-being of employees and their families. Occupational health nurses are specially appointed to provide professional health consultations for employees with parenting needs, including prenatal, perinatal, and postpartum support. The Company takes a proactive approach in understanding employees’ physical and mental health and offers appropriate advice and assistance.
The Company also actively encourages employees to apply for parental leave without pay and participates in the Ministry of Labor’s pilot program for flexible parental leave, helping employees manage their work and family responsibilities more flexibly and achieve better work-life balance.
Implementation Status of Unpaid Parental Leave
Year | 2022 | 2023 | 2024 | ||||||
Gender/Total | Male | Female | Total | Male | Female | Total | Male | Female | Total |
Number of employees qualified to apply for unpaid parental leave A | 3 | 8 | 11 | 4 | 11 | 15 | 8 | 9 | 17 |
Number of employees applying for unpaid parental leave in current year B | 1 | 6 | 7 | 0 | 4 | 4 | 1 | 4 | 5 |
Number of employees who are supposed to be reinstated from unpaid parental leave in current year C | 1 | 4 | 5 | 0 | 5 | 5 | 1 | 2 | 3 |
Number of employees reinstated from unpaid parental leave in current year D | 1 | 4 | 5 | 0 | 4 | 4 | 1 | 2 | 3 |
Number of employees actually reinstated from unpaid parental leave in the previous year E | 0 | 0 | 0 | 1 | 3 | 4 | 0 | 4 | 4 |
Number of employees working continually for one year after reinstatement from unpaid parental leave in the previous year F | 0 | 0 | 0 | 0 | 2 | 2 | 0 | 3 | 3 |
Reinstatement rate of employees returning from unpaid parental leave in current year % (D/C) | 100 | 100 | 100 | 0 | 80 | 80 | 100 | 100 | 100 |
Retention rate of employees returning from unpaid parental leave in current year % (F/E) | 0 | 0 | 0 | 0 | 67 | 50 | 0 | 75 | 75 |
Calculation methods: 1. Number of employees supposed to be reinstated = Number of employees expected to be reinstated from unpaid parental leave in current year. 2. Number of employees staying in the Company for year N=Number of employees reinstated in year N-1 + Number of in-service employees as of December 31, year N. | |||||||||
Minimum Notice Period for Operational Changes
In the event of major operational changes requiring employee layoffs or adjustments, the Company complies with the Labor Standards Act in all related procedures. In 2024, no cases of employee layoff occurred at the Company.
Occupational Health and Safety Management
The Company places great importance on employees’ physical and mental well-being and workplace safety, striving to create a safe and comfortable working environment. Through well-established communication mechanisms and ongoing care, we ensure that every employee can thrive in a friendly and healthy workplace, thereby improving overall efficiency and job satisfaction. The Company provides benefits that exceed legal requirements and actively promotes health management and occupational safety systems. Each year, we conduct training sessions related to occupational health and safety to enhance employee awareness and regularly hold safety meetings to strengthen workplace safety management. Additionally, we continue to improve nursing and lactation room facilities to better support employees in need.
In terms of health management, the Company arranges regular consultations with nurses and physicians to monitor employees’ physical and mental well-being and provide appropriate health advice. We are also gradually implementing the ISO 45001 Occupational Health and Safety Management System in order to elevate our safety management standards in line with international benchmarks.
Furthermore, the Company continuously reviews and enhances existing health management measures. Over the past year, we have provided health consultations to several employees and plan to expand the scope of services to ensure that more colleagues receive appropriate care. We have also established a grievance and whistleblower mechanism to allow employees to promptly report issues related to unfair treatment or health and safety concerns and to receive timely assistance and resolution. Through these efforts, we aim to ensure that every employee can work with peace of mind in a safe, healthy, and caring environment and grow together with the Company.
Comprehensive Health Management System
Employees’ health is one of Wendell’s most valued assets. We firmly believe that only healthy employees can support a strong and sustainable enterprise. To this end, the Company has implemented a comprehensive and well-structured annual health checkup program. Regardless of age or position, every employee is entitled to a free annual health examination. In 2024, a total of 136 employees participated, achieving a participation rate of 94%, with an average cost per person of NT$8,400. The examinations were conducted at a professional health management center with separate laboratory and diagnostic services, offering a comfortable and relaxed environment along with a hearty lunch for participants.
Influenza Vaccination
Each October, ahead of the peak flu season, the Company arranges for medical teams to provide on-site influenza vaccinations at no cost to employees, using imported vaccines. For employees stationed at external locations, the Company coordinates with nearby clinics to ensure that all personnel receive equal access to health protection.
Promotion of Age-Friendly Workplaces
Wendell values the work needs of employees across all age groups, with special attention to challenges faced by middle-aged and senior employees due to aging. The Company proactively identifies difficulties these employees encounter in the workplace and, based on actual needs, implements job redesign and purchases assistive equipment—investing a total of NT$120,000. Examples of equipment include magnifying glasses, ergonomic chairs, larger computer monitors, and lightweight handling tools, all aimed at reducing physical workload and improving work efficiency and safety.
Occupational Safety and Health Education and Implementation
The Company places great importance on occupational safety and health, and is committed to enhancing employees’ safety awareness and emergency response capabilities through comprehensive and diversified training programs.
The Company’s occupational safety and health management regulations cover all full-time employees as well as non-employee workers (including outsourced cleaning personnel), achieving 100% coverage. No employee or non-employee worker is excluded from this management mechanism, ensuring the comprehensive implementation of our safety and health management objectives.
Statistical Table of Employees’ Occupational Injuries | ||||
Category | Item | 2022 | 2023 | 2024 |
Total working hours | Total working hours of female employees | 179,344 | 183,040 | 192,776 |
Total working hours of male employees | 123,472 | 127,120 | 139,224 | |
Total working hours | 302,816 | 310,160 | 332,000 | |
Death toll caused by occupational injuries | Number of female deaths (person-times) | 0 | 0 | 0 |
Number of male deaths (person-times) | 0 | 0 | 0 | |
Total deaths (person-times) | 0 | 0 | 0 | |
Number of employees suffering serious occupational injuries (exclusive of deaths) | Total number of female employees suffering serious occupational injuries (person-times) | 0 | 0 | 0 |
Total number of male employees suffering serious occupational injuries (person-times) | 0 | 0 | 0 | |
Total number of employees suffering serious occupational injuries (person-times) | 0 | 0 | 0 | |
Number of recordable occupational injuries (including deaths and number of employees suffering serious occupational injuries) | Total number of female employees suffering occupational injuries (person-times) | 0 | 0 | 0 |
Total number of male employees suffering occupational injuries (person-times) | 0 | 0 | 0 | |
Total number of employees suffering occupational injuries (person-times) | 0 | 0 | 0 | |
Mortality ratio caused by occupational injuries % | 0.00 | 0.00 | 0.00 | |
Ratio of serious occupational injuries % | 0.00 | 0.00 | 0.00 | |
Ratio of recordable occupational injuries % | 0.00 | 0.00 | 0.00 | |
1. Mortality ratio of caused by occupational injuries = (Deaths caused by occupational injuries/Working hours) *1,000,000 2. Ratio of serious occupational injuries = (Number of serious occupational injuries (exclusive of deaths)/Working hours) *1,000,000 3. Ratio of recordable occupational injuries = (Number of recordable occupational injuries (including deaths and number of employees suffering serious occupational injuries/Working hours) *1,000,000 4. A serious occupational injury refers to an occupational injury resulting in the failure of the injured to restore health within 6 months. 5. Recordable occupational injuries do not include occupational injuries caused during commuting. | ||||
Statistical Table of Occupational Injuries of Workers Who are not Employees | ||||
Category | Item | 2022 | 2023 | 2024 |
Total working hours | Total working hours of female workers | 5,240 | 4,980 | 4,960 |
Total working hours of male workers | 0 | 0 | 0 | |
Total working hours | 5,240 | 4,980 | 4,960 | |
Death toll caused by occupational injuries | Number of female deaths (person-times) | 0 | 0 | 0 |
Number of male deaths (person-times) | 0 | 0 | 0 | |
Total deaths (person-times) | 0 | 0 | 0 | |
Number of workers suffering serious occupational injuries (exclusive of deaths) | Total number of female workers suffering serious occupational injuries (person-times) | 0 | 0 | 0 |
Total number of male workers suffering serious occupational injuries (person-times) | 0 | 0 | 0 | |
Total number of workers suffering serious occupational injuries (person-times) | 0 | 0 | 0 | |
Number of recordable occupational injuries (including deaths and number of workers suffering serious occupational injuries) | Total number of female workers suffering occupational injuries (person-times) | 0 | 0 | 0 |
Total number of male workers suffering occupational injuries (person-times) | 0 | 0 | 0 | |
Total number of workers suffering occupational injuries (person-times) | 0 | 0 | 0 | |
Mortality ratio caused by occupational injuries % | 0.00 | 0.00 | 0.00 | |
Ratio of serious occupational injuries % | 0.00 | 0.00 | 0.00 | |
Ratio of recordable occupational injuries % | 0.00 | 0.00 | 0.00 | |
Notes: 1. Mortality ratio of caused by occupational injuries = (Deaths caused by occupational injuries/Working hours) *1,000,000 2. Ratio of serious occupational injuries = (Number of serious occupational injuries (exclusive of deaths)/Working hours) *1,000,000 3. Ratio of recordable occupational injuries = (Number of recordable occupational injuries (including deaths and number of workers suffering serious occupational injuries/Working hours) *1,000,000 4. A serious occupational injury refers to an occupational injury resulting in the failure of the injured to restore health within 6 months. 5. Recordable occupational injuries do not include occupational injuries caused during commuting. | ||||
Corporate Social Responsibility
Wendell has always upheld the belief that “what is taken from society should be used for society.” Leveraging corporate resources and employee participation, the Company actively engages in public welfare activities, ranging from social care to environmental protection, with the aim of generating a positive impact on society.
In 2024, the Company contributed a total of NT$3,893,850 in charitable expenditures, with 2,307 instances of participation and a total of 889 volunteer hours. In collaboration with The Pearl S. Buck Foundation, Wendell donated NT$1,074,000 to support 60 underprivileged children from immigrant families and their households, enabling these children to grow in a safe environment and assisting the families in gradually realizing their entrepreneurial dreams.
Name of activity | Content | Sessions | Budget invested | Responding person-times | Achievement |
Adoption activity of The Pearl S. Buck Foundation | Sponsoring scholarships for children at The Pearl S. Buck Foundation | 12 | 1,074,000 | 170 | 60 children obtained scholarships every month. |
Gift boxes during the Mid-Autumn Festival | Purchasing gift boxes from charity groups during the Mid-Autumn Festival | 1 | 399,529 | 1,329 | A total of 1,329 gift boxes were purchased. |
Massage experience | Inviting visually impaired massagists to provide massage service for colleagues | 49 | 166,400 | 441 | We invited visually impaired massage therapists for 49 sessions, delivering massage services to a total of 441 individuals. |
Sponsorship of Athletes | Sponsorship of various athletes | 1 | 2,172,000 | 3 | Boxing, diving, and school table tennis athletes |
Employee Volunteering | Volunteering, charity, environmental protection, donations, etc. | 11 | 81,921 | 364 | Company employees jointly participated in public welfare |
Environmental Stewardship
Sustainability Report
Independent Assurance Statement
Giving back
News!! “Cheer for Dreams! Wendell and Gan Jia-wei Join Forces for Olympic Glory”
After achieving impressive results at the Asian Games, Gan Jia-wei, was supported by Wendell with a press conference held on March 14th and a sponsorship of 2 million to fully prepare for the upcoming Olympic Games. Let’s all cheer for athlete Gan Jia-wei and look forward to him bringing honor to Taiwan at the Paris Olympics, creating even more glory!”
Scholarships
The next generation
In 2006, Wendell set up the Kao Fu-Sheng Scholarship, starting in our neighborhood community and cooperates with elementary schools in Wen-Shan District. Wendell provides scholarships to students who perform well, and those who require assistance. The schools will audit the qualifications and implement the system with certainty.
During these years, there are more than 1400 students receiving the benefit, and schools that have participated are Mu-Zha Primary School, Ming Dao Elementary School, WanFang Elementary School and XinHai Elementary School.
Environmental Stewardship
Continued Care for the Environment
Wendell is committed to protecting the natural environment, marine ecology, promoting sustainable development, and fulfilling corporate social responsibility through action to achieve the SDGs goals.
In the future, Wendel will continue to promote environmental protection and give back to society. Through the influence of the company, we will encourage environmental sustainability and encourage more customers, suppliers, colleagues, and their families to participate in the effort to protect our beautiful island.
Talent building & nurturing
Long-term assistance and talent nurturing
Not only caring our neighborhood, Wendell also works with the Mrs. Pearl S. Buck Foundation to participate in a long-term support program, and assists families that need assistance. At the same time, starting from 2009, Wendell also works with the Mrs. Pearl S. Buck Foundation on the New Son of Taiwan project.
Industry Academy Cooperation
Nurturing the next generation of Engineers
While aiming at sustainable operation as our pursuit, talent is definitely the most important asset in Wendell. Wendell started to cooperate with the Lunghwa University of Science and Technology in 2014 to launch an internship program, so that students have practical experience and the ecology of the industry. In 2018, Wendell launched an Industry-Academia Collaboration Project with the National Taiwan University of Science and Technology (Taiwan Tech). It brought not only the industry internship opportunities, but also the EMC seminars at Taiwan Tech to share latest industry news and technical seminars, so that students could better understand industry trends. Taking the successful industry-academia experience laid down over the years as the blueprint, Wendell signed a diversified project cooperation project with Lunghua University of Science and Technology in 2019. With years of professional experience in the EMC field, a complete EMC curriculum was planned and built in Lunghua. The 743 laboratory simulates the practical test process, allowing students to actually apply what they have learned in the course, and at the same time, through the continuous evolution of industry-academia cooperation, to cultivate professional EMC industry talents with the academic community to achieve a win-win situation.
Social care
Disaster relief and care
In addition to long-term child caring issues, Wendell also immediately gives out love to major disasters, such as the earthquake in Haiti, the typhoon disaster that occurred in Taiwan on August 8, 2009, the Wenchuan earthquake in 2008. Wendell took the action right away through the Red Cross, TVBS Cultural and Educational Foundation and World Vision.
At the same time, in view of the middle and older-aged employment problem having not improved since the financial turmoil in 2008, and the pace of Taiwan moving towards an aging society having accelerated, starting from 2010, Wendell also began to provide resources and participate in this issue’s social assistance.
We have worked with the Hondao Senior Citizen’s Welfare Foundation from March. The Foundation recruits personnel to take care of the elderly, and Wendell provides grants to personnel who perform well, with the hope of encouraging middle and older-aged employment through this and at the same time pays attention to the elderly care issue in the aging society.
Certificates and Awards
Latest Award-Winning News(115.05.07):
Awarded the 22st Global Views Monthly ESG Corporate Sustainability Award — Comprehensive Performance Award in the Electronics & Technology Industry.
