CO-PROSPERITY FORCE
社會共榮力
CO-PROSPERITY FORCE
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- Workplace Diversity, Equity, and Inclusion
iST is committed to upholding the spirit of the Universal Declaration of Human Rights, The United Nations Global Compact, the Responsible Business Alliance Code of Conduct, and other applicable industry standards and international convention. Adhering to the principles of respect for human rights and employing talent based on suitability, we actively promote gender equality and strive to create a diverse, equitable, and inclusive (DEI) workplace. We ensure that no discrimination occurs based on non-work-related factors such as race, faith, religion, political affiliation, gender, marital status, physical or mental disability, or other statuses protected by law. These principles apply to recruitment, employment, training, promotion, compensation, and benefits, as we look forward to growing together with our colleagues.
Diverse Hiring
To strengthen local employment and implement a diverse and inclusive recruitment policy, iST has adopted various recruitment strategies, including "campus recruitment", "regional recruitment", "government employment services and career development centers", "industry-academia collaboration", and "diverse recruitment incentive programs". We actively invest in various talent recruitment initiatives and encourage internal referrals to attract and recruit high-quality personnel.
Moreover, iST hires without regard to age, gender, or nationality; our selection criteria prioritize character and talent, followed by professional skills. To implement decent work, iST advocates for increasing the labor participation of middle-aged and senior workers and facilitating their reemployment. In 2025, middle-aged and senior workers accounted for 2.7% of new hires. We aim to protect the employment rights of this demographic and construct a friendly employment environment.
iST continues to hire individuals with disabilities. In 2025, we employed six individuals with mild or moderate disabilities and four with severe disabilities. The weighted ratio of employees with disabilities has exceeded the legal hiring standards set by the government. All employees with disabilities are colleagues who actively participate in business operations. Following their recruitment, we provide tailored personnel assistance, equipment, and other support based on individual needs to ensure they can work with peace of mind. Consequently, iST will continue to provide job positions for individuals with disabilities to attract more potential candidates, thereby protecting their rights to work and social participation.
Gender
Male 50.2%
Female 49.8%
Age
30-50Y 65.2%
30Y Below 29.1%
Above 50Y 5.7%
Nationality
Taiwen 83.1%
Foreign 16.9%
iST implements diversity and equity, promotes gender equality, and recruits and determines compensation based on individual abilities and job requirements, without distinction of gender or race. Every organizational level continuously enhances its talent pipeline. Furthermore, iST actively recruits and promotes female employees, empowering them to fully unleash their potential and demonstrate their impact.
Note：First-level management refers to technical level, section-level, department-level managers.
Compassionate Equality Care
Starting in 2025, iST has been comprehensively adjusting its childbirth-related support and care measures to achieve the goal of a family-friendly workplace. Female employees are entitled to a total of ten weeks (70 days) of maternity leave before and after childbirth, as well as eight days of prenatal checkup leave. Male employees are entitled to eight days of paternity leave for accompanying their spouses to prenatal checkups or during pregnancy. In 2025, a total of nine employees applied for parental leave, and the average annual re-employment rate for that year was 83.3%. iST also continues to monitor the retention of returned staff; the retention rate for those who resumed work after taking parental leave and completed one year of service in 2025 was 83.3%. This demonstrates the Company's commitment and effectiveness in supporting employees' work-life balance. iST will continue to foster a friendly and equitable workplace to further improve the reemployment and retention rates of its personnel.
Starting from 2023, iST has implemented the "Zero Placement Fee" policy to ease the financial burden for foreign employees who come to work in Taiwan and to avoid bonded labor problem. All employees receive equal employment based on the principle of reasonableness and fairness. Exceptional foreign blue-collar employees may be promoted to white-collar engineers, so that we could retain the excellent talents.
iST is committed to upholding the spirit of the Universal Declaration of Human Rights, The United Nations Global Compact, the Responsible Business Alliance Code of Conduct, and other applicable industry standards and international convention. Adhering to the principles of respect for human rights and employing talent based on suitability, we actively promote gender equality and strive to create a diverse, equitable, and inclusive (DEI) workplace. We ensure that no discrimination occurs based on non-work-related factors such as race, faith, religion, political affiliation, gender, marital status, physical or mental disability, or other statuses protected by law. These principles apply to recruitment, employment, training, promotion, compensation, and benefits, as we look forward to growing together with our colleagues.
Diverse Hiring
To strengthen local employment and implement a diverse and inclusive recruitment policy, iST has adopted various recruitment strategies, including "campus recruitment", "regional recruitment", "government employment services and career development centers", "industry-academia collaboration", and "diverse recruitment incentive programs". We actively invest in various talent recruitment initiatives and encourage internal referrals to attract and recruit high-quality personnel.
Moreover, iST hires without regard to age, gender, or nationality; our selection criteria prioritize character and talent, followed by professional skills. To implement decent work, iST advocates for increasing the labor participation of middle-aged and senior workers and facilitating their reemployment. In 2025, middle-aged and senior workers accounted for 2.7% of new hires. We aim to protect the employment rights of this demographic and construct a friendly employment environment.
iST continues to hire individuals with disabilities. In 2025, we employed six individuals with mild or moderate disabilities and four with severe disabilities. The weighted ratio of employees with disabilities has exceeded the legal hiring standards set by the government. All employees with disabilities are colleagues who actively participate in business operations. Following their recruitment, we provide tailored personnel assistance, equipment, and other support based on individual needs to ensure they can work with peace of mind. Consequently, iST will continue to provide job positions for individuals with disabilities to attract more potential candidates, thereby protecting their rights to work and social participation.
Gender
Male 50.2%
Female 49.8%
Age
30-50Y 65.2%
30Y Below 29.1%
Above 50Y 5.7%
Nationality
Taiwen 83.1%
Foreign 16.9%
iST implements diversity and equity, promotes gender equality, and recruits and determines compensation based on individual abilities and job requirements, without distinction of gender or race. Every organizational level continuously enhances its talent pipeline. Furthermore, iST actively recruits and promotes female employees, empowering them to fully unleash their potential and demonstrate their impact.
Note：First-level management refers to technical level, section-level, department-level managers.
Compassionate Equality Care
Starting in 2025, iST has been comprehensively adjusting its childbirth-related support and care measures to achieve the goal of a family-friendly workplace. Female employees are entitled to a total of ten weeks (70 days) of maternity leave before and after childbirth, as well as eight days of prenatal checkup leave. Male employees are entitled to eight days of paternity leave for accompanying their spouses to prenatal checkups or during pregnancy. In 2025, a total of nine employees applied for parental leave, and the average annual re-employment rate for that year was 83.3%. iST also continues to monitor the retention of returned staff; the retention rate for those who resumed work after taking parental leave and completed one year of service in 2025 was 83.3%. This demonstrates the Company's commitment and effectiveness in supporting employees' work-life balance. iST will continue to foster a friendly and equitable workplace to further improve the reemployment and retention rates of its personnel.
Starting from 2023, iST has implemented the "Zero Placement Fee" policy to ease the financial burden for foreign employees who come to work in Taiwan and to avoid bonded labor problem. All employees receive equal employment based on the principle of reasonableness and fairness. Exceptional foreign blue-collar employees may be promoted to white-collar engineers, so that we could retain the excellent talents.
