Gender Equality and Diversity

Exercising policies of gender equality and diversity, Chunghwa Telecom upholds the principles of pay and promotion equity, making sure that employees are not subject to discrimination, harassment, unfair treatment arising from ethnicity, gender, sexual orientation, religion, age, political leanings, nationality, place of birth, disability, or otherwise protected by applicable laws and regulations. To enhance employees' awareness of gender equality, we continue to conduct sexual harassment prevention and treatment courses for all employees.

We attach importance to workforce diversity and employ numerous employees with disabilities, exceeding the statutory requirement by 2.94 times of that stipulated in the People with Disabilities Rights Protection Act. (Employment of 191 employees with disabilities is legally required; 561 are employed as employment of one person with severe disabilities is calculated as two people in accordance with the laws.) In addition, regarding the 66 indigenous employees in service, we respect their cultures and customs with no violation of their right to work or human rights.

Chunghwa Telecom continues to promote systematic and effective diversity and equality policies to strengthen organizational cultural resilience and foster a gender-inclusive and sustainable workplace. To advocate for workplace gender equality and help employees balance "work," "family," and "self," the "Women's Power Star Program" was launched at Chunghwa Telecom in 2023 to build an inclusive and diverse workplace culture. Initiatives include dedicated parking spaces for expectant mothers, optimized female restroom facilities, and thematic activities in variety such as "Female Corporate CEO Sharing," "Workplace Stress Relief Seminars," and "Parenting Seminars," which have attracted over 800 employee participants.

In 2024, we further broadened the scope and impact of our programs, leveraging resources from both our affiliates and external partners to deepen our gender-inclusive efforts. Six "Women's Leadership Lectures," inviting female senior executives from our company and the wider industry to share their experiences, aimed at inspiring women in their career journeys. In partnership with CommonWealth Parenting, "Parent-Child Day" was thrown at the Hsinchu Branch, with employees and citizens from local communities invited. Meanwhile, the Elder Care Series with a total of 30 online courses, covering 10 topics such as senior health, mental support, and life wisdom, are designed to holistically care for the physical and mental needs of employees at various life stages. Collectively, these initiatives engaged over 8,000 participants in total.

Equal Pay

Compensation related measures has been established at Chunghwa Telecom to offer competitive compensations for employees, rewarding and sharing fruits of corporate operation performance with employees via the remuneration policy of transparency and equality.

For basic specialist position on the same level, individuals are employed with equal treatment. Also, remunerations are evaluated based on the academic backgrounds/experiences of individuals with relevant expertise and work experiences, regardless of gender or ethnicity.

Employee Well-being Survey

Chunghwa Telecom attaches great importance to employee well-being and organizational cohesion. Annually, the Organization and Talent Development Department is responsible for carrying out the company-wide "Happiness/Engagement Survey." The survey's execution and results are publicly disclosed on the sustainability website and Sustainability Report of the Company, demonstrating its high commitment to employee well-being and the culture of diversity and inclusivity.

Through systematic surveys and transparent disclosure mechanisms, Chunghwa Telecom consistently listens to employees' voices. Also, through concrete actions, it realizes the corporate culture of "people-centric, talent-sustainable," striving to build a Happiness Enterprise that attracts, motivates, and retains talent en route to a sustainable development.

1. Survey Structure and Metrics
• Target Respondents: All full-time employees
• Survey Dimensions: Six dimensions, including identification and well-being with the organization, core values realization, work and career development, work environment quality, leadership culture of the management, as well as the Diversity, Equity, and Inclusion (DEI) culture
• Survey Metrics: Including quantitative items such as job satisfaction, sense of happiness, stress index, and goal orientation.

2. 2024 Survey Results
• Survey Period: January 1 to December 31, 2024
• Samples Recovered: A total of 16,426 valid questionnaires collected
• Response Rate: 82.46%
• Employee Well-being: Average score of 89.74 (out of 100)
• Engagement Index: 95.19% of employees identify with and are actively engaged in their work

In response to the survey results, the Company proactively consolidated employee feedback, followed by concrete improvement measures strategized and initiated by relevant departments, such as:
1. Welfare System Optimization: Ongoing expansion and refinement of welfare measures to align with employees' practical needs.
2. Leadership Skill Enhancement: Provision of leadership training programs and expert seminars covering topics like strategic communication and emotion management.
3. DEI Promotion: Hosting advocacy activities related to gender equality, workplace accessibility, and cultural respect to foster an inclusive work environment.