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 2.79 times of that stipulated in the People with Disabilities Rights Protection Act. (Employment of 191 employees with disabilities is legally required; 532 are employed as employment of one person with severe disabilities is calculated as two people in accordance with the laws.) In addition, regarding the 68 indigenous employees in service, we respect their cultures and customs with no violation of their right to work or human rights.

Chunghwa Telecom launched the " Women Balance Power Program " in 2023, initially focusing on gender equality. In 2025, this initiative has been comprehensively upgraded into a DEI (Diversity, Equity, and Inclusion) Promotion Program, dedicated to helping employees achieve a harmonious balance across the three pillars of "Self," "Work," and "Family." To further embed DEI values into our corporate DNA, Chunghwa Telecom organized a diverse array of impactful activities throughout 2025.
Key initiatives included four "Women's Leadership Lectures" featuring female senior executives from both within the company and the broader industry. These sessions, focused on personal growth and management expertise, successfully attracted over 1,120 participants. To foster an inclusive culture, the "DEI Inclusive Beauty & Inner World" series was introduced, offering seven thematic courses that engaged 1,878 attendees. Additionally, we hosted parenting seminars, wellness stress-relief workshops, and themed celebrations such as Father’s Day and the Vegetarian Festival to support the holistic well-being of employees and their families, drawing over 2,165 participants.

Throughout the year, these diverse initiatives collectively reached over 5,100 participants. By publishing numerous activity reports to sustain the program's momentum, Chunghwa Telecom is actively integrating DEI awareness into its organizational culture, steadily advancing toward becoming a sustainable and happy enterprise.

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.