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.

Female accounts for approximately 30% of Chunghwa Telecom’s workforce. To encourage female employees to break through traditional career paths and challenge themselves to managerial positions, we launched the “Shining Star” Program. The program cultivates female employees from the entry level, strengthening their resilience through psychological safety courses and peer resource groups, and helping them face workplace challenges with greater confidence and initiative.

Through precise allocation of training resources and a friendly promotion mechanism, the female leadership representation has been successfully driven up year by year. Statistics from 2022 to 2025 indicate that the proportion of female managers at all levels and their promotion momentum indicators have shown growth. Among them, the “Vertical Mobility Index” of female senior executives increased significantly from 50.13% to 65.98%, an indicator that the channels for female talent development and career transition are becoming increasingly clear, which signifies Chunghwa Telecom’s fulfillment of its long-term commitment to a diverse and inclusive workplace.

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. 2025 Survey Results

• Survey Period: January 1 to December 31, 2025 • Samples Recovered: A total of 17,130 valid questionnaires collected • Response Rate: 84.97% • Employee Well-being: Average score of 89.80 (out of 100) • Engagement Index: 95.15% of employees identify with and are actively engaged in their work.

The survey results are provided to relevant units as a reference for various improvement plans. After consolidating feedback from all parties, the Company has initiated improvement actions as follows:

1. Continuous Optimization of Welfare Measures: Reviewing and refining the welfare system and related measures based on employee feedback and practical needs to enhance the effectiveness of employee care and support.
2. Conducting Focus Group Workshops: Organizing focus group workshops for key institutions to assist the management in more effectively capturing employee feedback, targeting prioritized areas for improvement, and proactively responding to employee needs.
3. Driving Improvement Actions Across Institutions: Prioritizing improvements to the work environment and office equipment in each institution, including building and parking lot renovations, as well as upgrading vehicles, office furniture, and IT equipment, while strengthening communication and interaction between managers and employees to enhance employee well-being and support at workplace.