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Annual performance
The Company has continued to demonstrate long-term achievements across three key areas—employee development, environmental and occupational safety management, and social care—building a sustainable enterprise characterized by both resilience and responsibility. First, in terms of talent development, employees participated in an average of 67 hours of education and training per year, reflecting the Company’s commitment to enhancing employees’ professional knowledge and career capabilities and to strengthening organizational competitiveness through systematic training mechanisms. By fostering a culture of continuous learning, employees are able to remain agile and innovative in a rapidly changing industry environment.
In the areas of environmental protection and occupational safety, all production sites in Taiwan and worldwide have obtained ISO 14001 Environmental Management System and ISO 45001 Occupational Health and Safety Management System certifications. This indicates that the Company has established a comprehensive EHS management framework, continuously improving process efficiency, reducing environmental impacts, and ensuring that all employees work in a safe and healthy environment. Consistent implementation across the global supply chain and manufacturing sites further demonstrates the Company’s commitment to unified management in its international operations.
At the same time, the Company has long invested in social welfare. From 2018 to 2024, the “Inspirational Care Activity” reached a cumulative total of 12,115 households, providing companionship and support to disadvantaged families through concrete actions. This sustained social engagement not only reflects the spirit of corporate citizenship, but also extends the Company’s positive impact into communities, creating broader and lasting value. Overall, the Company has achieved balanced and tangible sustainability outcomes across talent development, environmental protection, safety, and social contribution, working together with society to build a better future.
67 hours
Employees participate in educational training on average per year.
12115
Cumulative number of cared households from 2018 to 2024
Diverse Employee Communication Channels
Sunon strives to build a harmonious and equal communication platform between employees and the Company by establishing diverse and open communication channels, including labor–management meetings, employee welfare committee meetings, employee suggestion mailboxes, and grievance hotlines, thereby safeguarding the rights and obligations of both labor and management and making timely improvements to the working environment and labor–management regulations.
| Communication Channel | Description | |||
|---|---|---|---|---|
| Labor-Management Meeting |
All labor-management meetings are jointly formed by labor representatives formally elected by all employees and management representatives appointed by the Company. A total of 4 labor-management meetings were held this year. |
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| Employee Welfare Committee Meeting |
In accordance with relevant laws and regulations, the Company's Employee Welfare Regulations and the organizational charter of the Employee Welfare Committee, meetings are held regularly every month to formulate or revise various employee welfare plans. A total of 12 Employee Welfare Committee meetings were held this year. |
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| Employee Suggestion Box | Provide internal email mailbox and physical suggestion box for employees to reflect opinions or provide suggestions in a timely manner. | |||
| Complaint Hotline | Set up a complaint hotline to provide employees with a unified complaint and consultation window to help employees solve personal rights or unfair treatment issues. | |||
| Employee Opinion Survey |
To understand employees' opinions on the organization's work culture, the Company's core values, supervisors' leadership style and various suggestions, employee opinion surveys are conducted every 2 years. The most recent employee opinion survey was conducted in 2024. According to the survey results of that year, the employee satisfaction rate in Taiwan was 82%. |
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| Employees' Representative Congress (Kunshan Guangxing Factory) |
Legally established the Employees' Representative Congress to express opinions on behalf of employees and reasonably fight for employees' work rights and interests and improve employees' lives. | |||