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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 47 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 2025, the “Inspirational Care Activity” reached a cumulative total of 13,750 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.
47 hours
Employees participate in educational training on average per year.
13750
Cumulative number of cared households from 2018 to 2025
Diverse Employee Communication Channels
The Company values labor-management harmony and employee participation and is committed to establishing communication mechanisms that are equitable, transparent, and effective, thereby creating a workplace environment grounded in both respect and trust. All operating sites have established organizations related to employee relations in accordance with applicable laws and regulations, and labor-management meetings are held regularly. At these meetings, management representatives and employee representatives engage in two-way communication and thorough discussion on topics such as the Company's operating status, employee rights and interests, compensation and benefits, working environment, and system optimization. Items resolved at the meetings are followed up by the relevant units and announced to all concerned to ensure information transparency and effective implementation.
In addition to formal labor-management meetings, the Company has also established multiple communication and feedback channels, including internal employee newsletters, announcement platforms, suggestion mailboxes, grievance hotlines, and internal information systems, to facilitate the timely communication of Company policies and important information while also collecting employee opinions and suggestions. Matters raised by employees are responded to and followed up by designated units, and anonymous reporting channels and strict confidentiality mechanisms are provided so that employees can express their views in a safe and secure environment.
The Company also encourages each operating site to establish employee representative organizations or related committees in accordance with local regulations and practical needs, so as to promote employee participation in corporate governance and operational discussions, protect employees' labor rights and interests, and continuously improve labor conditions and the working environment. Through systematic and regularized communication practices, the Company seeks to integrate the expectations of both labor and management, build consensus, and jointly promote steady business growth and sustainable development.
Diversified Employee Communication Channels
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Note 1: Diversified communication channels are disclosed for Taiwan only. Overseas operating sites also handle such matters through the administrative departments of each site based on employee needs.
Note 2: To meet the needs of employee welfare activities, the number of Employee Welfare Committee meetings held in 2025 was higher than usual.
Employee Feedback and Complaints
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In 2025, there were a total of 15 employee feedback and grievance cases across Sunon's major operating sites. The matters raised included employee benefits, working environment, salary and attendance systems, and interpersonal conflicts in the workplace. All cases were clarified and properly resolved and closed in a peaceful and reasonable manner. For cases involving a respondent, investigations and appropriate actions were also carried out in accordance with the "Management Procedure for Reporting, Grievances and Suggestions, and Employee Participation Feedback." |
In 2025, the closure rate for employee feedback cases across all employees reached 100% |
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Results of the Employee Opinion Survey
The Company values employees' voices and regards employee feedback as an important basis for optimizing management systems and enhancing organizational effectiveness. To understand employees' views and level of identification with various aspects including work culture, core values, sustainable management philosophy, compensation systems, leadership and management, and the workplace environment, the Company conducts an employee opinion survey every two years and uses an integrated digital platform for questionnaire collection and analysis to ensure the objectivity and comprehensiveness of the survey.
The survey covers multiple dimensions and indicators. Results are consolidated by the Global Human Resources Division, which also convenes a cross-functional task force to review findings and plan improvements. Specific optimization measures and action plans are developed for issues of employee concern, and implementation effectiveness is tracked, forming a continuous improvement cycle of "surveyanalysis-improvement-follow-up." Through regular and institutionalized employee opinion surveys, the Company aims to enhance employee satisfaction and continue building a sustainable workplace environment characterized by open communication, mutual trust, and growth.
| Survey Content | Supervisor management, colleague collaboration, working environment, compensation system, career development, corporate culture, and sustainable management | ||||||
| Survey Population | Group-wide IDL employees (full-time employees with at least six months of service) | ||||||
| Employee Satisfaction | 4.94 points (out of 6) | Number of Survey Participants | 1,537 | Coverage Rate | 68% | Response Rate | 72% |
| Responsible Unit | Global Human Resources Division | Survey Frequency | Once every two years | Survey Coverage Period | 2024/1/1~2024/12/31 | ||
| Survey Results | The highest satisfaction ratings were for "colleague collaboration" and "supervisor management," while the lowest satisfaction ratings were for the "compensation system." | ||||||
| Improvement Plan | The Company will regularly review the market competitiveness of its salary and reward system, strengthen the linkage to performance and internal fairness, and gradually improve employee satisfaction through ongoing communication and employee feedback mechanisms. | ||||||
Note 1: If the employee satisfaction score is converted into a percentage, overall employee satisfaction is 82%, meeting the target of 80% employee satisfaction.
Note 2: This employee satisfaction survey was conducted in March 2025, and the next survey is expected to be conducted in early 2027.