Talent Cultivation

At E.SUN, we firmly believe that talent is the cornerstone of sustainable corporate development. As E.SUN enters its fourth decade, in response to the rapidly evolving financial landscape and the deepening focus on sustainability, the Company places increasing emphasis on the inheritance of its core values and leadership capabilities. Through continuous development of finance professionals with strong expertise and diverse capabilities, E.SUN strengthens its long-term competitiveness and organizational resilience. A systematic talent development framework is established based on four key dimensions—Define, Discover, Develop, and Deploy—to cultivate next-generation leadership pipelines, enhance succession readiness, and ensure the continuity of critical competencies and leadership.

To support sustainable talent development, E.SUN has built a comprehensive and wellstructured career development and training system. Training programs cover management practices, humanities, financial expertise, sustainability, and digital transformation, while systematic mechanisms are in place to assess cultural alignment, commitment, personal traits, leadership potential, and professional capabilities. This ensures talent development remains closely aligned with organizational strategy and supports the realization of long-term sustainability goals.

"Learning is an endless journey; excellence is a challenge with no finish line." E.SUN applies a systematic talent development strategy, offering programs such as "LEAD Program: Leadership Development Program" and "Hope Engineer Cultivation Program", tailored to different managerial levels. These leadership training programs develop core competencies in strategy, management, and execution to strengthen our leadership pipeline.

Leadership Development Program

Designed for future leaders, the program focuses on four modules: "Strategic Thinking & Management", "Innovation, Technology, and Sustainability Transformation", "Global Perspective and Local Operations", "Leadership & Growth." The program combines expert lectures and benchmark visits to stimulate innovative thinking, while incorporating elements such as humanistic aesthetics, art experiences, and a 100K cycling challenge to strengthen resilience and team cohesion.
Through a four-month Action Learning Project, participants apply methodologies such as logical analysis, hypothesis-driven thinking, and strategic planning, reinforced by coaching and mentorship and paired with business scenario validation, to achieve cultural continuity and organizational transformation in practice.

Hope Engineer Cultivation Program (Mid-level Manager)

Aimed at strengthening the managerial and professional capabilities of mid-level leaders, the program is structured around five key pillars: ""Corporate Culture and Strategy,"" ""Leadership Training,"" ""Professional Competencies,"" ""Marketing and Communication,"" and ""Humanistic Perspective."" Courses are delivered by experts in economics, technology, and management, strengthening both the professional depth and strategic perspective of participants. Through Master Forum, a 13K run, and curated art experiences, participants are exposed to diverse perspectives that foster multidimensional thinking. Sustainability initiatives, including beach clean-ups and tree planting, further reinforce the translation of environmental awareness into concrete action. In its final phase, the program applies the SPTS strategic framework to guide action project workshops, leading participants from problem identification and root cause analysis to the formulation of actionable strategies. This ensures that learning outcomes are effectively translated into measurable organizational performance, shaping leaders with both disciplined execution and humanistic depth.

"Talent is a critical leading indicator of our success." E.SUN views a sustainable talent ecosystem as a core driver of long-term growth. Through sustainability transformation and digital empowerment programs, E.SUN strengthens future-ready capabilities, fosters shared growth, and delivers positive social impact.

Sustainability Transformation Talent Development Program

E.SUN strengthens employees‘ ESG mindset through structured talent development, with sustainability-related topics embedded across all function-specific training modules. By integrating sustainability principles with financial expertise, the program aims to provide training or reskilling to mitigate negative effects of industrial or climate transition changes and foster a positive cycle between sustainable practices and business performance, enhancing E.SUN’s readiness to address global climate challenges. In addition to internal training, employees are encouraged to participate in external sustainability programs and seminars. Through diverse volunteer activities, E.SUN employees actively put sustainability into practice, reinforcing E.SUN's commitment to a sustainable future. E.SUN has established "Sustainability Development Division" (formerly the Sustainability Office) primarily responsible for formulating sustainability strategies and governance frameworks. All supervisors and team members have obtained Foundation- and Advanced-level sustainability certifications. In addition, E.SUN has developed over 200 certified Sustainable Finance Managers. Through dedicated organizational structures and certification reimbursement programs, E.SUN continues to strengthen its sustainability expertise, supporting the execution of sustainability strategy.

AI Enablement Talent Development Program

While solid financial expertise remains our foundation, AI and digital transformation are rapidly redefining the industry. To stay ahead, E.SUN integrates technology directly into our talent development ecosystem, equipping our people with the mindset and skills to thrive in this digital era.

A Top-down Approach to Driving Digital Transition

In 2025, E.SUN launched the "AI Manager Development Program" and "AI Governance Program" to equip managers with essential AI capabilities. Through guidance from professional mentors and peer learning within alumni communities, the programs strengthen practical application and foster a collaborative learning culture. Certification reimbursement further encourages continuous digital learning, enhancing overall workforce competitiveness to meet the evolving demands of the financial industry.

Aligning with Best Practices to Cultivate Digital Talent

To stay aligned with global best practices, E.SUN hosted events such as "E.SUN AI Day" and "Copilot Day" in 2025. In collaboration with leading technology partners—including AWS, Google Cloud, and Microsoft—these events feature case sharing,cross-functional workshops, and hands-on sessions, building teams and networks across the organization. Together, they build both strategic perspective and practical tool capabilities, while aligning organizational vision for AI development and laying a strong foundation for digital transformation and sustainable technology advancement.

• "Sustainability Certifications – Foundation" includes: Basic Test on Sustainable Development, Certified Sustainability Finance Professional, Certified Sustainable Business Professional, CFA Sustainable Investing Certificate, and Sustainability and Climate Risk (SCR).
• Sustainability Team includes Sustainability Division (E.SUN FHC) and the sustainability-related business units across subsidiaries.

E.SUN has established a comprehensive talent development framework to cultivate well-rounded financial professionals. Through blended learning and practice-oriented programs, the Bank continuously strengthens employees' financial expertise and professional capabilities.

Corporate Banking Talent Development Program (E.SUN Bank)

E.SUN Bank is recognized as a leading brand in serving SMEs. Through a modular curriculum, the program systematically develops corporate banking professionals from Assistant Relationship Managers (ARM) to Relationship Managers (RM), progressively enhancing their knowledge and skills.
Training covers core areas such as credit analysis, financial statement analysis, and risk management, while also incorporating global trends, regulatory developments, and corporate banking practices to build sustainability awareness and business capabilities. A blended learning approach— combining pre-course self-learning, interactive sessions, and case discussions— further enhances learning effectiveness.

Wealth Management Talent Development Program (E.SUN Bank)

With a strong commitment to safeguarding customers' wealth, E.SUN builds a solid professional foundation across market research, financial products, taxation and wealth succession planning, risk management, and sustainable finance.Structured development pathways support certifications such as Eldercare Financial Planning Consultant, Family Trust Planning Consultant, CFP, and AFP. In collaboration with the Wealth Management Institute (WMI), Singapore's lead training provider for private banking and wealth management, the program incorporates international expertise through case discussions and experience sharing, strengthening risk discipline and advisory capabilities.

Securities Talent Development Program (E.SUN Securities)

Aligned with annual training plans, E.SUN Securities delivers structured programs for new hires and management, including onboarding training, mid-level managementprograms, overseas product training, agile management, and climate and nature-related workshops.
Professional development programs are conducted on a biweekly basis using a modular approach, strengthening advisory, presentation, and digital capabilities. Through both online and offline learning formats, the program enhances service quality, deepens client relationships, and fosters internal knowledge sharing, supporting both business performance and long-term career development.

Asset Management Capability Enhancement Program (E.SUN Asset Management)

E.SUN Asset Management adopts a comprehensive competency development framework to strengthen employees' expertise in financial and investment management. The program focuses on key areas including regulatory compliance, product development, FinTech applications, ethics, investment research and analysis, and internal audit and control. Through diverse and practice-oriented learning mechanisms, it enhances organizational professionalism and governance quality, building a highly trusted and competitive asset management team.

In response to the rapidly evolving financial landscape, E.SUN recognizes innovation as a core driver of sustainable growth. Through mechanisms and the passing down of experience—such as "Cultural Education and Exchange," "Innovation Competitions," "Senior Mentorship Program," Master's Forum," and 'Job Rotation Programs Aiming for Development"—we drive cross-cultural and cross-functional collaboration, strengthening teams and networks. We empower our employees to break free from silo thinking and expand their horizons, transforming diverse perspectives into a key competitive advantage that drives continuous organizational progress.

E.SUN's performance management system is designed to support the company's overall development strategy through the establishment of concrete directions and goals by each unit, based on Roles and Responsibilities (R&R). It seamlessly aligns individual performance with unit goals and adopts a design emphasizing both development and governance, including real-time feedback, periodic reviews, and long-term talent cultivation, to assist units in achieving their objectives.
Annually, except for employees with less than three months of tenure in the current year, 100% of employees are required to complete the annual performance management cycle. Through two-way communication and one-on-one performance discussions, clear explanations and guidance are provided to ensure target implementation and continuous improvement, enabling the collective achievement of organizational goals. Moreover, ongoing, informal touchpoints between supervisors and employees inspire motivation, cultivate professional capabilities, and promote organizational learning and growth. Regarding team performance, E.SUN implements an annual unit-based performance evaluation system to connect strategic objectives with key performance indicators, strengthening accountability and performance outcomes to drive sustainable operational value and overall profitability in the pursuit of business excellence.

Performance Management

E.SUN endeavors to continuously optimizing employee health care and workplace safety measures, It has established the "E.SUN FHC Occupational Safety and Health Policy," which has been approved by the Board of Directors, demonstrating a strong commitment to workplace safety. By implementing hazard identification and risk assessment, we proactively minimizes potential hazards and risks. Meanwhile, we provide diverse health promotion activities, and maintain the health of employees, unite the cohesion of employees and their families, and serve as a reliable pillar throughout employees' careers.

Occupational Health and Safety Management System

In 2018, E.SUN Bank became the first financial institution in Taiwan to obtain certification for the ISO 45001:2018 Occupational Safety and Health Management System. The certification applies to all employees and contractors. Annual third-party surveillance audits are conducted to ensure the system remains effectively implemented throughout the certification period, and recertification was successfully completed in 2025. Each year, occupational safety and health affair managers and representatives from various departments jointly carry out hazard identification and risk assessment discussions and implementation. The Bank has maintained a record of zero fatalities and zero serious occupational accidents. While monitoring performance indicators, we places greater emphasis on post-incident care, providing comprehensive case management and vocational rehabilitation support to ensure affected employees receive adequate rest and medical care.In the event of a non-traffic occupational accident, the occupational safety supervisor convenes relevant personnel to conduct incident investigations and develop corrective and preventive measures. Through the systematic application of the PDCA cycle, we continues to build a safe and healthy workplace environment.

Note: The Medical Disability Advisor: Workplace Guidelines for Disability Duration (MDA)

Occupational Safety and Health Train

To familiarize every E.SUN employee with our safety and health management mechanism and occupational safety laws and regulations, we held the 1-hour long occupational safety and health education and training through the e-Learning+ platform this year. All operating bases of E.SUN have at least one licensed occupational safety and health affair manager, one licensed emergency medical technician, and one licensed fire fighting management personnel, overseeing personnel certifications through a systematic control process. These personnel regularly participate in retraining courses to continuously improve their occupational safety knowledge and perception, and strengthen each unit's awareness of and attention to occupational safety.
The Bank has fully installed AED devices across its nine self-owned buildings and has obtained "AED Safe Place" certification. As of 2025, in certified buildings, 83% of employees have completed professional CPR and AED training. The certification is renewed every two years prior to expiration to ensure workplace emergency preparedness, resilience, and safety.

Occupational Safety and Health Risk Assessment Map

To effectively identify occupational risks, improve workplace safety, and promote health, E.SUN adopts questionnaires, self-inspection methods, and multidimensional communication channels in compliance with occupational safety laws and PDCA management practices to analyze the health risk matrix based on key indicators, including the results of four major protection plans, job type analysis, operating environment on-site visits, and health impacts. This map is aligned with the timelines of various activities and control measures and is integrated with quantitative objectives. For events categorized as medium risk or higher, with significant impacts and high probabilities of occurrence, corresponding control measures and quantified action goals are established. The control measures for health issues classified as medium to high risk are outlined below, while low-risk items are incorporated into daily management for continuous monitoring. When risk levels change, adjustments are made in a timely manner to continually optimize workplace safety and health.
In 2025, in accordance with competent authority guidelines, E.SUN established the "Work Ability Management Plan for Middle-Aged and Senior Employees." Through assessment and adjustment mechanisms tailored to the work ability of middle-aged and senior staff, we ensures their occupational safety and health. Regarding OSH management, alongside continuous reinforcement of physical safety, E.SUN has further integrated mental health promotion by launching psychological resilience enhancement programs and optimizing Employee Assistance Programs (EAPs). Tailored support and preventive measures are provided based on individual health conditions to mitigate psychosomatic health risks and achieve comprehensive healthcare.
Based on annual analysis results, onsite physician services and annual health promotion activities are arranged each year. In 2025, a total of 27 diverse psychosomatic health promotion lectures and activities were conducted. Additionally, Healthy Weight Loss Classes and walking campaigns were organized to help employees mitigate the risks of metabolic syndrome (hypertension, hyperlipidemia, hyperglycemia) and obesity, manage weight, and establish stable exercise habits, thereby practicing a healthy and sustainable lifestyle while safeguarding employee health and safety.