Talent Cultivation

“Learning is a never-ending journey, and excellence is an unending challenge.” Continuing from the “4th Phase E.SUN LEAD Pipeline Program,” E.SUN is offering two programs in 2024 for managers at different levels: the “E.SUN LEAD Program Leadership Development Program” and the “Management Practice Workshop,” with the aim of cultivating the next generation of leaders.

Financial expertise is fundamental, but as the times evolve, financial professionals must increasingly focus on reshaping their capabilities.

Digital Transformation Talent Development Program

Driving Digital Transformation from Top to Bottom

In response to the digital transformation wave in the financial industry, E.SUN FHC is determined to adopt a "comprehensive top-down approach" and strengthens the organization's digital capabilities through the "Digital Transformation Talent Development Program. "The program continues to drive diverse learning initiatives, including the introduction of digital learning for RPA and other tools, to enhance the digital application skills of its staff.
Particularly to reinforce the digital transformation mindset and capabilities among senior leaders, E.SUN FHC collaborates with "AIA Taiwan AI Academy" to offer the "AI Senior Executive Class" and the "AI Manager Training Class," laying a crucial foundation for the top-down transformation.
Furthermore, through guidance from professional Mentors and peer learning within the teams and networks, the program enhances practical application and fosters a collaborative learning environment.
E.SUN FHC also offers incentives, including certification subsidies, and continues to promote learning related to digital transformation, comprehensively enhancing the competitiveness of its talent pool to collectively navigate the new era of finance.

Sustainable Transformation Talent Development Program

From Enhancing Sustainability Mindset to Cultivating Expert Teams

To build sustainable competitive advantage, E.SUN Financial Holding incorporates sustainability-related courses into various training modules for employees at all levels, from frontline staff to senior executives. Through talent development, the company strengthens employees' ESG mindset and guides them to integrate sustainability concepts with financial expertise,fostering a positive cycle between sustainability and business performance,mitigate negative effects of industrial or climate transition changes. In addition, employees are encouraged to participate in diverse volunteer activities to put sustainability principles into practice, enhancing ESG awareness across the entire bank and jointly moving towards a sustainable future. E.SUN adopts a step-by-step approach, from cultivating sustainability literacy to building professional teams, progressively realizing its vision for sustainable development.

Countries, industries and enterprises all need outstanding talents to generate momentum for innovation and progress. E.SUN has been deeply committed to nurturing Taiwan's financial, technological and cross-border professionals, and has actively dedicated to ESG field and cultivating international talents by collaborating with industrial partners, governments, academia, and research institutions. Leveraging financial influence to work toward the goal of being the international finance-leader.

Collaboration with Industries and Academia

E.SUN's compensation policy is structured around position-based salaries and performance-based incentives. Starting salaries for all positions exceed the minimum wage required by law. E.SUN is committed to providing employees with compensation that supports the local standard of living wage. At E.SUN's main operating location in Taiwan, the average monthly salary for both male and female general employees is twice the statutory minimum wage. The minimum wage itself is determined annually based on indicators such as national economic conditions, per capita income, consumer prices, and the minimum cost of living. We participate in an annual market salary survey to review and maintain competitive and reasonable compensation levels. The base salary includes the principal salary and various allowances, determined by job duties, professional skills, and market standards. Variable pay comprises bonuses, remuneration, and diverse retention plans, including long-term incentives. Additionally, deferred and clawback mechanisms are incorporated to enhance motivation and retention, continually improving business performance and ensuring sustainable development. While upholding both internal and external equity and the principle of equal remuneration for men and women. In 2024, there were no significant differences in the female-to-male remuneration ratio among employees at each position level in Taiwan. We routinely monitor the gender pay gap to ensure that employees can realize their potential in a fair environment and enjoy equal opportunities for career development and remuneration. Moreover, E.SUN has been continuously selected as a constituent stock of the TWSE RAFIR Taiwan High Compensation 100 Index since 2018.

Diverse Long-term Incentives

Inclusive Labor-Management Relations

E.SUN upholds fairness and respect in the implementation of labor policies and their underlying principles, fostering a culture of equality, inclusion, and open communication. We strive to create a work environment that safeguards human rights and ensures these values are fully integrated into our employees' daily work and the company's corporate culture.

E.SUN Bank firmly believes that "satisfied employees lead to satisfied customers." By promoting a friendly workplace, maternal protection, health promotion, and family involvement,we aim to create better employee support measures.

	Flexible Work	・Flexible Work Hours: Employees can apply for flexible working hours based on their personal needs and business requirements. ・Working-from-home: A comprehensive remote or work-from-home model is established under cybersecurity and risk assessments.
	Support for Diversity	・Support for gender equality and the provision of ceremonial leave for individuals with disabilities and indigenous peoples. (2 days)
	Family-Friendly	・In response to the trends of an aging society and declining birth rates,we offer up to 8 days of family care leave, with 1 day being fully paid family care leave.
	Employee Well-being	・Comprehensive Mentorship System. ・A safe, comfortable, and aesthetically pleasing office environment enhanced by smart technology. ・Each building provides employee cafeterias, fitness centers/gymnasiums, and parking facilities.
	Overseas Protection	・Strengthening Safety for Overseas Employees (SOS)
	Pre-Pregnancy	・Fully Paid Prenatal Health Check Leave (1 day)
	Pregnancy	・Fully Paid "Prenatal Check Leave" and "Accompaniment Leave for Prenatal Check and Childbirth" (8 days), exceeding legal requirements. ・Organizing maternal care seminars, maternal protection programs, and physician consultation services. ・Providing the "E.SUN Prenatal Handbook" and comfortable, convenient maternity clothing for expectant mothers.
	Childbirth	・Fully Paid "Maternity Leave" (63 days), exceeding legal requirements. ・E. SUN Baby Development Fund with a benefit of NT$100,000 per child. ・Fertility subsidies provided by the welfare committee. ・Offering full premium coverage for group insurance for children.
	Breastfeeding	・All branches nationwide are equipped with simple breast-feeding rooms, and five office buildings have received Excellent Breastfeeding Room Level Certification – Outstanding. ・Breastfeeding rooms are equipped with bottle sterilizers, breast milk refrigerators, bottle cleansers, access control systems,and dedicated maintenance personnel for increased safety.
	Childcare	・E.SUN provides employees with parental leave benefits that exceed legal requirements. Employees raising two or more children are entitled to a leave period of up to three years, regardless of gender. Additionally, both primary and non-primary caregivers may each apply for six months of paid parental leave. Including paid maternity leave, prenatal checkup leave, paternity checkup leave, and paternity leave, the primary caregiver is entitled to 34 weeks, while the non-primary caregiver is entitled to 25 weeks. ・Educational subsidies for children (elementary, junior high, senior high, and higher education). ・Establishment of the E.SUN Outstanding Children Award. ・Childcare services and special discounts for children's foreign language programs.
	Psychological Resilience	・Employee Assistance Program (EAP) providing psychological counseling services. ・Regular mental health seminars. ・Annual stress relief workshops.
	Physical Health	・On-site services provided by physicians from National Taiwan University Hospital. ・Annual group or individual health check-ups with subsidies provided. ・Health wellness classes, health management courses, and various themed health seminars. ・Yushan Climbing activities, cycling around the island, and sports activities (such as table tennis, badminton, basketball, tennis, softball,and aerobics).
	Festival Care	・Gratitude bonuses and cards for Father's Day and Mother's Day. ・E.SUN Choir and concerts dedicated to mothers.
	Educational Support	・Educational subsidies for children, Outstanding Children Award, and family care initiatives.
	Childcare Support	・Childcare services and special discounts for children's foreign language programs.
	Employee Care	・Spring Festival accommodation for employees and their dependents. ・Friendly unpaid leave policies and employee discount loans.
	Team Cohesion	・Musical events, cultural activities, and volunteer activities (such as beach clean-ups and mountain cleaning). ・Year-End Banquets and recreational travel activities.

• E.SUN Bank provides comprehensive retirement benefits, establishing an employee savings and stock trust. In 2024, the employee participation rate is 94%. Employees can plan their own contribution amounts, and the company allocates additional bonus savings three times a year. In 2024, the company issued reward savings of over NT$270 million.
• We offer a special eldercare trust project for E.SUN employees, encouraging colleagues to plan their asset allocation early to secure their retirement living.
• For outstanding performers or those with special contributions, in addition to statutory retirement funds, retirement bonus payments are provided.
• Employees subject to the Labor Standards Act have 2%-15% of their monthly salary allocated to a retirement preparation account, with full contributions made. ·
• Those who commenced employment on or after July 1, 2005, or choose to be governed by the Labor Pension Act, will have 6% of their monthly salary contributed to their retirement pension as required by law.
• Overseas employees have retirement contributions made in accordance with local laws in their respective countries.

E.SUN Bank values the practice and importance of workplace equality and gender equality. For same-sex marriage employees, we provide marriage subsidies and other benefits to implement Taiwan's national policy on gender equality. We actively promote the prevention of sexual harassment through long-term efforts, including annual gender mainstreaming seminars and workplace gender equality and illegal violation prevention courses, raising awareness of gender equality. In 2024, a total of 7,839 individuals participated in these activities. Regarding the handling of sexual harassment complaints, we have established the "E.SUN Financial Holding Co. and Subsidiaries Gender Equality Committee Guidelines" and "E.SUN Financial Holding Co. and Subsidiaries Sexual Harassment Prevention Complaint and Disciplinary Procedures." We have set up dedicated channels for reporting sexual harassment, specifying the principles for investigation and adjudication, thereby providing clear institutional protection for whistleblowers. E.SUN has established a Sexual Harassment Complaint Review Committee, chaired by individuals at the vice general manager level or above, and composed of nine members, with female representation exceeding half. It is stipulated that investigations should be concluded within two months from the date of receiving a sexual harassment complaint. In 2024, E.SUN Financial Holding Co. did not experience any discrimination cases, and the number of sexual harassment cases was zero. The Complaint Review Committee adheres to principles of objectivity, fairness, and professionalism to investigate and understand the events, offering necessary assistance to victims and providing assistance programs and counseling services, fulfilling the corporate social responsibility of caring for employees. In addition, we offer multiple channels for feedback and consultation services to provide necessary assistance to employees when needed:

• Establish the "E.SUN Bank Workplace Bullying Complaint Handling Guidelines." upon receiving a complaint, a dedicated personnel will be assigned to start the investigation within 7 business days, complete the investigation within one month, and submit the report to the General Manager for approval.
• Dedicated channels for reporting sexual harassment, including a hotline, fax line, and dedicated email address.
• The Sexual Harassment Complaint Review Committee operates under the principles of objectivity, fairness, and professionalism during investigations and imposes appropriate penalties based on the findings.
• The Employee Assistance Program provides counseling services.
  
   

Diverse Communication Channels

E.SUN We encourage employees to join the union to safeguard their freedom of association,with the union membership rate reaching 14% in 2024. To foster a positive labor-management relationship, we hold regular labor-management meetings every quarter. In 2024, we conducted four meetings, discussing ten topics, including attendance based on the official calendar announced by the authorities, workdays and holidays, special leave regulations, overtime procedures, and the implementation of flexible working hours based on operational needs. These labor-management agreements apply to all employees (100%). Since the union has not requested collective bargaining agreements, no such agreements have been signed to date. E.SUN ‘s internal system includes various communication channels such as the “ CHRO Mailbox,” “Employee Feedback Zone,” and the “ E.SUN Community Bulletin Board,” which encourage colleagues to voice their opinions. These channels are managed by dedicated personnel for timely and appropriate handling, creating a psychologically safe environment that allows employees to feel secure and confident.

Employee Engagement in 2024

Historical Employee Engagement Levels

Note: The overall employee engagement includes employees of E.SUN Financial Holding Co., Ltd.'s domestic and overseas branches, securities, and venture capital teams.