Friendly Workplace

WIN continuously fosters a friendly and inclusive workplace by implementing gender equality initiatives. Women account for 33% of the board of directors and 42.5% of managerial positions, ensuring that men and women participate equally in decision-making and share resources and achievements.

To promote a mother-friendly work environment, female employees are exempt from night shifts during pregnancy. The company fully complies with labor laws by providing miscarriage leave, paternity examination leave, paternity leave, and family care leave. It has also established nursing rooms equipped with proper washing and refrigeration facilities to support female employees through all stages from pregnancy to childcare. These measures enable employees to maintain work–life balance while aligning with government policies on gender equality, thereby contributing to the healthy and sustainable development of society and the economy.

To help employees balance their careers and family responsibilities, WIN has established a comprehensive parental leave system that ensures job security during childcare.

Employees who have worked at the company for more than six months may apply for unpaid parental leave in accordance with the Gender Equality in Employment Act and the Regulations on Unpaid Parental Leave for Raising Children, until their child reaches the age of three.
Upon completion of the leave, the company assists employees with reinstatement to their original departments or equivalent positions, and provides relevant training programs to ensure a smooth transition back to work. In addition to legally mandated maternity and family care leave, the company also provides a NT$2,600 childbirth bonus to celebrate and support employees welcoming new family members.

WIN aims to foster a family-friendly and gender-equal workplace where employees can thrive both personally and professionally. By supporting work-life balance and creating an inclusive environment, the company strengthens employee engagement and sense of belonging, helping attract and retain talent, reduce turnover, and cultivate a diverse and collaborative corporate culture that drives shared success.

The core philosophy of WIN's Precision’s compensation policy is to establish a fair and competitive compensation system. Salaries are determined based on employees’ competencies, responsibilities, and performance, ensuring an effective structure that attracts, retains, and motivates talent. The salary management approach emphasizes a balance between internal equity and external competitiveness through systematic job evaluation and market salary surveys, ensuring compliance with the principle of equal pay for equal work.

The compensation policy embodies respect and recognition of employees’ contributions and value. It not only considers current job performance but also emphasizes long-term potential and future development. A diversified compensation framework has been established, including base salary, performance bonuses, professional allowances, and management incentives, fully reflecting employees’ multifaceted contributions and reinforcing the link between compensation and performance.