Establishing Workplace Models

Labor Practices and Human Rights

We have put into practice a human rights policy founded on fairness and respect to help foster a culture that values equality, inclusiveness and open communications. The approach has resulted in many positive advances, including strengthening our system to identify human rights risk, promoting gender equality, hiring people with disabilities, and signing collective bargaining agreements.

Action Plans 2017 Results Progress
Foster a Culture Built on Equality, Inclusiveness and Open Communications
  • Completed a human rights risk assessment (HRRA) for all employees in accordance with International Labor Organization's fundamental conventions.
Completed assessments; Annual complaints for the zero tolerance sexual harassment policy.
  • Fubon Financial Holdings fully implemented the "Maternal Health Plan" and "Plan to Prevent Unlawful Harassment in the Workplace".
Implemented in phases.
  • Women hold more than 50% of all managerial positions.
Similar to the previous year.
  • Total of 559 people with disabilities employed, about 1.4% of total workforce.
Exceeded minimum quota by 165 people.
  • Union membership rate exceeds 35.3%.
Increase 2.5% than 2016
  • Two “Town Hall” meetings held with Fubon chairman and vice chairman; summaries of their thoughts occasionally posted online.
Completed

Human Capital Development

  • To meet the demands of rapidly changing financial markets and internal operating and development strategies, we systematically cultivate the professional competencies of our employees and create a diversified learning environment, creating human capital value. Highlights: nearly 40% of management trainees have assumed managerial positions; the management associate (MA) program has a retention rate of nearly 60%; more than 660 internal instructors have been developed.
  • Industry-academia cooperation expanded and internship programs aggressively promoted in response to growing trend toward financial technology. To support economically disadvantaged students, a scholarship program to nurture“potential stars” was launched for the first time.
Action Plans 2017 Results Progress
Systematically Develop Employee Competencies
  • Held 1,091 classes, with an average satisfaction of 4.6 (with 5 the highest score). Each employee spent an average of 42.9 hours in training.
No. of classes up 9.2% from the 999 held in 2016.
  • 60 leadership training classes for managers held, nearly 4,800 managers took part; satisfaction averaged a 4.6.
Participation up 30%.
  • Including 2017, more than 580 employees have been certified through management trainee programs, and nearly 40% have been promoted to managerial positions.
54 people received management certification in 2016.
  • Including 2017, more than 220 MAs have been hired, with a retention rate of nearly 60% to date.
MA retention rate about the same as in 2016.
  • Including 2017, more than 660 internal instructors have been developed; they taught more than 3,600 hours of classes in 2017.
99 more internal instructors certified in 2017.
Create a Diversified Learning Environment Conducive to 'Self-learning Continued to promote the mobile learning app, resulting in more than 280,000 logins. Number of digital courses up nearly 400 from 2016.
Promote Social Empowerment to Deal with Trends
  • A total of 1,138 students participated in the training and development program. In the case of Fubon Life, for example, the overall satisfaction rate reported by interns was 4.6, and outstanding interns are given priority during our hiring process to have an opportunity to become a full-time employee.
The number of students in the training and development program has continued to steadily increase.
  • NT$2 million invested in 40 “potential stars”.
The NO. of invested up 100% than 2016

Attracting and Retaining People

Fubon continues to forge a stable and stimulating environment conducive to retaining talent. Average spending on salary and benefits for non-management employees rose 4% in 2017, and nearly 90% of eligible employees participate in a stock ownership trust plan. Digital technology is being used to create a good brand image and attract talent to help support the steady growth of our human capital.

Action Plans 2017 Results Progress
Forge a Stable and Stimulating Environment Conducive to Retaining Talent
  • Continued to review salaries and benefits;average spent per non-management employee on salary and benefits was roughly NT$1,356,000.
Average spent on salary and benefits per non-management employee rose 4.0% y-o-y.
  • A total of 20,003 employees at the middle management level and below currently participate in Fubon's employee stock ownership plan (ESOP), accounting for nearly 90% of eligible personnel.
Number of the employees in the stock ownership trust plan increased 2.5% in 2017, more than 80% have been in it for more than 3 years.
  • Fubon Insurance launched the "Middle Management Associate Program and Talent Pool Development Program".
The selection process has been completed, yielding a total of 33 persons.
  • Continued to hold the "FinTech Competition", which is enthusiastically participated in by the Group's affiliated enterprises and subsidiaries.
Completed
Use Digital Technology to Create a Good Brand Image and Attract Talent
  • Held two major campus recruiting activities and relied on social networking sites to attract 1,768 people, or 11.8% of total employees.
Achieved nearly 80% of our recruiting goal.

Occupational Health and Safety

Fubon Financial Holdings puts the highest priority on fostering a workplace environment with a healthy work-life balance and takes many initiatives to promote occupational health and safety while also encouraging employees to participate in public welfare and environmental activities. Among our achievements in this area: a total of 536 “Fubon babies” were born in 2017, equal to a birth rate of 35.7 per 1,000 people that is much higher than Taiwan’s; and 519 people applied for volunteer leave in 2017.

Action Plans 2017 Results Progress
Foster a Healthy and Safe Workplace
  • The Company provides paid maternity leave, maternity benefits, and childcare subsidies which exceed legal requirements.
Fubon Financial initiated in 2018.
  • Fubon employees gave birth to 536 babies in 2017, equal to a crude birth rate of 35.7 per 1,000 people.
Birth rate much higher than Taiwan’s 8.2 per 1,000.
  • Fubon Life, a Fubon FHC subsidiary, was the first to launch the " Unit Health Officer ".
Completed the certificate presentation ceremony.
  • Fubon FHC subsidiaries Taipei Fubon Bank, Fubon Life, Fubon Securities, and Fubon Insurance all successfully obtained Exercise Enterprise Certification.
Exercise Enterprise Certification was obtained for Fubon FHC and all of its subsidiaries.
  • Created the brand new " Wellness Cafeteria ", featuring an improved dining atmosphere and better ingredients.
Introduced at two main office buildings in 2018.
  • Completed biennial health checkups for all employees, with a utilization rate of 94.9%.
The utilization rate increased by 3.1% as compared to the previous time.
  • Implemented the " Plan to Prevent Unlawful Harassment in the workplace " and the "Ergonomic Hazards Prevention Program".
Successively implemented at select subsidiaries.
Foster a Healthy Work-life Balance
  • Employees applied for volunteer leave 519 times.
The number of applications rose 18.8 % from a year earlier.
  • Called on Fubon colleagues to join together with friends and family to serve as volunteers to protect our wetlands.
Completed

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