Talent Attraction and Retention

ASEH and its subsidiaries employ a diverse, equality and inclusive recruitment policy that prohibits discrimination against any employee or job applicant on the basis of gender, age, race, nationality, religion, political stance, sexual orientation or gender identity. The company is committed to complying with local laws and regulations, upholding its Code of Business Conduct and Ethics, its Human Rights Policy, protecting and respecting human rights and adhering to the Responsible Business Alliance (“RBA”) Code of Conduct. ASEH forbids the use of child or forced labor and discourages recruitment agencies from collecting agency fees from foreign employees.

In 2025, ASEH recruited over 21,000 employees, of which 30.3% are engineering positions, 60.9% are skilled technical positions on the production lines, and 14.9% of female engineering employees. ASEH also supports recruiting people with disabilities, hiring 142 persons with disabilities in 2025.

As a global enterprise, we recruit a diverse pool of high-quality talents from all over the world. Helping foreign employees adapt and retaining talent at the workplace are our top priorities. In 2025, we hired over 6,000 new foreign employees. Our subsidiaries provide new hires with interpreter service and also assign them with senior foreign employees from the same country so as to help them adjust to their new work environment and familiarize themselves with the local culture. Foreign employees are also provided educational training programs in languages they understand, and they are accorded the same benefits as local employees. Our global and diverse talent recruitment policy has helped us improve the company’s global advantage and competitive capabilities, thus allowing us to meet the market needs of an increasingly diverse customer base. We believe that a workplace culture defined by diversity and inclusion, will allow employees to grow and develop mutual respect, resulting in a genuinely inclusive work environment.

Employee turnover at ASEH was 9.1% in 2025, a 2.3% decrease from the previous year. The turnover at our facilities in Taiwan was 7%. The employee turnover rate at ASEH is broken down into 55.4% male vs 44.6% female. In terms of job types, production line skill job positions form the majority with 57.4%, while management, engineering and administrative positions formed the remaining 42.6%.

On a biannual basis, ASEH conduct employee engagement surveys to encourage feedback and opinion sharing from employees. ASEH also perform annual analyses on the causes of attrition for different job types, with deep-dive analyses finding that turnover was mainly attributed to factors such as remuneration, career growth and personal reasons, and correspondingly developing improvement projects and long-term talent retention and development strategies. As a technology company, we apply big data analytics to identify underlying and correlating factors that affect turnover and extrapolate behavioral factors that contribute to talent attrition. The analysis combines other factors such as regional attributes and challenges, to identify talent retention risks and project potential employee turnover rates. A deeper understanding of the dynamics affecting turnover will help the company to formulate strategies to manage the risks for retaining talent. Meanwhile, for facilities with high turnover among new hires, various actions will be adopted to help employees adapt to their work environment and prevent the depletion of human capital.

Retaining top talent is one of the primary drivers of ASEH’s growth and momentum. ASEH provides a conducive environment for employees to unleash their full potential, create innovative technologies, and demonstrate effective management skills. To support talent retention, ASEH implements four key strategies: "Highly Competitive Compensation and Benefits," "Fair and Comprehensive Performance Review," "Open Communication and a Grievance Mechanism," and "A Multi-Faceted Employee Engagement Survey."

We consider performance management a means to improve the performance outcome and value of individuals, organizations, and the company as a whole. ASEH adopt a multi-dimensional performance management system to evaluate employee job performance which is conducted twice a year for all employees. Inaddition to receiving timely feedback from their immediate supervisors based on the evaluation, employees can also obtain cross-departmental suggestions from senior management or colleagues. The performance evaluation focuses on individual achievements and goals, and team goals. These assessments serve as the basis foremployee promotion, training and development, and compensation. Our evaluation incorporates various approaches which include management by objectives, multi-dimensional performance appraisal, team-based performance appraisal, and agile assessments. Development plans are formulated accordingly after the employees and their supervisors identify areas for improvement in their current roles or future career plans. For employees experiencing performance gaps, supervisors will provide immediate feedback and targeted coaching. Supervisors will be focused on assisting the affected employees to maximize their efficiency in their job rolesand responsibilities.

ASEH values and respects the opinions and rights of its employees. In an effort to promote open and transparent communication, the company has established comprehensive communication channels including unidirectional and bidirectional communication modes. Employees are able to receive the latest news about the company and express any opinions or concerns they may have about the workplace. To protect and ensure employees’ rights and implement a fair and impartial grievance management mechanism, employee opinions may be submitted anonymously.

Meanwhile, ASEH recognizes employees’ right to freedom of assembly and association. As of the end of 2025, the total number of union members was 33,662, accounting for 36.3% of all ASEH regular employees.

85,184 employees from our 3 major subsidiaries (28 locations across 10 countries), participated in the 2025 sustainability engagement survey, recording a coverage rate of 97.7%. The overall satisfaction rate was 80%, exceeding our 75% target. Moreover, overall engagement among direct employees has improved compared with that in 2023, reflecting the effectiveness of our employee management policies. Of the various topics surveyed, “proud to be part of the company” was rated highly by employees, indicating a strong sense of belonging and identification with the organization and its corporate culture and values. Collecting employee feedback and analyzing the results are extremely useful for us to understand how our employees feel about their role, work environment, leadership, compensation structure and other factors. It allows us to calibrate policies and implement robust support systems to build an organization with purpose, and improve both culture and business performance.