Fubon Financial Holdings embraces the core values of integrity, sincerity, professionalism and innovation when serving customers and insists Fubon Financial Holdings does not discriminate on the basis of gender, age, ethnicity, religion or political beliefs. Any individual with the requisite ability and qualiications has an equal opportun ity at being hired. We also show concern for the disadvantaged, having hired more people with disabilities than legally required in recent years. Employees’ legal rights are protected and employment policies are non-discriminatory.
The Company’s talent development program relies on a learning platform tailored to business, functional and career development needs that offers employees diverse learning opportunities and resources.
Beyond specialized inancial training programs, Fubon Financial Holdings also offers continuing education subsidies to encourage employees to develop themselves further and stimulate learning and personal growth.
Employees are given the chance to gain experience in different types of jobs. Internal ““Regulations on Rotating and Transferring Personnel” encourage employees to use the inancial holding company’s platform to enhance their competitiveness.
The Company offers competitive compensation and beneits and has created a fair performance-based management system. Outstanding employees are rewarded and given opportunities for promotion to broaden their career horizons.
Fubon Financial Holdings offers a well-rounded beneits system and puts a premium on fostering a healthy and friendly workplace. Several activities promoting a healthy workplace are organized to create different types of exercise experiences and truly care for the well-being of Fubon employees.
The Company fully respects employees’ legal rights and has established open and diversiied communications channels. Quarterly “Town Hall Meetings”
with Fubon’s leaders are held to strengthen employee commitment with Fubon and build consensus within the organization.
To encourage employees to volunteer and satisfy their desire for self-discovery, Fubon has arranged volunteer service courses and established “Guidelines on Implementing Volunteer Leave” to institute paid volunteerism. Social welfare activities, such as the “Fubon Social Welfare Ambassador” program, the
“Fubon Love . Action Fast Campaign” and “Fubon Volunteers Day,” encourage healthy social participation concepts and attitudes.
P rofe ss ion al is m
Caring for Our EmployeesNew Employee Attrition and Turnover Rate
As of the end of 2014
Total New Employees
in 2014
New Employee Turnover Rate
in 2014
Taiwan Overseas
Total Under
30 30-49 50 and Over
Under 30 30-49
50 and Over
Under 30 30-49
50 and Over
Under 30 30-49
50 and Over
Fubon Financial 38 5.26 1 1 0 0 0 0 0 0 0 0 0 0 2
Taipei Fubon Bank 1,253 23.78 69 82 4 62 74 7 0 0 0 0 0 0 298
Fubon Life (Ofice
Staff) 263 10.65 9 13 0 2 4 0 0 0 0 0 0 0 28
Fubon Insurance 266 12.78 11 7 0 11 5 0 0 0 0 0 0 0 34
Fubon Securities 156 7.69 2 2 0 3 5 0 0 0 0 0 0 0 12
Total 1,976 18.93 92 105 4 78 88 7 0 0 0 0 0 0 374
Notes: 1. New employee turnover rate = number of new employees who left/total new employees
2. Fubon Life’s outside sales agents were not included in these igures because of the special nature of their jobs.
on treating employees with a fair, impartial, diligent and caring attitude. Appropriate human resources management guidelines covering several areas – from organization management, recruiting, work attendance, and
performance-based pay to employee rewards and penalties, training development, employee relations, and insurance beneits – help foster a healthy work environment.
Because Fubon’s operations are mostly in Taiwan, the vast majority of its employees come from Taiwan. The company strictly adheres to Taiwan’s labor laws and regulations and does not hire child workers. Foreign national hirings are handled based primarily on two statutes:
the Employment Services Act and Regulations
on the Permission and Administration of the Employment of Foreign Workers.
Fubon Financial Holdings has always abided by national labor laws and regulations and protected workers’ legal rights. Its employment policies do not discriminate in any way. Any individual with an interest and related expertise in the inancial services industry, regardless of gender, age, race or ethnicity, religion or political afiliation, and the requisite ability and qualiications for a position has an equal op-portunity at being hired. Fubon also truly cares for disadvantaged employees and insists on providing a comfortable and fair workplace en-vironment that enables every employee to fully harness their skills and work hard in unison
with the Company. In 2014, Fubon Financial Holdings and its subsidiaries employed 372 people with disabilities, 64 more than required by law. The number of employees with disabilities exceeding the statutory minimum was 60% higher than in 2013.
As of the end of 2014, Fubon Financial Holdings had 31,714 employees, of which 19,552, or 61.65%, were women. There were also 33 hourly workers (of which 19, or 57.6%, were women) and 33 massage workers on ixed-term contracts (of which 14, or 42.4%, were women). In an industry where women tend to comprise the majority of the workforce, Fubon does not discriminate based on gender when it comes to employee advancement.
New Employees in 2014
As of the end of 2014
Employees at end of
2014
New hires in 2014/total employees
at end of 2014
Taiwan Overseas
Total Under
30 30-49 50 and Over
Under 30 30-49
50 and Over
Under 30 30-49
50 and Over
Under 30 30-49
50 and Over
Fubon Financial 144 26.39 6 21 2 1 8 0 0 0 0 0 0 0 38
Taipei Fubon Bank 6,521 19.21 306 430 9 200 297 11 0 0 0 0 0 0 1,253
Fubon Life (Ofice
Staff) 3,112 8.45 71 87 2 40 61 2 0 0 0 0 0 0 263
Fubon Insurance 2,508 10.61 90 30 2 88 54 2 0 0 0 0 0 0 266
Fubon Securities 2,103 7.42 21 53 4 25 50 3 0 0 0 0 0 0 156
Total 14,388 13.73 494 621 19 354 470 18 0 0 0 0 0 0 1,976
Note: Fubon Life’s outside sales agents were not included in these igures because of the special nature of their jobs.
As of the end of 2014
Business, General Administration and Other
Total Total
Under 30 30-49 50 and Over Under 30 30-49 50 and Over
Fubon Financial 0 25 6 31 12 61 3 76
Taipei Fubon Bank 316 1,521 242 2,079 772 2,919 161 3,852
Fubon Life (Outside
Agents) 2,450 1,703 388 4,541 1,986 4,238 1,192 7,416
Fubon Life (Ofice Staff) 87 600 65 752 198 1,705 69 1,972
Fubon Insurance 188 793 102 1,083 239 792 42 1,073
Fubon Securities 50 462 119 631 83 968 257 1,308
Total 3,091 5,104 922 9,117 3,290 10,683 1,724 15,697
As of the end of 2014
Supervisors
Total Total
Under 30 30-49 50 and Over Under 30 30-49 50 and Over
Fubon Financial 0 9 7 16 0 13 8 21
Taipei Fubon Bank 0 207 81 288 0 239 63 302
Fubon Life (Outside
Agents) 633 1,180 321 2,134 449 1,941 845 3,235
Fubon Life (Ofice Staff) 0 108 82 190 0 164 34 198
Fubon Insurance 0 173 127 300 0 46 6 52
Fubon Securities 0 66 51 117 0 35 12 47
Total 633 1,743 669 3,045 449 2,438 968 3,855
Employee Type/Age/Gender Distribution
Note: The supervisors counted in the above chart are section managers and above.
Of its 6,900 supervisors at the end of the year, 3,855, or 55.87%, were women. Overall, Fubon’s staff continued to show steady
growth, and women earned a reasonable share of the promotions to managerial positions. Here is a detailed look at the
structure of Fubon’s workforce:
No. of People with Disabilities Employed as of the End of 2014
As of the end of
2014 No. of Disabled Persons Employed Legally Mandated No. of Employees with Disabilities
No. of Employees with Disabilities Beyond Legal Requirement
Fubon Financial 1 1 0
Taipei Fubon
Bank 75 66 9
Fubon Life 227 203 24
Fubon Insurance 36 17 19
Fubon Securities 33 21 12
Total 372 308 64
Note: The number of employees with disabilities is based on a weighted calculation (each person certiied as having moderate disabilities counts as two people employed).