Sustainability
Human rights
Welhunt upholds the values of human rights, committed to respecting and safeguarding the fundamental rights of all employees. We firmly oppose any form of discrimination and unfair treatment, and we strictly adhere to labor rights-related laws to ensure the rights of wage payment, reasonable working hours, workplace safety, prevention of sexual harassment, and occupational safety and health.
In 2023, we officially adopted the Welhunt Human Rights Policy, which was developed based on the UN Guiding Principles on Business and Human Rights. We are committed to complying with international human rights standards, including the UN Global Compact, the Universal Declaration of Human Rights, and the International Labour Organization’s Declaration on Fundamental Principles and Rights at Work, as well as relevant local regulations.
Our Human Rights Policy applies not only to our employees but also extends to our role as a major commodity trader. Welhunt recognizes our influence in the global market and the responsibility we bear in promoting and upholding human rights. Over the next one to three years, we plan to establish human rights due diligence implementation methods. By creating effective identification, reporting, and remediation mechanisms, we will be able to proactively detect or receive reports of human rights issues. At the same time, through advocacy, enhancing internal human rights training and education, we aim to raise employees’ awareness of human rights so that they can report any instances of human rights violations.
Human rights due diligence is a dynamic process that evolves with the growth and expansion of our business. We are committed to revising this policy as necessary to respond to the development of the Welhunt Group and changes in the external environment. To effectively address human rights challenges, we will work closely with external advocates and partners, including suppliers and business partners, to jointly promote lasting systemic change.
Employees on a global scale
Welhunt is rooted in Taiwan, and our operations have now expanded across Asia, the Pacific region, and Europe. As our business footprint grows and our team expands and becomes more diverse, we have established a robust talent structure through employee care, equality, regular performance evaluations based on fairness and objectivity, a comprehensive salary and benefits system, and diverse recruitment and rotation systems. At the same time, we are committed to practicing the values of diversity and inclusion, respecting and valuing individual differences to ensure everyone receives fair treatment and to create a harmonious and friendly work environment.
As of December 31, 2023, Welhunt has 121 full-time employees. Taiwan remains the core of Welhunt’s operations, with the highest proportion of full-time employees, accounting for 61.16% of the total workforce. Singapore follows with 16.53%, Indonesia with 12.40%, China with 6.61%, and our UK office, which officially began operations at the end of 2023, accounting for 3.31%.
Additionally, Welhunt has hired four non-permanent employees overseas, all of whom are on-site business representatives. In recent years, Welhunt has been rapidly expanding its footprint, and to better serve our customers and expand our market presence, we have employed local business representatives in certain Asian countries. Since our business in these regions is still in the development stage, Welhunt has not yet established formal operational bases there. To ensure the rights of these business representatives, we hire them through local professional staffing agencies. In practice, Welhunt treats overseas business representatives the same as full-time employees, providing them with the same benefits and treatment.
Employee distribution – by employment type
| Subtotal | Ratio | |
|---|---|---|
| Full-time | 121 | 97% |
| Non-full time | 4 | 3% |
| Total | 125 | 100% |
Note:
- Non-full time employees include temporary, part-time, and contract employees.
Employee distribution and percentage by country
| Subtotal | Ratio | |
|---|---|---|
| Taiwan | 74 | 61% |
| Singapore | 20 | 17% |
| China | 8 | 7% |
| Indonesia | 15 | 12% |
| UK | 4 | 3% |
| Total | 121 | 100% |
Note:
- The data provided solely pertains to full-time employees.
Employee distribution and percentage by country
| Subtotal | Ratio | |
|---|---|---|
| Taiwan | 68 | 56% |
| Indonesia | 16 | 13% |
| China | 10 | 8% |
| Malaysia | 8 | 6% |
| Vietnam | 5 | 4% |
| Singapore | 3 | 2% |
| Belgium | 1 | 1% |
| India | 1 | 1% |
| Russia | 1 | 1% |
| South Africa | 1 | 1% |
| USA | 1 | 1% |
| UK | 1 | 1% |
| Northway | 1 | 1% |
| Philippines | 1 | 1% |
| Irish | 1 | 1% |
| Germany | 1 | 1% |
| Korea | 1 | 1% |
| Total | 121 | 100% |
Note:
- The data provided solely pertains to full-time employees.
Number and ratio of employee –by ages
| Subtotal | Ratio | |
|---|---|---|
| ＞51 years | 10 | 8% |
| 31-50 years | 78 | 65% |
| =＜30 years | 33 | 27% |
| Total | 121 | 100% |
Note:
- The data provided solely pertains to full-time employees.
Number and ratio of employee – by gender
| Subtotal | Ratio | |
|---|---|---|
| Male | 67 | 53% |
| Female | 54 | 47% |
| Total | 121 | 100% |
Note:
- The data provided solely pertains to full-time employees.
Number and ratio of employee – by job level
| Subtotal | Ratio | |
|---|---|---|
| Managerial Positions | 28 | 23% |
| Non-Managerial Positions | 93 | 77% |
| Total | 121 | 100% |
Note:
- The data provided solely pertains to full-time employees.
- A managerial position is defined as one that carries managerial responsibilities.
Number and Ratio of Employees in Management – Gender Ratio
| Location | Male | Ratio of Male | Female | Ratio of Female | Total |
|---|---|---|---|---|---|
| Taiwan | 6 | 38% | 10 | 63% | 16 |
| Singapore | 8 | 80% | 2 | 20% | 10 |
| China | 0 | 0% | 0 | 0% | 1 |
| India | 0 | 0% | 1 | 100% | 1 |
| UK | 1 | 100% | 0 | 0% | 1 |
| Total | 15 | 55% | 13 | 45% | 28 |
Note:
- The statistical data includes only full-time employees.
- A managerial position is defined as one that carries managerial responsibilities.
Rate of Employment for Local Supervisors
| Office Site | Local Supervisor | Ratio of Local Supervisors | Non-Local Supervisor | Non-ratio of Local Supervisors | Total |
|---|---|---|---|---|---|
| Taiwan | 14 | 88% | 2 | 13% | 16 |
| Singapore | 0 | 0% | 10 | 100% | 10 |
| China | 0 | 0% | 0 | 0% | 1 |
| India | 1 | 100% | 0 | 0% | 1 |
| UK | 0 | 0% | 1 | 100% | 1 |
| Total | 15 | 54% | 13 | 46% | 28 |
Note:
- The statistical data includes only full-time employees.
- A managerial position is defined as one that carries managerial responsibilities.
Employee Hires and Turnover
In response to the rapid expansion of the group’s business in recent years and significant innovations such as the low-carbon transition, we continuously bring in professionals from various fields to meet the needs of our operational growth. Facing fierce competition for talent, Welhunt flexibly utilizes a variety of recruitment channels, including job bank websites, LinkedIn, headhunting consultants, and external partners, establishing effective interaction mechanisms to support the company’s domestic and international expansion and strengthen the team.
Structure of new employee hires and turnover
| Category | Team | New Employee Hires | Employee Turnover | ||
|---|---|---|---|---|---|
| Male | Female | Male | Femal | ||
| Age | Under 30 years old | 3 | 5 | 2 | 4 |
| 30~50 years old | 12 | 7 | 5 | 3 | |
| 50 years old above | 1 | 0 | 0 | 1 | |
| Sub-Total | 16 | 12 | 7 | 8 | |
| Total | 28 | 15 | |||
| Employee Hires and Turnover Ratio(%) | 26.47% | 23.88% | 10.45% | 14.81% | |
| Total Employee Hires and Turnover Ratio(%) | 23.14% | 12.40% | |||
Note:
- The statistical data only includes full-time employees. At the end of 2023, the total number of 2.employees was 121.
- New Hire Ratio = Number of new hires / Total number of full-time employees at the end of the year.
- Turnover Ratio = Number of departures / Total number of full-time employees at the end of the year.