Sustainability
Human rights
Welhunt is committed to upholding human rights by respecting the fundamental rights of all employees and opposing any form of discrimination. In 2023, we introduced the Welhunt Human Rights Policy, aligned with the UN Guiding Principles, affirming our commitment to both international standards and local regulations. This policy extends beyond our workforce; as a major commodity trader, we recognize our global responsibility to promote human rights. We strive to raise employee awareness of human rights issues and foster a culture where reporting violations is encouraged, ensuring a respectful and safe workplace for all.
Employees on a global scale
Welhunt’s operational network spans the globe. To meet the needs of our global business expansion, we continually approach our human resources strategy with a multinational mindset and implement remote and flexible work models to align with the demands of the modern workplace, consistently attracting elite talent from around the world. In this year’s disclosure scope, Welhunt has gathered outstanding talents from 17 countries, demonstrating a high level of cultural integration. This not only brings diverse perspectives internally but also fosters cross-cultural communication and collaboration, allowing us to respond flexibly to market demands from various countries and maintain a leading position in global competition.
Talent composition – by employment type
| Subtotal | Ratio | |
|---|---|---|
| Full-time | 119 | 96.75% |
| Non-full time | 4 | 3.25% |
| Total | 123 | 100% |
Note:
- Non-full-time employees are all business representatives for overseas representative offices, hired through local professional staffing agencies.
Talent composition – by location
| Subtotal | Ratio | |
|---|---|---|
| Taiwan | 72 | 60.50% |
| Singapore | 19 | 15.97% |
| China | 10 | 8.40% |
| Indonesia | 15 | 12.61% |
| UK | 3 | 2.52% |
| Total | 119 | 100% |
Note:
- The data provided solely pertains to full-time employees.
Talent composition – by age
| Subtotal | Ratio | |
|---|---|---|
| ＞51 years | 10 | 8.40% |
| 31-50 years | 76 | 63.87% |
| =＜30 years | 33 | 27.73% |
| Total | 119 | 100% |
Note:
- The data provided solely pertains to full-time employees.
Talent composition – by job level
| Subtotal | Ratio | |
|---|---|---|
| Managerial Positions | 27 | 22.69% |
| Non-Managerial Positions | 92 | 77.31% |
| Total | 119 | 100% |
Note:
- The data provided solely pertains to full-time employees.
Employee distribution and percentage by country
| Subtotal | Ratio | |
|---|---|---|
| Taiwan | 67 | 56.30% |
| Indonesia | 16 | 13.46% |
| China | 11 | 9.24% |
| Malaysia | 7 | 5.88% |
| Vietnam | 4 | 3.36% |
| Singapore | 3 | 2.52% |
| Belgium | 1 | 0.84% |
| India | 1 | 0.84% |
| Russia | 1 | 0.84% |
| South Africa | 1 | 0.84% |
| USA | 1 | 0.84% |
| UK | 1 | 0.84% |
| Norway | 1 | 0.84% |
| Philippines | 1 | 0.84% |
| Ireland | 1 | 0.84% |
| Germany | 1 | 0.84% |
| South Korea | 1 | 0.84% |
| Total | 119 | 100% |
Note:
- The data provided solely pertains to full-time employees.
Talent composition – by gender ratio of managerial positions
| Location | Male | Ratio of Male | Female | Ratio of Female | Total |
|---|---|---|---|---|---|
| Taiwan | 7 | 43.75% | 9 | 56.25% | 16 |
| Singapore | 7 | 77.78% | 2 | 22.22% | 9 |
| China | 1 | 1000% | 0 | 0% | 1 |
| Indonesia | 0 | 0% | 1 | 100% | 1 |
| UK | 0 | 0% | 0 | 0% | 1 |
| Total | 15 | 55.56% | 12 | 44.44% | 27 |
Note:
- The data provided solely pertains to full-time employees.
- Managerial positions are defined as roles that entail management responsibilities.
Percentage of local people employed for managerial positions
| Office Site | Local Supervisor | Ratio of Local Supervisors | Non-Local Supervisor | Non-ratio of Local Supervisors | Total |
|---|---|---|---|---|---|
| Taiwan | 15 | 93.75% | 1 | 6.25% | 16 |
| Singapore | 0 | 0% | 9 | 100% | 9 |
| China | 1 | 100% | 0 | 0% | 1 |
| Indonesia | 1 | 100% | 0 | 0% | 1 |
| UK | 0 | 0% | 0 | 0% | 0 |
| Total | 17 | 62.96% | 10 | 37.04% | 27 |
Note:
- The data provided solely pertains to full-time employees.
- Managerial positions are defined as roles that entail management responsibilities.
Employee turnover
We are enhancing our workforce at Welhunt to support rapid growth and innovations in the low-carbon transition. To compete for talent, we utilize diverse recruitment channels and external partners. This strategy aids both domestic hiring and international expansion while maintaining a strong focus on sustainability.
Employee turnover – new employees and resignees
| Category | Team | New Employee | Resignees | ||
|---|---|---|---|---|---|
| Number of people | Percentage of new hires | Number of people | Percentage of resignees | ||
| Age | Under 30 years old | 8 | 6.72% | 6 | 5.04% |
| 30~50 years old | 19 | 15.97% | 8 | 6.72% | |
| 50 years old above | 1 | 0.84% | 1 | 0.84% | |
| Gender | Male | 16 | 13.456% | 7 | 5.88% |
| Female | 12 | 10.08% | 8 | 6.72% | |
| Location | Taiwan | 17 | 14.29% | 12 | 10.08% |
| Singapore | 5 | 4.20% | 1 | 0.84% | |
| China | 2 | 1.68% | 0 | 0% | |
| Indonesia | 1 | 0.84% | 2 | 1.68% | |
| United Kingdom | 3 | 2.52% | 0 | 0% | |
| Sub-Total | 28 | 23.53% | 15 | 12.61% | |
Note:
- The data provided solely pertains to full-time employees, with a total employee count of 119 as of the conclusion of 2023.
- Percentage of new hires = (Number of new hires / Total number of full-time employees at the end of the year) * 100%.
- Percentage of resignees = (Number of resignees / Total number of full-time employees at the end of the year) * 100%.
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