Talent is the key to sustainable development. As a globalized corporation, Wistron is deeply aware of the importance of employee diversity and we are committed to labor rights protection, strictly adhering to related regulations and guidelines. In 2023, we established our Diversity, Equity, and Inclusion (DEI) Policy, which aims to create an ideal workplace, promote diverse collaboration, and encourage employees to realize their full potential and build long, fulfilling careers at Wistron.
Inclusion and Diversity
Global Talent Strategy
Wistron continues to recruit diverse talent from around the world. The following chart shows our employee demographic as of the end of 2025, which demonstrates a significant increase in numbers from the previous year. In recent years, we have been gradually adjusting our global production capacity layout and enhancing our workforce structure to adapt to changes in the global market, overall economic and trade conditions, and customer demands. These measures are aimed at promoting sustainability at Wistron.
Note: The percentage represents the regional workforce as a percentage of the global workforce. The Asian region includes all Asia locations except for Taiwan and China locations, the European region includes Czech Republic locations, and the Americas region refers to the Mexico, Brazil, and U.S. locations.
Workforce Composition
| Employee Demographic | Male | Female | Others | ||||
|---|---|---|---|---|---|---|---|
| Number of People | Percentage | Number of People | Percentage | Number of People | Percentage | ||
| Age | <30 | 15,215 | 26.12% | 9,545 | 16.38% | 0 | 0 |
| 30-50 | 18,435 | 31.65% | 12,337 | 21.18% | 0 | 0 | |
| >51 | 1,743 | 2.99% | 980 | 1.68% | 0 | 0 | |
| Job type | Management | 2,862 | 4.91% | 1,021 | 1.75% | 0 | 0 |
| Professional | 32,531 | 55.84% | 21,841 | 37.49% | 0 | 0 | |
| Location | Taiwan | 10,463 | 17.96% | 6,784 | 11.65% | 0 | 0 |
| China | 12,924 | 22.19% | 7,292 | 12.52% | 0 | 0 | |
| Asia | 8,525 | 14.63% | 5,991 | 10.28% | 0 | 0 | |
| Europe | 463 | 0.79% | 485 | 0.83% | 0 | 0 | |
| Americas | 3,020 | 5.18% | 2,308 | 3.96% | 0 | 0 | |
| Contract Type | Non-fixed-term | 20,974 | 36.00% | 14,251 | 24.46% | 0 | 0 |
| Fixed-term | 14,419 | 24.75% | 8,611 | 14.78% | 0 | 0 | |
| Full-Time/Part-Time | Full-Time | 35,368 | 60.71% | 22,796 | 39.13% | 0 | 0 |
| Part-Time | 18 | 0.03% | 58 | 0.10% | 0 | 0 | |
| Non-guaranteed hours | 7 | 0.01% | 8 | 0.01% | 0 | 0 | |
| Total | 35,393 | 60.76% | 22,862 | 39.24% | 0 | 0 | |
- Note1. Management refer to individuals who hold managerial positions, including entry-level, middle-level, and senior-level managers. Professionals are non-managerial indirect and direct employees.
- Note2. Non-fixed-term and fixed-term contracts: Non-fixed-term contracts refer to employment contracts that do not specify a termination date. In mainland China and Vietnam, fixed-term contracts are more common due to local regulatory requirements.
- Note3. Full-time and part-time employees: Full-time employees refer to those who work hours as defined by local or statutory regulations, while part-time employees work fewer hours compared to full-time employees.
- Note4. A total of 3,220 non-formal employees were hired, including dispatched workers, project-based contractors, on-site vendors, and consultants.
Employment Type
| Employment Type | Taiwan | China | Asia | Europe | Americas | Total |
|---|---|---|---|---|---|---|
| Full-time employees | 17,231 | 20,216 | 14,514 | 890 | 5,313 | 58,164 |
| Part-time employees | 16 | 0 | 2 | 43 | 15 | 76 |
| Non-guaranteed hours employees | 0 | 0 | 0 | 15 | 0 | 15 |
Contract Type
| Contract Type | Taiwan | China | Asia | Europe | Americas | Total |
|---|---|---|---|---|---|---|
| Non-fixed-term | 17,090 | 8,214 | 3,892 | 719 | 5,310 | 35,225 |
| Fixed-term contract | 157 | 12,002 | 10,624 | 229 | 18 | 23,030 |
Nationality distribution
| Region(Nationality) distribution | 2025 | |
|---|---|---|
| % of Total Employees | % of Management Positions | |
| China | 36.23% | 41.39% |
| Taiwan | 21.42% | 48.26% |
| Philippines | 9.13% | 1.13% |
| Vietnam | 16.85% | 0.59% |
| Mexico | 6.48% | 2.24% |
| Malaysia | 4.68% | 1.18% |
| Czech Republic | 1.31% | 1.31% |
| Not Disclosed | 2.06% | - |
| Others | 1.84% | 3.89% |
Creating a Diverse & Inclusive Culture
Wistron is committed to building the best place to work. In 2023, we established our Diversity, Equity, and Inclusion (DEI) Policy and implementation plan, aiming to become an industry leader in this area. The initiative ranges from raising DEI awareness among all employees to improving organizational systems across various locations. Wistron strives to ensure every employee receives equal opportunities, respect, and support, encouraging open expression and a stronger sense of purpose, ultimately realizing the vision of sustainable talent development.
Diversity and Inclusion Strategies and Actions
Building on the solid foundation established in 2023, Wistron launched a series of DEI initiatives in 2024. Guided by three strategic directions and tailored key actions across each plant, Wistron is committed to fostering a respectful and inclusive corporate culture.
| Strategies | Actions |
|---|---|
| Enforce equality policies and establish systems beyond regulatory standards | At Wistron, we promote our Human Rights Policy globally, ensuring that all employees have equal opportunities in recruitment, compensation, and promotion. We also enforce anti-discrimination and anti-harassment policies and reported zero cases of major violations in 2025. In Taiwan, recognizing employees’ needs for family care and stability, we further optimized related policies by taking into account broader trends and feedback from employee surveys to help employees better balance work and family responsibilities (see Section 4.4.1 Employee Care and Support). |
| Cultivate an awareness of diversity and inclusion | Wistron provides a variety of DEI learning resources for employees worldwide. A series of online DEI courses, including The Power of Believing You Can Improve, Speak Up: Building Workplace Resilience, Inclusive Communication: Dialogue Begins with Understanding, and Inclusive Mindsets: New Possibilities for Team Collaboration, were developed to support cross-cultural learning and strengthen employees’ ability to communicate and collaborate effectively. For human resource professionals globally, Wistron also designed the Shaping and Promoting a DEI Workplace Culture course to deepen understanding of the importance of DEI throughout the employee lifecycle—from recruitment and development to retention. Through practical application cases, the course helps promote a fair and inclusive workplace environment and supports sustainable talent development. |
| Localized support measures | To promote cross-cultural exchanges, each Wistron plant implements locally tailored initiatives to foster mutual respect and understanding among employees.
|
Employee Diversity and Inclusion Survey
To gain deeper insights into the effectiveness of our diversity and inclusion initiatives and to better understand employee expectations and needs in the workplace, we expanded the scope of our employee engagement survey in 2023 to include diversity and inclusion topics. We focused on aspects such as workplace experiences, compensation, benefits, and career development to listen to the thoughts and suggestions of our global workforce. In 2024, 86.5% of employees appreciated Wistron's diversity and inclusion efforts. Surveys in the past three years show that Wistron has made great strides in the DEI dimension.
| 2022 | 2023 | 2024 | 2025 | |
|---|---|---|---|---|
| DEI Survey Ratings | 80.3% | 86.3% | 86.5% | 86.4% |
Diverse Workforce
To build a diverse and friendly workplace, Wistron continues to monitor workforce demographics, using data to close gaps and drive continued progress.
Female Employees
In the area of gender equity, to further accelerate the advancement of women in the technology industry, our goal for 2030 is to reach 27% women in management positions, 24% women in STEM positions, and 40% women employees overall as part of our efforts to help women in technology realize their potential.
Employee Support Program for Employees with Disabilities
In terms of social inclusion, Wistron advocates for inclusive practices starting from within the organization. We ensure compliance with local laws and regulations regarding the protection of individuals with disabilities across all our global sites. We take into account our employees’ physical conditions and capabilities when delegating work and strive to create a work environment that accommodates their specific needs.
Wistron’s facilities around the world have strengthened accessible design in the workplace and offer dedicated parking spaces and shuttle services to support employees with disabilities in carrying out their duties and participating in activities. At the Chongqing plant, Wistron developed a training mentorship program to offer one-on-one training and support, helping employees with needs perform their roles with confidence through hands-on guidance and support. At the Czech plant, sign language training courses were provided to help employees adapt to the workplace. In Mainland China, annual events are held to better understand the work and daily needs of employees with disabilities, inviting their input and feedback to support regular improvements to the working environment. In 2025, employees with disabilities accounted for 0.74% of all global Wistron employees.
| 2022 | 2023 | 2024 | 2025 | |
|---|---|---|---|---|
| Percentage of Employees with Disabilities | 1.00% | 0.98% | 0.87% | 0.74% |
Women in Technology program-Women in Wistron (WiW)
Women in Wistron (WiW), Wistron’s employee resource group dedicated to supporting the growth and development of women, continued to focus on two core pillars in 2025: leadership development and work-life balance. Through a range of initiatives, WiW promotes professional growth and continuous learning among female employees.
As part of its leadership development efforts, WiW invited Chee Ching, President of Far EasTone, to share her career and leadership experiences, offering employees valuable insights from a diverse perspective. To further encourage internal dialogue, WiW also organized an internal women’s leadership panel featuring female managers from the R&D, sales, and manufacturing functions. Drawing on real workplace experiences, the panel provided employees with practical, first-hand insights. In addition, WiW organized an MBTI reading and discussion program for its core members, encouraging self-discovery while strengthening communication and collaboration among colleagues. Through these activities, participants gained valuable professional insights and personal inspiration throughout their exchanges.
In 2025, WiW organized a variety of networking and engagement activities, hosting a total of ten events and attracting more than 1,000 participants throughout the year. WiW also launched a membership recruitment initiative, successfully expanding its core team to more than 30 members. Looking ahead, WiW will continue to encourage core members to propose initiatives based on their own needs, with the leadership team consolidating and developing these ideas into future programs. These efforts will provide a strong foundation for WiW’s 2026 initiatives while continuing to build momentum for the advancement of women at Wistron.
