Diverse & Friendly Workplace
Everlight Chemical is committed to a diverse and inclusive workplace. Recruitment is free from bias based on nationality, race, or religion. We promote multi-skill training, job rotation, and equal pay for equal work regardless of gender.
▍Employee Composition of Everlight
Gender Ratio
Famale 25% | Male 75%
Management Level
Supervisors 30% | Non-Supervisory 70%
Employment Type
Full-time 91% | Part-time 9%
Age
31~50 54% | Over 51 26% | Under 30 20%
Educational Background
College 55% | Master’s Degree or Higher 22%
High School 18% | Below High School 5%
▍Diversity commitment and female employee ratio
Currently, the proportion of female employees is 25%. Moving forward, the Company aims to benchmark itself against leading domestic and international companies to increase the proportion of female employees, supervisors, and directors, demonstrating the Company’s efforts to gender equality.
▍Gender Ratio in STEM Job Categories
Female 34% | Male 66%
In 2024, we surveyed STEM roles (Science, Technology, Engineering, Mathematics), which accounted for 36% of total employees (661 out of 1,822), a slight increase from the previous year. Women held 34% of these positions. While male representation remains higher, the Company continues to support all employees in their growth and development, regardless of gender.
▍Overview of Workforce Turnover
Over the past 4 years, Everlight Chemical’s annual turnover rate has remained between 14% and 16%. In 2024, the turnover rate was 15.80%, slightly higher than the previous year but still below the industry average (traditional manufacturing: 17-18% / 2022: 17.9% / 2023: 17.3%). The Company conducts exit interviews to understand the reasons for resignation, provides care and assistance where difficulties are identified, and actively seeks to retain employees. Feedback from departing employees is used as a reference for improvement. Everlight Chemical continues to enhance work-life balance, strengthen managerial capabilities, and provide career development opportunities to foster employee retention.
We consider annual turnover as a key management indicator and aim to reduce it through workplace strategies. Departing employees are counseled by supervisors to understand both personal and organizational reasons for leaving. Insights from these interviews inform internal reviews and drive continuous improvement.
