Diverse & Friendly Workplace
Everlight Chemical is committed to building a diverse, equitable, and inclusive (DEI) workplace. Employees from different backgrounds, genders, ages, and professions are the core driving force for continuous innovation.
▍Employee Composition of Everlight
Gender Ratio
Famale 25% | Male 75%
Management Level
Supervisors 30% | Non-Supervisory 70%
Employment Type
Full-time 99% | Part-time 1%
Age
31~50 54% | Over 51 26% | Under 30 20%
Educational Background
College 53% | Master’s Degree or Higher 24%
High School and below 23%
▍Diversity commitment and female employee ratio
Everlight Group’s female employee ratio is 26% in 2025, female management ratio is 16%, and female director ratio is 18%. We continue to benchmark against leading enterprises to set mid-to-long-term goals for increasing these ratios.
▍Gender Ratio in STEM Job Categories
Female 34% | Male 66%
For key technical positions such as R&D, IT, EHS, and actuarial, we tracked the STEM gender ratio. In 2025, the total number of STEM positions was 623, accounting for 34% of the Group total. Women account for 34% of the STEM total.
Data over the last four years show the female percentage in STEM has steadily risen from 31% to 34%, showing success in encouraging women into technical careers.
▍Overview of Workforce Turnover
The overall annual turnover rate of the Group in 2025 was 13.59%, a decrease of 1.1 percentage points compared to 14.69% in 2024. This indicates that the localized retention measures implemented across various subsidiaries are yielding results, with the Group’s overall manpower stability outperforming that of the parent company’s individual sites. The Group’s involuntary turnover rate rose slightly to 2.66%, primarily reflecting necessary organizational structure optimizations carried out at certain overseas locations to enhance operational efficiency.
With the parent company’s turnover rate at 15.53% in 2025, there remains room for improvement (our target for 2030 is to maintain a turnover rate of ≤ 14.5%). We will continue to implement New Employee Mentorship and Career Development Maps to enhance employee adaptability and long-term retention intentions, steadily optimizing our overall turnover performance.
Information gathered from interviews is categorized into structured groups:
- Personal Career Factors: (e.g., family care, health issues, advanced studies, better external career opportunities, etc.).
- Organizational Management Factors: (e.g., competitiveness of compensation and benefits, transparency of promotion channels, workload, workplace interpersonal atmosphere, training resources, cross-departmental communication, etc.).