ESG

Employee Relations

Delta is committed to creating an employer brand and continues to invest in innovative talent development plans. We seek to create a high quality work environment for employees and attain sustainable development targets.

We integrate digital technologies to improve talent development and use the knowledge sharing community developed by the Company to integrate global digital training resources. Delta pays close attention to corporate commitments and employee care. We provide a care and benefits system superior to regulations and encourage employees to take leave to relieve stress. Delta takes care of employees through comprehensive health.

Employee Composition

High degree of international talents and gender balance​​

As of year-end 2021, Delta directly hires 85,593 employees worldwide in total, including 27,618 Professional, Technical and Management Units personnel, 57,975 operators (including production line assistants). In addition, there are 2,570 workers who are not directly-hired employees. Due to the expansion of the manufacturing capacity in Thailand and India in the Asia Pacific, the number of employees increased by 3,307 persons (the growth rate was 19.5%) compared to 2020. The increase in this region was the highest in Delta; it was followed by the increase in the number of employees in EMEA of 225 persons compared to 2020 (the growth rate was 8.9%) and the increase in the number of employees in Taiwan of 460 persons (the growth rate was 4.0%).

Due to factors including the nature of the technology industry and the employment market, most of Delta's management level and technical personnel are males. Nevertheless, the male to female ratio in our overall manpower is relatively balanced, and we have adopted the direction of staffing diversity as our sustainability strategy. The ratio of female employees among all employees continued to increase to approximately 48.3%, which was a 1.5% increase compared to 2020. Males account for 51.7% of all employees. As of the end of 2021, we had 1,466 employees with disabilities, which was an increase of 520 employees with disabilities compared to 2020.

* Managerial roles are defined as the supervisors who are responsible for the leadership and management of subordinates.

Talent Learning Development

Focus on Leadership Professionalism, Sales & Marketing​​

In recent years, Delta has actively transformed itself from OEM manufacturing to a brand business and solution provider.To help talents obtain appropriate learning and development resources during the organization's expansion, transformation, and technological upgrading, Delta assists its employees with a smooth transformation through "key talent review in batches," "key talent cultivation in the solution business," and "three strategic key courses."

Delta continues to focus on the three major learning areas: leadership, technical skills, and brand business power as the training direction according to the company's strategy. In terms of learning planning, it has a complete training roadmap. For example, the Dongguan Plant has offered basic, medium and advanced courses required for its 18 position grades, respectively.

In 2021, Delta's global training expenditure reached 1,400,943 USD (including teaching materials, employee training travel expenses, instructors' wages and travel expenses, and global training time input costs), and the average training time per person worldwide was 13.6 hours.

Human Rights Protection

The total number of trainees worldwide was 79,943 and the training completion rate was 96.1%

To implement the core values of ESG and integrity, Delta revised the Delta Human Rights and Employment Policy in 2019 to provide the basic standard norms and common commitments that all employees should abide by at work and during business activities. The goals include:

  • Diversity of employee composition and anti-discrimination.
  • Prohibition of child labor and prevention of forced labor.
  • Provision of a healthy and safe work environment.
  • Establishment of a global feedback and whistle-blowing channel.

Delta is committed to promoting labor-management communication and a human rights-friendly management. It has not only promoted protections through policy but has established a positive two-way communication mechanism on the implementation side. Delta's global collective bargaining agreement and union coverage rate is 61.9%, creating a highly participatory work environment. Employees can also express their opinions through diversified communication channels, including regular labor-management meetings and Welfare Committee meetings, employee representative seminars, and employee opinions mailboxes. Delta keeps confidential and handles complaints or incident information carefully to implement a whistle-blowing system appropriately.

To implement the internal review mechanism for labor ethics, various locations around the world have conducted 22 relevant internal assessments, 106 external audits, and the risk ratio of global sites in the audits of human rights standards was approximately 2.6%, and adopted various mitigation measures based on risk assessments, including labor, ethics, and management systems. Improving the deficiencies found in the internal reviews ensures that the company's operations comply with local laws and international standards. The Leading Inclusive Organizations ranked Delta in fifth place among Taiwanese companies.

Delta continued to use the internal e-Learning platform to offer training courses to strengthen human rights standards, so that employees would have a clear understanding of their own rights and the Company's human rights policies.

For human rights education and training, Delta promoted the education and training of human rights courses through the learning platform of Academy in 2021, so that all employees could clearly understand their rights and the company's human rights policies. The total number of trainees worldwide was 79,943, and the training completion rate was 96.1% in 2021.

  • Employee Welfare

    Global salary adjustment budget is about 3%–5%​​

    Delta is committed to achieving harmonious labor-management relations, improving employees' experience, as well as developing a healthy and happy workplace, and creating a better work-life balance. The strategic guidelines include promoting harmonious two-way communication and creative ideas between labor and management, promoting a healthy workplace, improving the work-life balance for employees, reducing labor disputes, properly managing and recording employees' opinions, and moving towards a faster and more satisfactory quality of response.

    Employee benefits include the provision of competitive salary and benefits, welfare programs superior to what is stipulated by law, long-term incentives to retain employees, and the creation of a LOHAS workplace so that employees can manage and promote health in all aspects, and achieve a work-life balance.

    Delta evaluates the salary levels in the market and economic indicators around the world through an annual salary survey, and makes appropriate adjustments. In 2021, Delta's global salary adjustment budget was around 3%~5% with a focus on the competitiveness of the overall salary of key development talents in R&D and engineering and those with outstanding performance up to 8~10%.

    Delta implemented annual salary adjustments based on the performance of all employees, with 6% to 8% in plants in Mainland China and 3% to 5% in the other plants. Besides fixed monthly wages/salaries, employees in Taiwan are eligible for three major bonuses including year-end bonuses, performance-based bonuses, and profit-sharing. To retain employees with outstanding performance and recruit talents, promote organizational expansion, and enhance transformation and technology improvements, the Company provided a salary structure adjustment in 2021 for employees ranked specialists and above by changing parts of the variable salary to fixed salary and providing salary adjustments based on their performance for the year. The average increase was 9% to 15%.

    Delta's board of directors has established the Remuneration Committee and its organizational rules in accordance with the Regulations Governing the Appointment and Exercise of Powers by the Remuneration Committee of a Company Whose Stock is Listed on the Taiwan Stock Exchange or the Taipei Exchange. The board appointed independent director Mr. Tai-Sheng Chao as the convener and chair of the committee. The organizational rules clearly stipulate that the committee's duties are to formulate and regularly review the policies, systems, standards, and structure of directors and managers' performance evaluation and remuneration, and to regularly evaluate and set directors' and managers' remuneration. The committee shall exercise care as a prudent administrator to faithfully perform its duties and present its suggestions to the board of directors for discussion.

  • Outdoor Yoga program at Wujiang Plants
    DET volunteer program