Adhering to the spirit of "Endless Heritage, Unlimited Innovation", we strengthen the human capital strategy of function building and ensuring the sustainable development of the organization's talents. We adopt the Balanced Scorecard development and operation plan, together with a performance development system that integrates functions, to plan and promote the overall human capital development of the "Selection, Employment, Nurturing, and Retention" program.

Building an Inclusive Workplace

Employee Structure

We value local talent and diversity. The employees of Shin Kong Life are primarily composed of local Taiwanese staff, with 100% of senior management being of Taiwanese nationality. In 2025, the total number of formal employees was 11,437 (excluding non-formal commissioned representatives), consisting of 2,503 office-based employees and 8,934 field-based employees. Males account for 28% and females account for 72%; male management personnel account for 46%, and female management personnel account for 54%.

Gender Ratio of Formal Employees of Shin Kong Life in 2025

Equal Employment

We are committed to building a corporate culture that respects diversity and gender equality. By hiring employees from different ethnic groups, we are able to gain more diverse perspectives and insights, and bring more innovation and vitality to the company.

1. Respect for the employment rights and interests of people with disabilities and indigenous groups

   We respect the employment rights and interests of people with disabilities and indigenous groups, exceeding regulatory requirements to increase the employment of employees with disabilities. We have also formulated the "Regulations for Incentivizing the Recruitment of Indigenous Employees" to provide employment opportunities for indigenous peoples.

2. Gender Equality

   Shin Kong Life places great emphasis on gender equality. In addition to avoiding discriminatory treatment based on gender or sexual orientation, we place strong emphasis on the workplace participation of female employees. This is not just about balancing gender ratios, but also about expecting women to bring diverse perspectives to the company. In 2025, there were a total of 934 high-performing evaluated personnel, comprising 349 males and 585 females, with females accounting for 62.6%. This reflects positive results from Shin Kong Life's workplace design mechanisms for women.

Statistics of Female Managers at Shin Kong Life in 2025

• Note 1: Senior-level managers refer to the president, department heads and above levels; mid-level managers refer to project associate managers, section managers, and field regional division managers; junior-level managers include project managers.
• Note 2: Sales Department managers refer to managers of revenue-generating units, regardless of rank.