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

Employment Status

We emphasize local talent and diversity. SKL's workforce consists mainly of local Taiwanese employees, with 100% of senior executives being Taiwanese nationals. In 2023, the total number of regular employees will be 9,238 (excluding unofficial salespersons), with 2,425 in-house employees and 6,813 in the field.

SKL employee structure in 2023

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 rights and interests of the physically and mentally challenged and indigenous communities at work

   We value the rights and interests of people with disabilities and indigenous peoples at work by employing people with disabilities more than required by law and drawing up the "Regulations for Incentive for Increased Recruitment of Indigenous employees" to provide employment opportunities for indigenous peoples.

2. Valuing Gender Equality

   SKL emphasizes gender equality. In addition to not treating employees differently based on gender or sexual orientation, SKL also emphasizes women's participation in the workplace, not only in terms of balanced gender ratios, but also in terms of bringing diverse perspectives to the company. The fact that the percentage of women outperforming men in the assessment of 2023 is higher than the percentage of women in the assessment of 2022 is an indication of the positive results of the mechanism of designing women's workplaces.

Statistics of Female Managers in 2023

• Note 1: Senior-level manager refer to the president, department heads and above; Mid-level manager refer to deputy heads of department, section managers, and the managers of regional sales divisions; Junior-level managers refer to project managers, sales office supervisors, and sales managers.
• Note 2: Sale Department managers refer to heads of revenue-generating business units, regardless of rank.

Recruiting the Next Generation

Insurance Agent	Student
Young Manager Training Program	Internship
New Talent Training Project	Summer Internship
Young sales Representative Manager Training Program - Sky Promotion Project	Insurance Course
Elite Representative Manager Training Program	Corporate Visit
Digital Recruitment	-