Innovation knows no boundaries, our human strategy is to continuously strengthen competency and ensure the sustainable development of talents, balanced scorecard for business planning, and function-oriented key performance indicators. We have made and implemented the overall human resources management plan covering the selection, employment, cultivation, and retention of talents to ensure the sustainable development of employees in the organization.

Building an Inclusive Workplace

Employment Status

SKL attaches great importance to diversity in the workplace. Our workforce mainly comprises Taiwanese employees, and all of our senior executives are Taiwanese. In 2022, we had 2,633 office staff and 6,999 insurance agents, totaling 9,632 full-time employees (excluding commission-only sales representatives)

SKL employee structure in 2022

Equal Employment

SKL is absorbed in shaping a corporate culture that values diversity and gender equality in the workplace. By hiring employees of different groups, we can have diverse perspectives and insights, injecting innovation and vitality into the organization.

1. Maintaining the Rights of People with Disabilities and Indigenous Peoples 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 places much emphasis on gender equality and does not discriminate based on gender or sexual orientation. We attach importance to the workplace participation of female employees, not only for gender balance, but also for bringing diversity of perspectives to the company. We have set a target to achieve a 30% representation of female employees in senior-level managers by 2025, demonstrating our commitment to creating a gender-friendly workplace.

Statistics of Female Managers in 2022

• 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	-