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 emphasize local talent and diversity. SKL's workforce consists mainly of local Taiwanese employees, with 100% of senior executives being Taiwanese nationals. In 2024, the total number of regular employees will be 9,992 (excluding unofficial salespersons), with 2,431 in-house employees and 7,561 in the field.

SKL employee structure in 2024

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. Gender Equality

   SKL emphasizes gender equality. In 2024, a total of 843 employees were assessed as outstanding performers, of whom 313 were men and 530 were women, with women accounting for 62.8% of the total, reflecting SKL's positive results of the mechanism of designing women's workplaces.

Statistics of Female Managers in 2024

• 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.
• Note 2: Sale Department managers refer to heads of revenue-generating business units, regardless of rank.

Recruiting the Next Generation Talent

Insurance Agent	Student
Elite Program	Internship
Industry Peers Transfer Program	Summer Internship
New Talent Training Project	Insurance Course
Elite Representative Manager Training Program	Corporate Visit
Digital Recruitment	-