Employees are the most important assets of an enterprise. Asia Cement continues to build a cohesive workplace environment, and offer diversified development through a competitive remuneration system to assist employees in refining the necessary skills for the work, to create a friendly working environment and to create a good interactive organizational culture. By providing this solid foundation, the Company expects that employees can reach their full potential and grow together with the business. It is the most solid foundation of Asia Cement’s sustainable operation.
《Policy commitment and management system》
- Establish a competitive remuneration system and a complete employee welfare and retirement benefit system.
- Establish a talent development quality management system.
- Establish a complete performance management and promotion system.
- Provide employees with a complete training system for growing.
- 100% gender equality in Asia Cement.
Due to industry characteristics, the workforce is predominantly male and mainly plant-operations staff. Employee cohesion is strong and benefits are competitive, resulting in a low turnover rate excluding retirements. Headcount remained stable from 2021 to 2024, operations are normal, and there are no plans for layoffs in the next 12 months. Labor–management communication is effective and relations are harmonious, with no strikes during the period.
2025 Employee Gender Diversity
- Asia Cement
| Item | Number of male (Percentage of the total types %) | Number of female (Percentage of the total types %) | Percentage of the total employees % |
|---|---|---|---|
| Supervisor | 49 (73%) | 18 (27%) | 67 (14%) |
| Administration | 16 (44%) | 20 (56%) | 36 (8%) |
| Sales | 55 (96%) | 2 (4%) | 57 (12%) |
| Plant affairs | 277 (91%) | 29 (9%) | 306 (66%) |
| Total | 397 (85%) | 69 (15%) | 466 (100%) |
*Supervisors refer to employees at Grade 12 or above.
- Subsidiaries
| Item | Number of male (Percentage of the total types %) | Number of female (Percentage of the total types %) | Percentage of the total employees % |
|---|---|---|---|
| Supervisor | 86 (84%) | 16 (16%) | 102 (8%) |
| Administration | 89 (52%) | 82 (48%) | 171 (13%) |
| Sales | 51 (75%) | 17 (25%) | 68 (5%) |
| Plant affairs | 918 (94%) | 59 (6%) | 977 (74%) |
| Total | 1,144 (87%) | 174 (13%) | 1,318 (100%) |
At Asia Cement, women in management positions accounted for 27% of junior management, 28% of senior management, 8% of revenue-generating functions (business units), and 4% of STEM positions.
Employee Turnover Rate
Asia Cement’s cost of recruiting one new employee was NT$1,483. In 2025, the voluntary turnover rate was 9% for Asia Cement and remained at 17% for subsidiaries. Asia Cement’s internal promotion ratio in 2025 was 85%. Asia Cement has established an internal transfer mechanism to assist employees in adjusting their work plans, enhancing work efficiency and talent utilization.
- Asia Cement’s newly hired employees and rate of resignation in the past years
Disadvantage and indigenous employees
Operating Site | Employment of Disadvantaged Groups | Employment of Indigenous Peoples | Employment of Foreign Employees |
|---|---|---|---|
| Asia Cement | 3 (0.6%) | 133 (24.2%) | 0 (0.0%) |
| Subsidiaries | 12 (0.9%) | 50 (3.8%) | 63 (4.8%) |
*Asia Cement fulfills its legal obligation to employ persons with disabilities. In accordance with the People with Disabilities Rights Protection Act, one of the employees hired by Asia Cement is a person with severe or profound disabilities and is counted as two employees for statutory employment quota purposes.
*The nationalities of foreign employees employed by subsidiaries are Vietnam, Thailand, and the Philippines.