Employee Structure
As of the base date of December 31, 2023, Radiant Opto-Electronics had a total of 12,216 employees across the entire Group for the year 2023, including both full-time and contract workers. The Kaohsiung factory employed 875 workers, while the mainland China factories had a workforce of 11,341. Compared to 2022, there was no significant change in the total number of employees in 2023. Due to adjustments in production line staffing, the Kaohsiung factory saw a decrease of 6%, whereas the mainland China factories experienced an increase of 0.5%. Adhering to a customer-first principle, the main production base is located in mainland China, accounting for approximately 92.8% of the overall workforce. The Kaohsiung factory serves as a research and development base, therefore, a relatively higher proportion of engineering staff, accounting for 47.8% of the Kaohsiung factory’s workforce. Additionally, in terms of gender distribution, due to industry characteristics and the gender demographics of graduates from relevant fields, males comprised 67.7% of the total workforce. The age distribution is predominantly under 30 years old, making up 53.2% of the total workforce.

Overview of New Employees
In 2023, Radiant Opto-Electronics Corporation hired a total of 44,994 new employees, with 82.52.1% being male and 17.48% being female. The majority of new hires were under the age of 30 years old, accounting for approximately 68.65% of the total. In 2023, the number of employees with disabilities was 21.
 

Turnover Rate

There were a total of 48,063 employees who resigned, among which 47,655 were direct staff (99.2%) and 408 were indirect staff (0.8%). In terms of turnover rate, if looking at different factories, gender, age group, etc., the Kaohsiung Factory was 1.1%, and the Mainland China Factories were 26.8%. When employees submit their resignation, interviews are conducted by their supervisors and the Human Resources department to fully understand the reasons for leaving. Based on the individual circumstances of the employees, discussions are held to adjust their job responsibilities, or, depending on their personal expertise and experience, internal transfer opportunities are offered to retain the employees. The higher turnover rate at the mainland factories is attributed to the inclusion of interns and the diversity of labor contract types, which overall contribute to a higher turnover rate.