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Home / ESG Information / Happy Workplace / Diversity and Equality in the Workplace
TRK Corporation upholds the core values of “Respect for Diversity, Equal Treatment, and Inclusive Development,” and is committed to creating a diverse, fair, and inclusive working environment. We ensure that all employees can thrive in a safe, respectful, and discrimination-free workplace.
TRK Corporation strictly abides by the laws and regulations of all operating locations, and is dedicated to protecting fundamental human rights. We support and follow internationally recognized conventions and principles, including the Universal Declaration of Human Rights, the United Nations Global Compact, and the International Labour Organization (ILO) standards. We have formulated a “Human Rights Policy” applicable across all group entities, which ensures fair, reasonable, and respectful treatment of all employees. We provide equal opportunities for development based on professional capabilities, experience, and competencies, regardless of race, age, gender, sexual orientation, marital status, or physical and mental conditions, allowing every employee to reach their potential in a respectful and inclusive environment.
To prevent and eliminate any form of harassment, bullying, or unlawful discriminatory behavior, Darongrong has implemented a set of policies and mechanisms, including a Sexual Harassment Prevention Policy, Dedicated Reporting Channels, and Employee Disciplinary Regulations. These are covered in new employee orientation and posted on the internal website and workplace bulletin boards to reinforce awareness and compliance.
In terms of gender equality education, beyond orientation programs, we regularly disseminate materials such as “Prevention of Unlawful Conduct in the Workplace” and “Sexual Harassment Prevention” to all employees. In 2024, a total of 121 participants received training on gender equality, accumulating 121 training hours in total.
A summary of our specific management measures is as follows:
In accordance with the nature and scope of our business operations, the Company implements concrete human rights protection measures through institutional regulations, periodic training programs, and the establishment of communication channels. These mechanisms aim to raise awareness of human rights issues and ensure the effective implementation of our human rights commitments.
Item | Implementation Measures |
Providing a Safe and Healthy Work Environment |
|
Preventing Discrimination and Ensuring Equal Employment Opportunities | The Company adheres to human rights protection policies regarding recruitment, salary, training, promotion, and retirement. Any employment decisions shall not be influenced by race, language, thought, religion, political stance, origin, birthplace, gender, sexual orientation, age, marital status, pregnancy, appearance, physical or mental disability, blood type, or past union membership. All employment decisions are based on reasonable compensation and job suitability. |
Prohibition of Child Labor and Protection of Adolescent Workers |
|
Prohibition of Forced Labor |
|
Promoting Work-Life Balance and Recreational Activities | Through labor-management meetings, employees are encouraged to participate in group activities or recreational events that foster physical and mental well-being and enhance internal cohesion. |
Protecting Personal Data and Privacy | The Company enforces strict internal data management policies, including training on data protection and restricting access to sensitive information. Employee personal data is handled in accordance with relevant regulations, ensuring security and confidentiality. |
Workforce Structure Overview
TRK Corporation maintains a stable workforce structure through a comprehensive compensation system, diverse employee benefits, and well-rounded talent development programs. As of the end of 2024, the company employed a total of 625 full-time staff members in Taiwan (excluding counter personnel and outsourced contractors), comprising 268 male and 357 female employees. All employees are regular staff.
Average age: 29.4 years
Average tenure: 3 years
Employees with a college degree or higher: 83%
100% of management-level employees are of Taiwanese nationality, and women hold 44% of all managerial positions.
TRK actively fosters a diverse and inclusive work environment, providing equal opportunities for self-fulfillment and career advancement. In 2024, female employees accounted for approximately 60% of total new hires, indicating a higher proportion of female employees compared to males.
TRK is committed to promoting a workplace culture of diversity and inclusion. The company continuously recruits talents from various ethnic backgrounds and individuals with disabilities. By collaborating with universities and government employment service centers, TRK expands its talent pool and provides job redesign and support measures to help employees integrate into the workplace and enhance their practical skills.
In 2024, TRK welcomed 512 new employees, representing a 21.1% decrease compared to 649 in the previous year. Meanwhile, 515 employees left the company, marking a 19.1% decrease from 637 in the previous year
Home / ESG Information / Happy Workplace / Employee Benefits and Compensation
TRK Corporation is committed to building a sustainable and happy workplace. The company has established a comprehensive and law-surpassing benefits program consisting of four major categories and 24 distinct benefit items. A Welfare Committee is in place to regularly review and discuss employee benefit plans. TRK actively promotes engaging and inclusive employee club activities and continuously enhances physical and mental wellness measures to increase employee satisfaction and organizational cohesion.
One of the key initiatives is the “TAROKO PLUS APP”, through which employees receive exclusive monthly benefit vouchers. These vouchers allow employees and their invited friends or family members to access TRK’s nationwide leisure and sports facilities free of charge. In 2024, the total value of employee benefit vouchers distributed reached NT$4,721,900, covering all staff members. This initiative not only integrates wellness into the benefits system but also encourages a healthy lifestyle by enabling “exercise right after work with zero time gap for wellness.”
Continuing education subsidies
Group insurance
Birthday gift bonus
Wedding gift bonus
Childbirth gift bonus
Hospitalization condolence payments
Bereavement condolence payments
Exclusive discounts on proprietary brands
Department store counter discounts
Partner store special offers
Retirement fund contributions
Appreciation banquets for retirees
Old Pension System:
Employees who remained under the old system after the Company’s restructuring in 2005 are subject to the old system under the Labor Standards Act. The retirement benefits are calculated based on the number of years of service and the last monthly salary.
New Pension System:
The Company adopts a defined contribution system. Contributions are made monthly to the employees’ individual pension accounts at 6% of their monthly salary, in accordance with the Labor Pension Act and published contribution tables by the Bureau of Labor Insurance.
Taroko Group is committed to offering a competitive and industry-leading compensation structure. Our total compensation package includes base salary, allowances, and bonuses. We implement gender-equal pay practices and provide a transparent and fair promotion pathway.
The compensation system is established based on government regulations, prevailing market salary levels, and the Company’s operational performance. The minimum starting salary for new employees is NT$30,000, while the average starting salary is NT$36,000—1.3 times higher than the 2024 statutory minimum wage of NT$27,470. The Company has established a salary grading scale according to job level and category. Salary differentials are determined by employees’ professional competencies, functional skills, and performance evaluations.
In addition to statutory wages, we offer a variety of allowances and a performance-based incentive system. Bonus distributions are tied to corporate performance as well as team and individual results, with year-end bonuses granted based on the Company’s profitability to share operational achievements with employees.
Salary adjustments are conducted biennially based on external market salary surveys and internal business conditions. In 2024, we implemented an average salary increase of 11% for frontline staff, exceeding the industry average. For 2024, there were 146 male employees and 223 female employees in non-supervisory positions, with average annual salaries of NT$636,000 and NT$540,000, respectively. The overall median salary was NT$475,000. The average annual salary of all full-time employees was NT$579,000, with a median of NT$495,000—reflecting an approximate 5% increase compared to the previous year’s average of NT$550,000 and median of NT$472,000.
The Company has established reasonable employee benefit programs—including compensation, bonuses, leave, and various welfare measures—while upholding gender pay equality and providing a transparent and fair promotion pathway.
Our compensation policy is based on employees’ professional capabilities, contributions, performance, market competitiveness, and the Company’s long-term operational risk considerations.
In accordance with Article 27 of the Company’s Articles of Incorporation, no less than 0.5% of the annual profit, if any, shall be allocated to employee remuneration.
In the fiscal year, due to no remaining profit after offsetting accumulated losses, the Company did not appropriate employee and director/supervisor remuneration. Year-end performance bonuses were distributed based on a weighted evaluation of team performance and individual contributions.
TRK Corporation treats employees with openness and respect, values their opinions, and has established multi-channel communication platforms to listen to employee voices. We proactively, discreetly, and promptly address, respond to, and follow up on issues, fostering constructive two-way communication and enhancing employee engagement in corporate systems and policies. This also enables early identification of potential issues and the adoption of effective improvement measures.
In addition, we have implemented a comprehensive grievance mechanism. In the event of any misconduct, the designated unit will initiate an objective, fair, and confidential investigation. Disciplinary actions will be handled in accordance with relevant laws and the Company’s internal reward and penalty policies. The Company also offers necessary support, such as psychological counseling, to the complainant.
Home / ESG Information / Happy Workplace / Occupational Health and Wellness Promotion
TRK Corporation is committed to creating a safe, healthy, and comfortable workplace guided by three key objectives: zero accident rate, a strong sense of employee safety, and high employee participation. We have established a comprehensive occupational safety and health policy, continuously striving for improvement to protect employee rights and well-being.
In compliance with the Occupational Safety and Health Act and relevant regulations, the Company has implemented the Occupational Safety and Health Guidelines and Occupational Safety and Health Management Plans. These initiatives are jointly managed by the Group’s corporate OSH administrator, Class-A certified OSH supervisors at each operational site, and other relevant safety personnel. We are also evaluating the introduction of the ISO 45001 Occupational Health and Safety Management System to enhance OSH standards and minimize operational risks.
To ensure the effective implementation of our OSH policy, Taroko Group has adopted an internationally standardized management system with robust monitoring and improvement mechanisms. As of now, this system has been fully implemented across 100% of our sites and employees.
Key components of the system include:
Risk Assessment and Control
Regular and comprehensive risk assessments are conducted to identify potential hazards, followed by the implementation of effective control measures to reduce the risk of occupational injuries.
Safety Education and Training
Complete safety training programs are provided to enhance employees’ safety awareness and ensure familiarity with relevant safety protocols and operational procedures.
Routine Facility Maintenance
Workplace facilities and equipment are routinely inspected and maintained to ensure they remain in safe working condition and comply with regulatory standards.
Emergency Response Drills
Regular emergency response drills are conducted to ensure that all employees are well-prepared to react promptly and appropriately during unexpected incidents.
Incident Reporting and Investigation
A thorough incident reporting mechanism is in place. All occupational accidents are investigated in detail, with corrective action plans developed to prevent recurrence.
Employee Engagement
Employees are encouraged to actively participate in OSH-related activities and provide feedback, fostering a culture of shared responsibility for workplace safety.
Regular Inspections
To ensure the effective implementation of safety policies, occupational safety and health (OSH) personnel conduct routine audits and inspections across all malls and venues. These cover categories such as electrical safety, fire safety, environmental safety, and construction safety. Hazard identification and risk assessments are carried out proactively to prevent occupational accidents and ensure a safe working environment.
Maintenance and Repairs
To maintain a safe workplace and ensure personnel safety, all mechanical equipment and tools are regularly inspected and maintained. Any identified deficiencies are promptly addressed to ensure the ongoing safety and functionality of all facilities and equipment.
Supplier and Contractor Management
For outsourced contractors and suppliers, Taroko Group requires the submission of valid licenses and certifications for operations involving hazardous machinery (e.g., aerial work platforms, mobile cranes) or specialized tasks (e.g., confined space, oxygen-deficient environments). Environmental testing records are also required. Safety checks must be conducted before, during, and after operations to strengthen OSH management, reduce potential hazards, and mitigate adverse impacts on workplace safety and health.
Employee Training
We enhance employees’ emergency response capabilities through a variety of training programs, including:
New Employee OSH Orientation:
Participants: 121 employees
Sessions: 6
Total Training Hours: 726 hours
General OSH Training for All Employees
Fire Safety Training
Special Hazard Operations Training
These sessions promote knowledge of occupational safety, work safety precautions, basic first aid, fire prevention, and the four major labor safety plans.
We also encourage participation in external certification courses:
Occupational Safety and Health Administrator:
Participants: 1
Total Training Hours: 6 hours
Class-A OSH Supervisor / First Aid Personnel / Fire Safety Manager:
Participants: 7
Total Training Hours: 78 hours
Confined Space Supervisor / Indoor Air Quality Maintenance:
Participants: 2
Total Training Hours: 12 hours
These in-service training efforts further enhance the effectiveness of workplace OSH management.
Fire Emergencies: Firefighting equipment (e.g., extinguishers, emergency exit signs) is installed in accordance with legal regulations, and fire drills are conducted semi-annually.
Equipment Malfunctions: Standard maintenance protocols and emergency shutdown procedures have been established for all machinery and equipment.
Customer Medical Emergencies: First aid stations have been set up, and employees are trained and certified in CPR and AED usage.
In the event of an occupational accident, the responsible unit supervisor must report to the Occupational Safety Office following established procedures. The Safety Office will then notify relevant department heads. For major occupational accidents, the incident will be reported to the labor inspection authority in accordance with legal requirements.
After any incident, the Safety Office and relevant personnel will conduct a thorough investigation, analyze the root cause, and work with related departments to formulate corrective actions. Preventive education and training will be implemented to avoid recurrence. Additionally, return-to-work evaluations and counseling will be provided for injured employees.
TRK Corporation firmly believes that fostering a workplace environment that balances work and life is essential to protecting employees’ physical and mental health.
We actively encourage our employees to engage in physical activity and health management. This includes the establishment of various employee clubs to promote group exercise, hosting wellness seminars, organizing regular occupational physician consultations and on-site health services, and scheduling annual health check-ups. These initiatives help cultivate a culture of fitness and health awareness throughout the organization.
TRK Corporation has established several employee clubs, including the Softball Club, Badminton Club, Hiking Club, and Board Games & E-Sports Club. These clubs, led by their respective presidents in collaboration with the Employee Welfare Committee, organize regular activities to foster cross-departmental interaction and strengthen team collaboration.
Annual health checkups are conducted in collaboration with hospitals accredited by the Ministry of Labor. Examination plans are tailored based on employees’ age, job nature, and work conditions, offering flexible options for employees. In 2024, a total of 68 employees participated in the health screening, with an investment of NT$69,000.
For high-risk employee groups, the company arranges designated occupational physicians and nurses to conduct individual health consultations. These services aim to raise health awareness, encourage better lifestyle choices, and reduce health risks. Occupational nurses provide ongoing follow-up care. In 2024, the company arranged:
6 hours/month of on-site nursing services
3 hours/half-year of on-site physician services
Total 78 hours of on-site services in 2024
2 wellness seminars totaling 6 hours
Total cost invested: NT$120,000
Each month, the Occupational Safety Office disseminates educational materials on healthcare, lifestyle tips, and disease prevention to enhance employees’ health literacy. In line with the Occupational Health Protection Program, the company periodically distributes health surveys covering topics such as musculoskeletal disease prevention and mental health self-assessments. High-risk employees are guided to consult with on-site medical staff and receive continuous health monitoring.
As a company engaged in the sports leisure and retail industry, TRK Corporation is not exposed to high-risk operational hazards. In 2024, there were no statutory major occupational injuries or occupational disease cases. A total of 14 occupational incidents were recorded, including:
5 commuting accidents
6 slips or falls
3 cutting injuries
All cases involved full-time employees; the company does not employ contract-based staff.
For frequently occurring injury types, the company conducts incident reviews, promotes preventive awareness, and discusses key incidents in meetings with relevant site personnel to implement preventive and corrective measures, strengthen safety awareness, and avoid recurrence of similar incidents.
Home / ESG Information / Happy Workplace / Talent Development and Retention
The growth of an enterprise is inseparable from the learning and development of its employees. Taroko Group regards talent as a key asset and consistently invests in talent development. Through diversified training programs and career development plans, employees are empowered to grow, enhance their professional capabilities, and remain competitive. These efforts aim to create sustainable industry advantages and support employees in achieving personal success.
Taroko’s talent development strategy is designed to align with business needs. Through systematic onboarding and training plans, employees are guided to enhance their professional knowledge and skills according to the requirements of each career stage and position. Training programs are tailored to support individual growth through diversified and flexible learning formats.
To cultivate cross-disciplinary and industry-ready talent, Taroko actively engages in cooperation with academic institutions and government resources. By building partnerships with universities and vocational schools, Taroko establishes talent pipelines through internships and industry-academia collaboration programs. These initiatives help students understand industry trends and demands, explore their career interests, and develop practical experience. On-campus programs complement Taroko’s efforts to recruit students and equip them with the technical and soft skills needed in the workplace, building a robust foundation for talent development through “industry-academia-government” collaboration.
In 2024, TRK Corporation recorded a total of 20,633 training hours, with an average of 30 hours per person (full-time employees only). This reflects the company’s continuous investment in training resources to enhance employee competencies and achieve the goal of cultivating a strong talent pool.
Head of Corporate Governance / Legal Manager
Will Chen
Phone: 04-36118888#3522
Email: will.chen@trkmall.com.tw