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Diversity
Diversity
We adhere to diversity, equity and inclusion (DEI) policies and programs that promote the representation and participation of employees from different groups, including people of different ages, races and ethnicities, abilities and disabilities, genders, religions, cultures and sexual orientations.
In 2024, a total of 4 individuals with physical and mental disabilities were hired (including 2 individuals with severe/extremely severe disabilities), including 1 person at the manager level.
Beware of and Managing Bias
Due to the fact that understanding bias and building awareness is a first step towards real change, we address this by helping employees understand how individuals are impacted by bias, and what actions continue to reinforce biases. We encourage every employee to remain curious and humble about cultural differences.
Multiple Nationalities
D-Link adheres to the principles of local employment, diversity respect, and equal opportunities. In 2024, the headquarters and Taiwan subsidiaries hired a total of 10 foreign employees, accounting for 2.2% of the total workforce.
Promote Pay Equity
D-Link is committed to promoting remuneration fairness for similar job positions and strives to identify patterns or trends of underpayment for specific employee groups in specific business areas, to ensure the competitiveness and equality in the market. Meanwhile, we will also determine the annual salary adjustment based on the business environment and work performance, so that the employees’ salary structure is both market competitive, reasonable and fair.
Develop a Training Program
D-Link plans to provide training to help employees understand how cultural differences affect work and interaction styles, and encourages employees to participate in diversified training, although not mandatory. In June 2023, promotion and training on gender equality and prevention of workplace harassment was carried out for all employees. A total of 509 employees participated, with a participation rate of 98.5% and an average test score of 98 points (out of 100 points).
In 2024, the Company also held the promotional course of “Workplace Sexual Harassment Prevention and Control Strategies : Employee Rights”. A total of 455 employees participated, with a participation rate of 96.9% and an average test score of 96.9 points (out of 100 points).
Starting from 2022, the gender equality and prevention of workplace harassment advocacy course has been included as a mandatory training for new employees. In 2023, a total of 92 new employees participated, with a participation rate of 98.9% and an average test score of 98 points (out of 100 points).
In 2024, a total of 55 new employees participated, with a participation rate of 100% and an average test score of 99 points (out of 100 points).
Acknowledge Holidays of All Cultures
By recognizing and respecting various religious and cultural festivals, D-Link strives to establish a sense of diversity and promotes greater inclusiveness, as well as understanding the flexibility that employees may need based on different needs.
Mix up the Team
D-Link encourages learning from different voices, experiences, values, and cultures. Multiple talents can enhance the perspective and stimulate the creativity of the team.
For teamswith members of high homogeneity, the Company will arrange employees of different gender, cultural background or age to participate in a plan or project, which may have a positive impact on creativity, innovation and problem-solving methods.
In 2024, 15 middle-aged and elderly people (≥45 years old, and ≤65 years old) were hired and received a “employment subsidy for middle-aged ” of NT$13,000.
Facilitate Feedback
Employees are encouraged to give feedback to better understand what is happening beneath the surface. D-Link uses opinion surveys every year to obtain the information needed to make smarter decisions and reduce or eliminate any discriminatory or biased patterns within the Company in specific areas.
