Cathay strictly abides by the local laws and regulations as well as local culture and customs of our business locations worldwide, and also comply with international conventions on human rights. We fully comply with our human rights policy and do not discriminate against race, class, language, ideology, religion, political party, nationality, place of birth, gender, sexual orientation, age, marital status, appearance, facial features, disabilities, or other factors. Furthermore, we are actively implementing various projects to achieve talent internationalization and help international talent assimilate into local society. We hope that this will expand our talent pool and assist the operation and development of overseas businesses.
Creating a Workplace with Diversity and Inclusion
Cathay provides indigenous employees with indigenous holiday leave. Indigenous employees may choose to take leave during any day of their tribe's holiday. Cathay’s office buildings have barrier-free facilities to help employees with disabilities to adapt to the work environment. Finally, we encourage employees to participate in volunteer activities that serve new immigrants, indigenous people, and people with disabilities, and communicate ideas through e-newsletters or special topic lectures, in order to improve employees’ understanding and identification with a workplace culture of diversity and tolerance. We will continue to implement the strategy of developing overseas markets using local talent with the goal of recruiting 85% of all overseas employees from local communities.
Statistics of D&I Workplace
Southeast Asian Talent Development
Cathay is implementing various projects for talent internationalization and diversification. We are expanding into other countries, but also look forward to talent from different countries to become a part of Cathay, in order to achieve the goal of becoming the leading financial institution in the Asia Pacific. Cathay FHC's GMA (Global/Group Management Associate) project provides overseas job rotation opportunities. Among our two largest subsidiaries, Cathay Life implemented the VMMA Vietnam Office Reserve Talent Program and Vietnamese Actuarial MA Program, and CUB implemented the Southeast Asia Financial Market Pilot Program.
Cathay makes a commitment in its Human Rights Policy to not treat employees differently in promotions, salaries, and conduct due to gender or sexual orientation. We strive to provide equal opportunity and to level the playing field to bring out the full potential of our female employees. We provide many gender friendly measures that goes beyond the regulatory requirements to create a gender friendly workplace, and hope that all employees will make an active effort to achieve work-life balance without any constraints.
Comparison of Male and Female Managers' Annual Salaries (Male: Female)
Cathay encourages female employees to utilize their abilities, and has set a long term target for female employee percentage to achieve 60%, in hopes to inspire equality in recruitment. Evidently, even by a stricter definition where only office staff statistics are accounted for, Cathay FHC has still already met the target, setting a benchmark for the finance sector in Taiwan.
Statistics of Female Managers
Note: Based on the DJSI’s definition, top management positions are Senior VP or higher positions (inclusive) but there is no relevant positions for the insurance sales agent.
Note: According to DJSI definition, STEM refers to positions related to Science, Technology, Engineering, and Math.