Getac Holdings Corporation

Getac believes that talent is the key to sustained growth and profitability of the enterprise. A happy and safe workplace can boost employees' creativity and morale. Therefore, Getac is committed to creating a friendly and safe work environment. We start with corporate culture and encourage a transparent and open communication culture, transcending cultural and regional limitations. As long as one has the ability, there are equal opportunities for promotion. We offer competitive salary and benefits, comprehensive education and training, and a comfortable and safe working environment to attract and retain excellent talent.

Diversity, equality, and inclusion
Getac strives to build a prosperous enterprise that drives economic growth and employment opportunities, thereby fostering a harmonious society. In line with the Responsible Business Alliance Code of Conduct, Getac progressively improves to achieve a diverse, equitable, and inclusive workplace. This includes promoting outstanding female employees, optimizing recruitment channels for persons with disabilities, enhancing the working environment for all employees, and retaining talent.

Getac firmly believes in the value of cultural diversity and integration, making us not only an international brand but also a team comprised of individuals from over a dozen countries worldwide. Our operational headquarters, production bases, and sales offices are spread across Taiwan, China, Vietnam, the United States, the United Kingdom, Germany, Italy, France, the Netherlands, Poland, Australia, India, Japan, Dubai, and Indonesia. We prioritize local talent, integrating them into our team. The hiring of managers and senior executives also adheres to this principle to ensure full integration of local cultures and societies in our operations.

Furthermore, Getac is committed to gender equality, with employee recruitment based solely on professional capabilities and job performance, regardless of gender, age, or other factors. We actively identify and eliminate workplace discrimination, ensuring fairness across recruitment, promotion, compensation, benefits, education and training, job assignment, and termination processes, without regard to race, gender, sexual orientation, age, disability, religion, skin color, or nationality. Our employee code of conduct explicitly prohibits discrimination, sexual harassment, and bullying. Additionally, we welcome individuals with disabilities, providing them with necessary support and resources to achieve their career goals. These practices reflect our commitment to diversity and inclusivity, believing they enhance team creativity, efficiency, and mutual growth.

      

Diverse Cultural Integration	In 2024, Getac Holdings had a total of 10,049 employees worldwide (including all consolidated entities), representing an increase of 1,059 employees compared to 2023. By country, the global workforce distribution was as follows: China 60.84%, Vietnam 23.29%, Taiwan 13.01%, the United States 1.92%, and others 0.95%.
Employment of Employees with Disabilities	The company hires a designated number of persons with disabilities each year, promoting social inclusion, reducing discrimination, and enabling individuals to contribute their talents and create value for the organization. In 2024, Getac Holdings (consolidated) employed a total of 14 employees with disabilities.
Re-employment of Retired Personnel	For retired employees, Getac provides a streamlined post-retirement reemployment process. (According to current regulations in China, the statutory retirement age is 60 for male employees, 55 for female managerial staff, and 50 for female workers.) In 2024, a total of 32 retired employees were reemployed in the China region.
Empowerment of Female Talent	Getac upholds a merit-based employment philosophy, ensuring that managerial selection and promotion are not influenced by gender or nationality. The company supports and recognizes the contributions of female employees, and all subsidiaries have appointed women to leadership roles. In 2024, Getac Holdings (consolidated) had a total of 86 female managers at the director level and above, accounting for 27.5% of all managerial positions—an increase of 1.6 percentage points compared to 2023.
Promotion of Local Talent	In 2024, the proportion of local managers (director level and above) across Getac Holdings (consolidated) globally reached 85.9%. In Taiwan, all local managerial positions at Getac Holdings and its subsidiaries—Getac Technology and Atemitech Corp.—as well as other operating sites in Taiwan and China, are held by local nationals (Taiwanese and Chinese), resulting in a 100% local manager ratio. In Vietnam, due to limited access to science and engineering education and challenges in talent development, the majority of management roles at Getac Vietnam and MPT Vietnam are currently held by Taiwanese and Chinese managers. As a result, the proportion of Vietnamese nationals in managerial positions remains relatively low. Looking ahead, the company aims to expand the recruitment of outstanding local talent by investing in talent development and supporting improvements in the broader educational environment.

 

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Getac Holdings and its subsidiaries provide a whistleblowing and complaint channel to encourage both internal and external individuals to report any dishonest or unlawful behaviors. Complaint and reporting systems and regulations are established to address issues related to unethical conduct, corporate pollution, workplace harassment, and labor rights, among others. The identity of whistleblowers is kept confidential to ensure their protection, and measures are in place to prevent retaliation or personal threats against them. Upon receiving a complaint or report, the Audit Department or the responsible units will initiate an investigation within a specified timeframe, depending on the nature of the case. Effective communication with the whistleblower regarding the progress of the case is ensured. If the investigation confirms the validity of the reported case, appropriate measures and remedies will be taken in accordance with company policies and regulations to prevent similar incidents from recurring.

Getac Human Rights Policy

• Compliance with local labor rights and regulations and acceptance of inspections and monitoring by competent authorities.
• Provide a safe, friendly, equal and equal working environment for all employees. Employment and promotion do not differ due to race, skin color, gender, age, language, region, or politics. Unequal treatment, discrimination, sexual harassment and workplace bullying are prohibited.
• Prohibition of child labor
• Respect employees' right to freely choose their work, and under no circumstances shall use forced or coercive means to restrict employees' labor.
• Employee working hours management and salary payment meet or exceed regulatory standards
• Respect the rights of employees to organize and participate in trade unions of their choice, to bargain collectively and to participate in peaceful assemblies.
• Provide a smooth grievance mechanism, anyone can file a formal complaint, and shall not be discriminated against or retaliated against. We strive to ensure that this process is transparent, and that all grievance will be dealt with anonymously.

In 2024, Getac Holdings and its subsidiaries did not experience any incidents of child labor misuse, forced labor, or violations of freedom of association.

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Human Rights Advocacy and Education Training
Human rights education and training are crucial elements in promoting sustainable development. Getac Holdings and its subsidiaries arrange various advocacy and educational training courses related to human rights issues. These include creating a gender-friendly workplace, understanding workplace harassment, an overview of workplace misconduct, and advocacy against corruption and labor rights violations. These efforts aim to uphold labor rights and prevent the spread of corruption.

Furthermore, for ESG responsibility units, there are sessions on "RBA General Education" to cultivate understanding among employees about corporate social responsibility, fostering a synergy between human rights and sustainable development. In 2024, a total of 8,556 individuals globally participated in these education and training programs, with 8,409 successfully completing post-training assessments, achieving a completion rate of 98.28%.
 

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Whistleblowing and Complaint Mechanism
Getac Holdings and its subsidiaries provide complaint channels to encourage both internal and external individuals to report any dishonest or illegal behavior. A complaint and reporting system and regulations have been established for issues such as dishonest professional conduct, corporate pollution, workplace sexual harassment, and labor rights-related matters. The identity of the whistleblower is ensured to remain confidential, and they will not face retaliation or personal threats for reporting. Upon receiving a complaint, depending on the type of case, the audit department or responsible unit will initiate an investigation within a specified period and will fully communicate with the whistleblower about the case handling situation. If the investigation finds the case to be true, the company will take action and remedial measures according to its regulations to prevent similar occurrences in the future.“
 

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Employee Consultation and Complaint Mechanism
Getac Holdings has established a robust and diverse communication channel internally to continuously listen to employee feedback. Each subsidiary within the group has its own dedicated entry point (EIP) accessible through a unified group portal, serving as a platform for communication and service provision. These portals convey company announcements, updates, regulations, system links, and departmental information. In 2022, the EIP was upgraded to version 2.0, significantly improving user interface and experience.  Employees can access other subsidiaries' EIPs through the unified group homepage, facilitating real-time communication and information sharing between subsidiaries to enhance work efficiency and collaboration.

Additionally, operations in Taiwan and China utilize social platforms such as Teams and WeChat Official Accounts for instant communication with employees. Employees can express their opinions through social software, email, or employee satisfaction surveys.

 

GTH	Employee Relations Emai                     Speakout_GTH@getac.com.tw Sexual Harassment Complaints Email    Wecare_GTH@getac.com.tw
GTC	Employee Relations Emai                     speakout_getac@getac.com.tw Sexual Harassment Complaints Email    wecare_gtc@getac.com.tw
ATC	Employee Relations Emai                     Speakout_ATC@atemitech.com Sexual Harassment Complaints Email    Wecare_ATC@atemitech.com
GTK MPTK MPTZ GKS	Getac’s WeChat Account "Complaints and Suggestions" Channel Employee Relations Emai            Speakout.kshr@mpt-solution.com.cn
MPTV	Employee Relations Emai  Speakout_vnhr@mpt-solution.com.vn Physical Employee Suggestion Box
GVL	Employee Relations Emai  Speakout_GVL@getacauto.com.vn President’s Email Box
GCS	Getac’s WeChat Account "Complaints and Suggestions" Channe Employee Relations Emai                 Speakout@getacauto.com.cn

 
In 2024, the company received a total of 212 feedback and grievance cases worldwide. Of these, 209 were related to employee compensation and benefits (such as allowances, attendance bonuses, and lodging subsidies) and personal life concerns. These issues have been appropriately resolved through thorough communication with employees, with ongoing efforts to improve employee satisfaction and the quality of the working environment. The remaining 3 cases involved unlawful harm. Investigations were completed in accordance with the company’s “Whistleblower Management Procedures” and “Workplace Violence Prevention Program,” and the results were communicated to the relevant parties.

To further improve, the company plans to enhance training and seminars related to unlawful harm prevention and promote information that supports the creation of a friendly workplace. The company remains committed to advocating for a safe and inclusive work environment, strictly prohibiting unequal treatment, discrimination, sexual harassment, and workplace bullying, while actively promoting two-way communication among employees.

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Getac's talent development policy aims to enrich employees' knowledge and skills, enhance work efficiency and quality, and integrate career growth with company development. From the beginning of employment, systematic and diverse training programs are implemented to facilitate continuous learning and development among employees. These programs are evaluated based on performance indicators and outcomes, allowing for ongoing optimization and improvement of training effectiveness.

With the rapid advancement of artificial intelligence (AI), big data, and digital transformation in recent years, Getac has adjusted its talent development strategies accordingly. Our focus is on cultivating and attracting AI-related professionals, empowering employees to gain digital transformation knowledge, and deepening their technical expertise. By leveraging digital tools, we strive to enhance operational efficiency, improve customer experience, and even reshape our business model.

Getac Holdings and its subsidiaries design a diverse range of courses tailored to the career development needs of employees at different stages. These include training for newcomers, general education, and specialized courses for direct staff, indirect staff, and management positions. In 2024, Getaci Holdings (consolidated) conducted a total of 652,715 hours of education and training, an increase of  25,467 hours compared to 2023. Although overall training investment increased, changes in the total number of employees resulted in a per capita training time of 72.85 hours, showing a slight decrease of 5.8 hours from 78.65 hours in 2023.
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A Healthy And Safe Workplace

As a company that values employee safety and health, we place great importance on occupational safety and health management. To ensure the safety and health of our employees at work, we adhere to the ISO 45001 Occupational Health and Safety Management System or management systems that comply with local operational regulations. Our management coverage includes 100% of employees (8,960 people) and 100% of non-employee workers (73 people). Currently, production sites including Atemitech, Getac Kunshan, MPT Kunshan, MPT Suzhou, MPT Vietnam, and Getac Vietnam have obtained ISO 45001 certification, covering 87.3% of employees (7,770 people).

In 2024, Getac Holdings (consolidated) reported no cases of occupational disease or work-related fatalities. Getac Holdings and its four subsidiaries, including Atemitech Corp., Getac Kunshan, MPT Suzhou , MPT Vietnam, Getac Changshu and its Kunshan branch, achieved a zero workplace injury target with no incidents of occupational accidents. The remaining three subsidiaries recorded a total of eight recordable occupational injury events, resulting in injuries to eight employees. Calculated per 200,000 work hours, the recordable occupational injury rate was 0.122, representing a 13% decrease from 0.108 in 2023.