Social Value Creation and Participation

Diversity and Inclusion(D&I)

Diversity and Inclusion is not only tolerates others, but creates an environment in which everyone can fit in and creates a diverse and inclusive workplace culture. The new workplace culture emphasizes respect and keep everyone’s differences while maintaining diversity. Enhance the value of individual uniqueness, and ultimately achieve workplace equality. “Diversity” is investment, and “Inclusion” is the goal.

1. Invest in Organization

INTUMIT jumped out of the original recruitment channels and procedures, and recruited interns from other schools and professional organizations. If only one diversity talent is recruited at a time, such recruitment channels are too narrow and too dependent on personal success. If we want to benefit from a diverse talent pool, we must build strong partnerships with other diversity units, such as women’s organizations, professional organizations, universities, and regularly provide expertise, recruit interns, and even plan scholarships. These methods not only benefit talents, but also show the company’s emphasis on talents.

2. Invest in Employees

INTUMIT creates an inclusive workplace environment in which employees feel welcome, supported, and heard when they give their opinions. Especially young people who are new to the workplace, they encounter many bottlenecks, and if they are in an environment where diversity is insufficient and unsupported, they will encounter greater difficulties. Solve hidden discrimination among employees. In addition, the company has established the employee’s career development and mentor system to become support.
Moreover, the biggest problem with so-called hidden discrimination, which is that people are unconsciously biased against certain ethnic groups, is that people simply do not realize that their actions and words are discriminatory. Respect for individual differences, in addition to gender, race, religion, age, but also include body structure, gender orientation, education, nationality, personality (introverted) and so on, to create a workplace-friendly environment.

3. Invest in diverse talents with potential

INTUMIT has the effect of promoting entry level employee. For example, women and minorities, who have limited opportunities for promotion. At this time, companies need to use leadership plans and mentor systems to cultivate a role model for the ethnic group. This allows more people of the same ethnic group to have expectations for future career development in the company. To Increase dialogue with employees, regularly review the promotion rates and abilities of these minorities each year, and compare with other employees to provide appropriate support to give employees a sense of self-worth and belonging.

4. Expose the proportion of employees of diverse ethnic groups and female employees, talent recruitment and diversity and equality

By the end of 2020, INTUMIT has 124 employees, of whom 30-50 years old are the majority, 35% are women, and 38% are women in management positions. There are 6 foreign employees and 2 indigenous employees, mainly local employees.

5. Employee Witness
Rieko / Japan


I have never felt gender discrimination. In fact, even in INTUMIT, there are many women in managerial or leader positions, and I feel that the gender equality rate is high. There is no discrimination against Japanese people, but on the contrary, I feel that they are given preferential treatment.

Ryo / Japan


Since Japan is cautious with an emphasis on stability and reliability, it tends to be afraid of “problems” and value adjustment of interests based on consensus, while Taiwan is afraid of “opportunity loss” and emphasizes innovation and speed. , Strong on-site authority, high leadership of management, and tendency to be prompt decision.

Stella / Indonesia

Berhubung saya belum pernah bekerja saat saya masih di Indonesia, saya tidak memiliki banyak pengalaman tentang ini. Namun saya mendengar dari beberapa teman bahwa tingkat senioritas di Indonesia masih tinggi.

Since I never had any work experience in Indonesia so I can’t tell much but i’ve heard from my friends that in Indonesia the seniority is big issue for them luckily I never had that issue here in INTUMIT.

Kate / Thailand

เราคิดว่าเพื่อนที่ Intumit ให้ความช่วยเหลือดีมาก ให้การสนับสนุนและเฟรนลี่มากค่ะ มีข้อสงสัยใดๆก็ถามได้หมด ไม่มีการว่ากล่าวอะไรให้เรารู้สึกแย่ ถ้าให้เปรียบเทียบกับบริษัทไต้หวันที่เคยทำก่อนหน้านี้ เพื่อนที่ทำงานเก่าบางคนก็ดีกับเรา เทคแคร์ดีมาก บางคนเรายังติดต่อกันอยู่เลย แต่ก็มีอีกส่วนที่ดูจะเข้ากับเราไม่ค่อยได้ คอยจับผิดเราบ่อยๆ แต่ที่ชอบสำหรับ Intumit คือเพื่อนที่ทำงานเขาไม่ยุ่งเรื่องส่วนตัวเราค่ะ ทำงานในพื้นที่ของตัวเอง ซึ่งตรงข้ามกับบริษัทเก่าที่เราเคยทำ

I think friends in Intumit are very helpful, supportive, and friendly. If I have any questions, they are willing to help. To compare with other Taiwanese companies I worked for, some people were very nice and also caring but some people were not very supportive. What I like about Intumit is colleagues here give privacy, which other companies I worked for didn’t.

Gender Equality

The company is committed to creating a diverse, open, equal, and free of harassment working environment, and never allow any violation of human rights, such as child labor, forced labor, etc. It is also absolutely prohibited for forms of discrimination in personal gender, sexual orientation, race, class, age, marriage, language, thought, religion, party, place of origin, birthplace, appearance, facial features, physical and mental disabilities, or past union membership. It is differential treatment or any form of discrimination. The company also provides multiple and safe complaint channels to protect the legitimate rights and interests of employees from infringement.

Diversified Education and Training

In order to enhance the professional and technical capabilities of employees, strengthen work efficiency, and pay attention to product quality, internal training and external training are provided to strengthen the professional capabilities of employees in various functions. The company’s training is listed as follows:

  1. Training for new recruits: On the day of employment, new recruits are discussed on company’s business items, work rules, employee benefits, precautions, environmental introduction, information security and personal information, so that new recruits have a basic understanding of the company.
  2. On-the-job staff training: Cultivate colleagues’ professional skills, knowledge, and management ability for work.
  3. Professional Functional Training: Send colleagues to relevant institutions for training as needed, so that they can obtain professional certification in inspection.

Healthy Workplace

In terms of promoting workplace safety and healthy environment, in addition to complying with various labor laws and regulations, the company is committed to building a healthy, safe, and comfortable workplace environment:

  1. Provide a safe and healthy working environment and necessary health and first aid facilities to eliminate hazards in the working environment that may affect the health and safety of employees, and also reduce the risk of occupational accidents.
  2. Actively care about and manage the abnormal workload of colleagues, avoid overtime work, regularly implement labor safety-related education and training and free health checks, and continue to organize various health promotion activities to fully take care of the physical and mental health of employees.
  3. There are special care and on-site services provided by physicians, relevant medical advisers, or health manuals to be provided to colleagues for reference.

Safe Working Environment

Since our company is an information service industry and not a manufacturing industry, it has no production machinery and equipment’s for operational machinery. Precautions for safe working environment:

  1. Before or during work, it is strictly forbidden to drink alcohol, or abuse drugs that are harmful to the body and mind, and the supervisor will always pay attention to the physical and mental conditions of the colleagues.
  2. Employees should not wear odd-shaped footwear such as slippers, sandals, etc., and it is strictly prohibited to walk or work barefoot in the workplace.
  3. Chasing, playing, or pranking should be strictly prohibited in the workplace.
  4. If an employee feels unwell or emotionally unable to perform assigned duties, he or she should report to their supervisor for leave.
  5. Employees should maintain the cleanliness of the workplace and jointly maintain a safe working environment.

Respect Labor Rights

The company respects the rights of employees to organize and join various associations. In terms of labor-management communication, in addition to regular labor-management representative elections and labor-management meetings, it also provides diversified communication mechanisms and platforms to ensure a harmonious and win-win labor-management relationship.

Labor-Management Communication

The company’s labor-management relationship is harmonious and stable. The company maintains a positive environment and employs positive business development and is committed to improving employee benefits. At the same time, it maintains a smooth communication channel between labor and management. Regular labor-management meetings are held to protect the rights and interests of employees. Colleagues and the company grow simultaneously and share attractive results.

Salary and Benefits

As the company strives for operational performance, it pays more attention to the rights and interests of its employees and upholds the sustainable business philosophy of “serving customers, caring for employees, and giving back to shareholders.” To improve the salary for employees, we promote a win-win situation for labor and capital, and implement corporate governance and corporate social responsibility.

Employees Salary Information:

  1. “All employees (excluding directors)” average employee benefits, average employee salary, and average number of companies in the same industry.
  2. The average and median salary of “full-time employees who are not in supervisory positions (excluding directors and managers)”.

The criteria for judging whether salary expenses and operating performance are not equal are as follows:

  1. The average (annual) salary of a full-time employee who is not in a supervisory position is less than 500,000 yuan.
  2. The company’s earnings performance (EPS) is better than its peers, but the average (annual) salary of full-time employees who are not in supervisory positions is lower than the peer’s standard.
  3. The company’s EPS increased compared to the previous year, but the average (annual) salary of full-time employees who were not in supervisory positions decreased compared with the previous year.

Employee Welfare Measures, and Retirement System

Employee Welfare Measures

In addition to health insurance and labor insurance in accordance with the relevant regulations of the Labor Standards Act of the Republic of China, the company also provides group insurance for employees and a system for assigning labor individual retirement pension accounts to protect employees’ related benefits. The measures and implementation are as follows:

  1. Enjoy special vacations, set aside pensions, establish an employee welfare committee, coordinate welfare activities, and protect labor rights.
  2. All employees participate in labor insurance and national health insurance in accordance with the law, and provide group insurance for employees, and the company shall bear the premium.
  3. Regularly handle employee health inspections and organize employee activities and tourism activities from time to time to enrich colleagues’ leisure activities and enhance friendship.
  4. Welfare measures include: regular employee health checks, employee dinners, annual gifts, performance bonuses, employee travel, etc., as well as employee education and training and other welfare measures.
Retirement System

In accordance with the relevant provisions of the “Labor Standards Act”, the company allocates employee retirement reserves to a special account at a fixed monthly salary rate, and handles employee retirement pension payments in accordance with the provisions of the Labor Standards Act. In addition, the company and its subsidiaries, in accordance with the Labor Pension Regulations, apply the new system of employees, and allocate 6% of their pensions on a monthly basis, which is stored in individual labor pension accounts to protect the rights and interests of employees. Employees can also choose to transfer 0~6% of their monthly salary to their personal retirement pension accounts. When employees reach the statutory retirement age set by the government, they can apply to the government for a monthly pension or a one-time pension.