ESG

Diversified Recruitment Channels

Oneness Biotech is an international innovative drug company. In order to continue to innovate and develop new drugs, we heavily rely on human resource and recruit talent for R&D, production, marketing, and sales. The Company recruits outstanding talents that meet the needs of the Company through multiple channels such as the Raise Program of the Ministry of Science and Technology, the LIFT Program of the Ministry of Science and Technology, 104 Job Bank, LinkedIn, internal employee referrals, recruitment firms and consultants. At the same time, we closely communicate and cooperate with academic research units and teaching hospitals to ensure the innovation and marketability of drug development. In 2023, the Company invested NT$1.98 million in recruitment and successfully recruited 68 elites. In response to the organization development and expansion, the number of employees in 2023 increased by 5.0% compared to 2022.

Number of Employees and Recruitment Resources in the Past Four Years.

Human Capital ROI

Talent Development and Cultivation

Establishment of Talent Pool

Oneness Biotech began developing and analyzing our human capital talent in 2020 and initiated a Talent Pool and database. The HR department evaluates our employees’ education background, working experience, and expertise in order to integrate our workforce across departments to produce synergistic results, facilitate our sustainable development, and promote the development of new drugs for Taiwan.

Talent Development and Cultivation

Oneness Biotech actively invests resources in talent cultivation and builds a “learning organization” to enhance professionalism and general ESG functions. In order to enable new employees to quickly understand the company culture and integrate into the team, Oneness Biotech has developed a mentor program to assist new employees through diverse approaches by the cooperation between the mentor and the unit supervisor. The following are the results of our employee career development plans and learning activities. For detailed information, please refer to the Employee Development Program.

• Strengthen R&D capabilities
  Since 2022, the company has been organizing a series of new drug development seminars to enhance employees' research knowledge and professional skills. These sessions, led by senior executives and external experts, are designed to stimulate innovative thinking and drive the development of new products and technologies. In 2023, the program expanded to include courses on product development quality, risk management, and regulatory compliance, with a focus on global trends in new drug development, evolving pharmaceutical and medical device regulations, and key aspects of clinical trials. These professional development initiatives aim to strengthen employees' capabilities in international business expansion and ensure regulatory compliance throughout the drug and medical device development process. This initiative allows employees to inherit the company's spirit and knowledge of innovation and maintain a leading edge in technology.
• Organize ESG Internalization Activities
  Enhance the concept of ethical management of employees, add and plan education and training related to ethical management policies, and encourage all employees to participate in. Conduct education and training on Ethical Corporate Management Best Practice Principles when new employees get onboard. The Company organizes annual education and training on "Ethical Corporate Management Best Practice Principles" and "Regulations Compliance" every year. In 2023, a total of 5 related courses were arranged. In addition, to assist employees in achieving a work-life balance and to alleviate daily work pressure, in 2023, we regularly organized healthy workplace lectures. These lectures, conducted by external professional speakers, covered topics such as achieving optimal nutrition for immunity, enhancing immune function, and workplace safety and health education.

The relevant education and training achievements in 2023

Performance Evaluation System

We respect professionalism and care about the career development of each employee. With corporate culture as the core, we provide diversified development and learning channels so that employees can perform their professionalism and feel accomplished. Open and transparent performance management system (target management and functional management) assist employees in formulating the direction of learning and the development of career.

Integration of Senior Management Performance with ESG Initiatives

To further bolster our company's sustainability management framework and proactively address external expectations concerning ESG implementation, we will, as of 2024, include ESG performance in the performance evaluation criteria for our executive team, comprising the President, Vice President, and department heads. This move ensures that management objectives are aligned with the company's ESG sustainability development strategy.

The Company's President serves as the Chairperson of both the ESG Committee and the Risk Management Task Force, overseeing sustainable development management and risk monitoring. Therefore, the performance bonuses and annual assessments in the compensation structure are linked not only to the progress of drug pipeline development but also to the contribution to ESG. This includes the corporate governance performance (e.g., governance evaluation results), the execution of risk management measures, and the promotion of sustainable practices (e.g., greenhouse gas inventory, energy-saving initiatives). Additionally, the Vice President also includes the company's 2025 sustainability goals in their performance evaluation. The Vice President of Sales Department is primarily responsible for driving company sales and market expansion while ensuring compliance in business operations, with their performance assessment including compliance with regulations. The Vice President of Research and Development Center is responsible for the innovation and development of company products and technologies, with their performance evaluation linked to innovation management.

Compensation and Benefits

The human resource management of Oneness Biotech follows the three main frameworks of “recruitment, cultivation, and retention.” To retain talent, the Company takes industry characteristics, market conditions, and future development as reference for formulating the remuneration system. In accordance with the Company’s operational achievements and performance evaluation results of departments and employees, the Company provides appropriate rewards to employees. In addition, employee stock options and other incentive plans are used to align employees with the Company’s goals to create business performance and long-term value. The compensation is based on employee’s job scope and duties and does not differ due to the employee’s gender. The company shares operating results and profits with employees.

Salary information for full-time employees who are not in management (Unit: NTD thousand)

Note: The number of full-time employees who are not in management positions: 97 people in 2020, 112 people in 2021, 151 people in 2022 and 145 people in 2023.

2023 Remuneration Ratio by Gender

Note: based on monthly salary and bonus

2023 Gender Ratio of Average and Median Salary and Bonus (Male to Female)

Employee Professional Development

To encourage the professional development of employees, Oneness Biotech has established On-The-Job Training Management Procedures to fully subsidize employees to obtain professional certificates. The total cost of certifications is covered by the Company. For example, at Oneness Biotech’s Nanchou Plant, we have subsidized employees to earn 12 professional certificates in 2023.

Employee Benefits

In addition to the various benefits provided by laws and regulations, Oneness also offers the following employee benefits:

※The above content is taken from the ESG Report