Employee diversity and equality

At Synnex, recruitment and advancement decisions are guided exclusively by work-related capabilities, without influence from gender, culture, nationality, or other unrelated factors, promoting a diverse and inclusive environment.

 

Talent Recruitment and Promotion

　　

We create an inclusive environment by selecting and promoting people regardless of gender, culture, nationality or other factors unrelated to work ability.

 

Gender Equality

　　

In 2024, women accounted for 44% of Synnex's management positions, reflecting the company's consistent principle of promoting talent based on merit rather than gender or other unrelated factors. The company also enforces workplace sexual harassment prevention measures and conducts regular awareness programs. In the event of a complaint, investigations are carried out with strict confidentiality, and violations are subject to stringent disciplinary actions to maintain a safe and respectful working environment.      

 

Friendliness and inclusiveness

　　

We assist employees with a friendly and inclusive attitude in providing them with different needs at different stages of life. Provide a supportive environment for parental leave and childcare, along with flexible working hours, allowing employees with young children to arrange their schedules more flexibly. For employees requiring long-term medical care, relevant assistance is offered to help them overcome challenges and return to the workplace as soon as possible.

 

Team Building

 

A range of team-building activities, including departmental trips, group meals, and movie viewings, are organized to foster interaction and shared experiences among employees outside of work, thereby indirectly reducing potential stereotypes or biases.

 

Human Rights Management

Human Rights

       

We prohibit discrimination and protect employees’ legitimate rights by supporting and complying with the management policies stipulated in compliance with the “Universal Declaration of Human Rights”, “International Bill of Human Rights”, “Global Compact”, and “Labor Standards Act. We hope to create a positive, need-oriented culture where each individual has the opportunity to pursue development and growth, without unfair treatment due to personal positions and conditions other than work ability.

 

We create a friendly environment, require ourselves to meet the objectives and safeguards of protecting work rights, banning employment discrimination, providing a safe and secure working environment, ensuring the minimum notice period for major operational changes complies with the labor laws, and unforced labor. Also, we establish a smooth employee grievance mechanism. Complaints received are investigated and responded to in a confidential manner to ensure the rights and interests of employees.

 

There were no major violations in 2024.

 

Human rights assessment

 

Protect work rights

We hire employees and arrange promotions based on work ability, without any discrimination or unfair treatment based on race, class, language, thought, religion, political party, place of birth, gender, appearance, facial features, sexual orientation, age, marital status, mental and physical disability, zodiac sign, blood type, or union membership.

 

Anti-employment discrimination

We hire employees and arrange promotions based on work ability, without any discrimination or unfair treatment based on race, class, language, thought, religion, political party, place of birth, gender, appearance, facial features, sexual orientation, age, marital status, mental and physical disability, zodiac sign, blood type, or union membership.

 

Provide a secure work environment

To provide employees with a secure work and service environment, we have stipulated a plan to prevent illegal infringements while performing duties to identify and evaluate possible hazardous risks and take preventive measures to avoid physical, mental, or verbal threats and attacks from internal and external personnel when employees are working. We have established measures of prevention, complaint, and punishment of sexual harassment in the workplace, and have set up a Complaints Evaluation Committee to handle sexual harassment complaints and ensure that the work environment for our employees is safe.

 

Minimum notice period for major operational changes complies with the labor laws

Our minimum notice period for major operational changes complies with the Labor Standards Act. We give prior notice before terminating a labor contract. The minimum notice period depends on the employee's seniority.

 

No compulsory labor

We establish labor-employer relations with our personnel based on mutual respect and trust and are in compliance with the laws and regulations to ensure that there will be no violations of forced labor, slavery, or human trafficking, or illegal employment of child labor.

 

Labor Relations

Through diverse and effective communication channels and mechanisms, SYNNEX fosters a positive and harmonious labor-management relationship continuously.

No significant labor dispute or loss has occurred in 2024.

 

Communication channels	Description
Employer-employee meetings	For smooth communication between employee and employer, and to establish consensus, employer-employee meetings are regularly held every quarter to discuss labor-related rights and interests to promote harmonious employee and employer relations. Employees account for more than 50% of the participants in the employer-employee meetings to protect their rights.
Employee Welfare Committee meetings	Employee Welfare Committee meetings are held every quarter to discuss relevant welfare measures and the arrangement of activities to promote the well-being of our employees and enhance organizational loyalty.
Chat sessions/seminars	Chat sessions with supervisors are regularly held for cross-departmental communication in a relaxed manner to promote mutual consensus and facilitate affairs. New employee workshops are held to help new employees understand and dispel doubts so that they can fit well with the company’s culture and values.
Information and announcements	We regularly use email and physical bulletin boards to notify employees of systems, concepts, welfare activities, and information about company operations to ensure they understand and agree with the company's philosophy, activities, and development direction.

 

Education and Training

Synnex firmly believes that Great employees lead to excellent departments, and excellent departments are the foundation of a great company." The company places great importance on employee development and has established a comprehensive employee training system.

 

Synnex's talent development involves refining knowledge and experience into systematic frameworks, all integrated into computerized systems. When we recruit talented individuals from outside, we have a complete operational knowledge system ready to train them. At the same time, existing employees are continuously empowered to upgrade their skills and keep pace with the times.

 

Synnex has long recognized that the future will be a highly digitalized society. By leveraging sophisticated and user-friendly computer systems, we assist our colleagues in working professionally and efficiently. Additionally, we provide management analysis information to support decision-making, enabling employees to reduce repetitive routine tasks and significantly increase the proportion of knowledge-intensive, non-routine work. This allows them to fully utilize their talents, thereby creating strong competitiveness and outstanding performance.

 

In short, Synnex's business strategy is built upon a synergistic framework of "talent" × Systems " × "operational knowledge."

 

 

Diversified and Systematic Education and Training

Synnex has long promoted diverse learning mechanisms by designing training programs aligned with different career stages and development needs, including onboarding training, functional professional training, and management training. Through initiatives such as the Synnex EMBA , monthly meetings, and project reporting sessions, the company fosters a multifaceted learning journey that enables employees to build required professional skills at each stage of their careers. In addition, functional training is integrated with the rollout of new system features to strengthen practical application and knowledge renewal, supporting employees in staying current and well-prepared to meet evolving work challenges.

 

Career Development

SYNNEX provides a clear and transparent promotion pathway, with performance and capability growth serving as key criteria for advancement. When an employee's skills and experience have developed sufficiently to qualify for a higher level, a formal “Promotion Report” process is initiated to assess and implement the position upgrade. Through this process, supervisors at all levels provide guidance, helping employees clearly understand their current development status and areas for future improvement. This not only supports individual career planning but also strengthens the organization's overall talent development.

 

Employee Welfare

In addition to solid training mechanisms and smooth promotion channels, Synnex attaches great importance to providing employees with sufficient security and a work environment where they can feel at ease, and encourages employees to commit to creating an "intelligent and balanced work lifestyle". As a result, employees will not need to worry about their health, economic situation, and family care when they are off work.

 

Benefits and Compensation

Compensation

We provide competitive wages and overall compensation that reflects the level of individual contribution to award proactive, hardworking employees with greater rewards so that compensation matches performance.

 

Social insurance

Enrollment in labor insurance for full salary, labor retirement pension contribution, and enrollment in National Health Insurance as required by the law.

 

Retirement system

We handle retirement matters in accordance with the requirements of the Labor Standards Act and Labor Pension Act. The company has formed the Employee Pension Reserve Committee. The new pension system has been implemented in accordance with the Labor Pension Act since July 2005. For the new employees and the existing employees who choose to apply the new pension system, the company pays 6% of their monthly salaries to their personal pension accounts with the Bureau of Labor Insurance.

 

Employee group insurance

The company enrolls all permanent employees in group insurance. All employees have life insurance coverage of at least NT$3 million, providing 3-5 years of economic security to their families.

 

Employee Care

Interest free loans

Employees that have served at the company for at least one full year are eligible for interest free loans for house purchase, house repair, marriage, childbirth, car purchase, and emergency relief, to reduce the financial burden of employees who are dealing with major life events. 1,300 employees applied for loans since the establishment of this benefit and the total amount loaned is more than NT$400 million.

 

Company Benefits

• Provides employees with care benefits such as wedding, funeral, and hospitalization condolences, as well as maternity and birthday cash gifts. • Establishes a senior employee recognition program and holds an annual event to honor long-serving colleagues. • Creates a more comfortable, convenient, and high-quality office environment • Offers free coffee throughout the day.

 

Leave system

1. Emphasizing the creation of an "intelligent and balanced work lifestyle" to encourage colleagues to "take adequate vacations". In addition to the annual leave required by law 2. New employees that have been on board for less than six months are eligible for leave better than the standards specified in the Labor Standards Act

 

Prental leave

We provide employees with a friendly flexible parental leave environment. According to the statistics in 2024, among the female employees who are eligible for parental leave, over 70% had applied for parental leave right after maternity leave. This has helped reduce the conflict between work and family care for female employees, so that female colleagues do not have to cut their careers short due to the need for short-term family care!

 

Parental leave, and reinstatement and retention rates

Item	No. of male	No. of female	Total
Number of employees eligible for parental leave in 2024 (A)	39	18	57
Number of employees who took parental leave in 2024 (B)	5	13	18
Expected total number of reinstated employees in 2024 (C)	2	8	10
Actual total number of employees reinstated during the reporting period in 2024 (D)	1	5	6
Actual total number of employees reinstated during the reporting period in 2023 (E)	1	8	9
Total number of employees still on the job 12 months after returning from taking parental leave in 2023 (F)	0	4	4
Parental leave application rate (B/A)	13%	72%	32%
Reinstatement rate (D/C)	50%	63%	60%
Retention rate (F/E)	0%	50%	44%

Note:

1. Male: took paternity leave in 2022-2024 Female: took maternity leave in 2022-2024 2. Reinstatement rate: Actual number of employees still on the job 12 months after returning from taking parental leave/Actual reinstatement after taking parental leave (during the previous year) 3. Retention rate: Employees still on the job 12 months after returning from taking parental leave (during the previous year)/Actual reinstatement after taking parental leave (during the previous year)