Sustainability
Sustainability
Ding Gu upholds a sustainability vision of "Embodying Sustainable Value, Fulfilling Social Responsibility."
Key Sustainability Priorities
Talent is the nourishment that fuels Ding Gu's growth. Throughout our business operations and development, we respect labor rights and are committed to fostering a safe, hygienic, and healthy work environment. We also emphasize internal equality and talent development, ensuring employees have stable jobs with opportunities for self-growth, while upholding gender equality in the workplace—continuing our efforts toward UN Sustainable Development Goal 8: Decent Work and Economic Growth.
鼎固人權政策實施情形落實如下：
[Employee Rights]: Building a diverse, inclusive workplace free of discrimination and harassment, with equal employment opportunities
- Our employee gender ratio is close to 1:1, reflecting the Group's commitment to equality and diversity among employees, and to sustaining a corporate culture of mutual respect, inclusion, and equal opportunity.
- We comply with the laws and regulations of each location in which we operate, with 100% of employees covered by signed labor contracts or agreements.
- We follow standardized recruitment procedures, selecting talent to meet the Group's development needs without discrimination or differential treatment.
- Our rules and policies are open and transparent, ensuring that employees are aware of their rights and obligations.
- We provide diverse employee training programs and have established a management talent pipeline plan.
- We prioritize employee health, implementing annual health check-ups and commercial insurance plans for all employees.
- We respect employees' initiative in forming interest clubs, partnering with the Nori Club and the Youth Center to continually enrich employees' leisure life.
Ding Gu Human Rights Policy
Based on each employee's career stage and job competency needs, Ding Gu provides training and support across four key areas: onboarding, professional skills training, management skills training, and self-directed learning. Each year, the Human Resources Department compiles training programs suited to the company's development and employees' growth, providing them to each department as a reference for annual training plans. To help new hires better adapt to their environment, onboarding training is divided into general pre-employment training (covering company administration and HR policies) and job-specific training (led by the hiring department), enabling new employees to fully understand the company's vision, workflows, employee rights, and job responsibilities.
| Training Category | Purpose of Training | Target Audience | Training Content |
|---|---|---|---|
| New Employee Onboarding Training | Through training on corporate culture, company rules and regulations, and corporate social responsibility, we help new employees integrate into Ding Gu more quickly and smoothly, and adapt to their work and life at the company | All New Employees | Includes explanations and guidelines on corporate culture, company rules and regulations, financial and information systems, employee rights, and sustainability-related topics |
| Management Skills Training | Enhances management skills at all levels and improves the efficiency of vertical and horizontal communication within the organization | All Employees | Includes management skills training related to leadership, decision-making, and team building |
| Professional On-the-Job Training | Through professional skills training provided by each department, we enhance employees' operational capabilities and improve the management efficiency of their respective departments | Employees from all departments at various career stages | Includes professional skills training courses related to job functions |
| Other Training | Strengthens employees' self-directed learning abilities, building a stronger talent pipeline to support the Group's diverse talent development | All Employees | Includes health and safety training and management skills training, and encourages employees to form learning groups to strengthen internal knowledge exchange and continuous improvement |
鼎固管理人才儲備計畫
Stage 1
- Familiarizing with the company environment
- Corporate culture
- Rules and regulations
- Operational processes
- Cultivating discipline and team spirit
Stage 2
- Departmental rotation
- Cross-departmental understanding of business processes to promote inter-departmental communication and collaboration
- Daily management
- Departmental management
- Participating in regular HR meetings
Stage 3
- Career-level coaching and competency assessment guidance
- Understanding career goals and beginning personalized training
- Selecting a department for placement
- Through career development coaching and competency assessments, combined with individual preferences and company needs, HR determines the final department placement
