Gamania
Family
Gamania Group offers a workplace where gender equality, diversity and co-creation are valued, protecting the human rights issues and interests of employees. Employees are promoted primarily based on their professional competence, academic and work background as well as capabilities, and without regard to gender, age, race, religion, disability, political affiliation, place of origin, sexual orientation, marital status, etc
Gamania is committed to upholding fair labor practices and protecting the rights of all employees. In addition to complying with applicable labor regulations, the Company ensures that wages meet local living wage standards. Guided by the principle of gender equality, Gamania guarantees equal pay for equal work and equal opportunities for career development regardless of gender.
The Company provides employees with paid annual leave and all statutory leave entitlements in accordance with relevant laws, safeguarding their rights and well-being. We are also committed to managing working hours responsibly to support work-life balance, ensuring that employees do not exceed 60 working hours per week and receive at least one day of rest within every seven-day period.
In the event of mass terminations, Gamania strictly follows legal requirements by providing at least 60 days’ advance notice and establishing proper consultation and support mechanisms for affected employees.
This commitment applies not only to our own operations but also extends to contractors and business partners, ensuring consistent respect for labor rights throughout our value chain.
With the diversification of Gamania’s investments, as of December 31, 2024, Gamania employed a total of 1,022 workers in Taiwan, including 982 full-time staff and 40 contract employees (primarily for specific projects or temporary support). The workforce was predominantly Taiwanese (1,016 employees, 99.4%), with additional representation from Malaysia (2 employees, 0.2%), and one employee each from China, Korea, the Philippines, and Hong Kong (0.1% each). Among the 179 employees in management positions, 177 were Taiwanese (98.9%), while China and Korea were each represented by one manager (0.6% each). Gamania employees are entitled to fair opportunities and do not discriminate against them based on gender, age, race, religion, disability, or other conditions. Contract staff are also members of the Group, and therefore enjoy various employee benefits without distinction based on their status.
Note 1: This chart has been prepared based on statistics of employees in Taiwan.
Note 2: Managerial role refers to manager grade and above.
Note 3: Compared to the previous year, the total number of employees in 2024 remained relatively stable.
Facing the mobile technology wave, Gamania is actively transforming to rapidly launch online services that meet market and consumers’ demands. To achieve this, the Company continuously strengthens its employer brand through various channels: job search platforms, social media, recruitment events, and internal employee referrals. This approach aims to attract talent from six major areas: digital games, news media, Gamania Original, lifestyle, enterprise services, and AI innovation.
With Gamania’s attention to the DEI trend in recent years, the Group’s Human Resources Office actively collects relevant indicators to provide a workplace where employees develop high sense of identity. With Generation P entering the workforce, there is an increased emphasis on the meaning and autonomy of work. These diverse perspectives prompt Gamania to continuously innovate its management systems, taking a “Dare to Challenge” approach to offer industry-leading benefits and protect outstanding talents in all aspects.
For new recruits, Gamania organizes “beginner missions” and uses a series of activities including: experience sharing with seniors and simple tests to facilitate interactions among recruits to help them find colleagues that share similar interests and familiarize with the group’s philosophy, history, prospects.
The new recruitment rate was 25.6% in 2024, and most of the new recruits were under the age of 30, for Gamania has created a work environment featuring the development of energetic creativity, ability and experience and thus attracted many outstanding young talents.
Gamania has “Regulations for Job Rotation.” In 2024, the internal employee vacancy fill rate was 15.63%, indicating strong employee recognition of the Group and effective use of flexible internal channels to optimize human capital utilization and reduce external recruitment costs.
The digital technology industry has always maintained a certain level of turnover rate. The years of service of Gamania’s employees are 5.25 years on average. The total turnover rate in 2024 was 23.12%, and it’s slightly below the industry average. The total voluntary turnover rate in 2024 was 20.06%.
Gamania believes that listening to employees’ voices will help improve existing problems and take handling measures, which further enables the establishment of a more friendly workplace for talent retention despite the high turnover rate.
The “Gamanian Development Program” not only provides training related to the professional fields of Gamania employees but also addresses the challenges brought by industrial transitions, helping employees accumulate market knowledge across six major dimensions to remain competitive in a fast-changing industry.
We have a comprehensive learning environment and a complete training blueprint, and plans diversified training for employees of various job levels, including training courses, lectures, symposiums (Gamania podium and Gamania content), which are supplemented with digital learning (Gamania resources) for training.
In response to industrial transformation, Gamania has introduced a series of AI skills workshops and trend seminars. These initiatives are designed to enhance employees’ digital literacy, strengthen adaptability to transformation, and mitigate potential negative impacts of the digital transition on career development. In 2024, Gamania held eight dedicated AI-related training sessions with 685 participants, ensuring that every employee can develop future-ready skills and seize growth opportunities during times of change.
Putting more and more attention to sustainable development, Gamania has incorporated ESG issues such as ethical corporate management, information security management, and environmental management (including water resources, waste, energy conservation and carbon reduction) into the education and training, so as to have the employees improve their professional abilities while understanding and agreeing with Gamania’s ESG philosophy and mission. In addition, employees are subsidized to participate in external professional courses.
More than NT$5.1 million was invested in training in 2024, with an average of NT$4,059 per employee. A total of 269 training courses were held, with a total of 9,120 participants, a total of 12,012 training hours (male: 5,639; female: 6,373), and an average of 9.54 training hours (male: 10; female: 9) per employee.
The sustainability of talents has always been a critical development goal in Gamania.
To build a more diverse, equal and inclusive workplace, and with global enterprises’ emphasis on social responsibility for talents, we are committed to providing industrially competitive remuneration and welfare programs, creating a harmonious environment for labor-management communication, and mastering digital technology, in order to continuously attract more outstanding and like-minded talents to join Gamania and pursue higher value realization.
Since 2021, we have practically supported “MasterCheers”, “Cheers” (magazine), talent sustainability channels, and 400+ alliance partners in Taiwan to promote initiatives, and joined “TALENT, in Taiwan” to commit ourselves to creating a better future for every employee together.
The performance evaluation system has been carefully structured to incorporate Gamania’s “Dare to Challenge” spirit and accommodate rapid changes of online businesses. Employee career planning and performance evaluation are conducted at least once a year. In addition to meeting the basic code of conduct, Gamania adopts of goal management, that means each employee is assigned 1 to 3 financial goals and mission goals in the beginning of a year based on individual job nature and grades. Weight is allocated for each goal to provide the basis of performance evaluation. To encourage the adjustment of performance goals in response to changes in the environment, individuals or units are allowed to add additional goals or raise standards for existing aspects. For instance, employees may set bonus goals, or diversified performance management methods such as 360-degree performance evaluation and agile conversation may be applied based on the nature of projects. These reflect the achievement rates of different professionalism, expertise goals and behaviors, and thereby motivate employees to go all out and deliver the best performance, which is then reflected in corresponding bonuses and rewards.
“The Company saves on virtually anything except people.”
As the leader in the industry, Gamania comes up with kinky ideas every year to offer a diversified and comprehensive range of benefits that are more favorable than statutory requirements. By giving employees benefits commensurate with their career advancement, Gamania hopes to attract more talents from relevant fields and prompt the upgrade of welfare offered by Taiwanese enterprises.
Gamania is committed to implementing comprehensive labor practices programs that safeguard employee rights and promote fair, healthy, and future-ready workplaces. Employee wages comply with all relevant compensation laws and are aligned with local living wage levels, with annual reviews of living wage benchmarks to ensure that pay supports essential needs such as food, housing, transportation, and education. Also, we continuously monitor pay structures for fairness and competitiveness, addressing any identified gender pay or working-hour gaps to ensure equitable treatment.
We have established a working-hours monitoring mechanism, where abnormal hours trigger alerts to managers and HR for timely support. Overtime pay is calculated in accordance with regulations and disbursed with monthly salaries to ensure fairness. Employees are also granted paid annual leave as required by law, with our HR system monitoring usage to encourage timely leave-taking and maintain work–life balance.
Employee welfare is further supported through social protection programs that go beyond public schemes. These include enhanced group insurance coverage, such as higher claim limits for medical and hospitalization expenses, as well as weekly on-site consultation services provided by insurance professionals to address employee needs in real time.
The Company’s pension system is executed according to the “Labor Pension Act.” Please refer to the annual report for details.
Gamania started with a team of employees in their early 20s, and as the Company grows, the 28-35 age group with the need for marriage and childbirth now makes up the majority of the workforce. Driven by the commitment to provide job and family security, Gamania became the first company in Taipei which set up its own kindergarten, showcasing a new height of corporate welfare. Group CEO Liu, Po-Yuan said: “We hope to make Gama Garden so great that talents come to work for Gamania to have their children go to Gama Garden.”
With “Love to play” as the core spirit, Gama Garden is a learning environment of challenge, adventure, and joy, in the hope that each child may develop his/her distinctive characteristics, and learn and grow in the adaptive environment.
A broad diversity of teaching activities has been organized to meet the needs of children’s development. Through activities and games, children are given the inspiration to explore, learn, develop skills, and build the mindset needed to discover and solve problems and take on challenges. The concept of space design is “Follow the Child” to return space to children and make them artists of space. It has won the Public Space Award at the Taiwan Interior Design Award.
Gamania Group is committed to protecting the basic human rights of all employees and all sltakeholder groups. We have developed a human rights policy with reference to internationally recognized human rights standards such as the “Universal Declaration of Human Rights” and “UN Global Compact,” demonstrating our commitment to respecting and protecting human rights and treating all employees fairly. It is also our hope that suppliers and partners can stick to the core of such human rights policy and fulfill social responsibilities with us.
The four focuses of the Group’s commitment and policy towards human rights are:
At Gamania, we have established a human rights management framework in accordance with the OECD Guidelines and integrated the system into our daily work. Meanwhile, risk assessment tools and regular reviews have been applied to continuously improve labor human rights
9 management regulations have been formulated to explicitly integrate human rights management issues into the Company's Personnel Management Regulations.
Actual and potential human rights risks (including common international human rights issues) related to the Company's activities and operations are identified. We determine various risk issues concerning human rights faced by the Company, and assess the risk level of each issue based on the severity and probability thereof, in order to address the event with the highest risk level first.
Based on a variety of complaint mechanisms and corrective/preventive measures, we investigate negative incidents concerning human rights (if any), and accept feedback from different stakeholders for continuous improvement.
Through regular review measures by internal personnel, the operational effectiveness, suitability, adequacy, and effectiveness of various management measures are reviewed. Necessary improvement measures are taken according to the results of the management review reports, with the effectiveness and completion status thereof tracked in a constant manner.
The progress of the Company's human rights management measures are continuously communicated via internal education and training and external diverse communication channels.
Specific management objectives are set, and corresponding risk mitigation and remediation strategies are developed. At the same time, we assess whether the Company's management systems, processes and methods are consistent with the management objectives regarding human rights issues, and make adjustments for deficiencies, if any.
Note: The management scope covers the overall operations of Gamania’s headquarters.
Gamania Town Hall
Gamania Town Hall is a quarterly gathering between the management and employees; reputable speakers are invited to share interesting topics and open up Gamania employees’ visions to trends of the world.
In 2024, a total of 5 speakers were invited to share their remarkable life stories with Gamanians. Two of them spoke about their experiences with grand journeys, and one session was related to an ESG theme.
Gamania Town Hall serves as a formal and recurring platform for labor-management dialogue, complementing conventional labor-management meetings. Employees may raise queries or provide suggestions anonymously, either directly or through employee representatives, ensuring that voices from across departments and levels are heard. The Group CEO addresses all questions on-site, creating a real-time and two-way communication channel that strengthens trust and engagement between employees and management. Beyond direct responses, feedback collected through Town Halls is systematically reviewed by management, and material issues are followed up with improvement actions or policy adjustments. In 2024, responses were provided to a total of 52 questions raised by employees.
In addition to the quarterly Gamania Town Hall, Gamania has also made good use of its own network technology services to create an anonymous communication channel that allows employees to communicate with the Company at any time and anywhere; relevant responsible units are in place to immediately handle any matters communicated, reflecting high efficiency and workplace friendliness. The ratio of employees using Gamania Express M was nearly 100%, with a total of 322 handled cases regarding the management aspect in 2024.
Gamania’s “Employee Assistance Program” was implemented on a trial basis at the beginning of 2021 and further officially implemented in April of the same year. By offering counseling, family, financial, legal, and management assistance at a fixed number of times each year, the program helps improve employees’ balance in life and in mind, and address employees’ physical and mental stress or problems at work; a stress-free anonymous consultation channel is available for employees, helping those who need assistance in a more effective manner. In these four years, the assistance program has served more than 1,000 employees, becoming an important stabilizing force within the Group. Starting in April 2024, maternity consultation services were added to provide comprehensive support to pregnant employees or those whose partners are pregnant, both during and after pregnancy. In 2024, 99 employees applied for the services, with a total of 571 counseling sessions. Employee satisfaction with the services reached 4.86 out of 5 points.
Gamania Group attaches great importance to the occupational health and safety of its employees, and has set the target of zero occupational safety accidents. As a comprehensive web-based enterprise, Gamania is a Class III low-risk business under the “Occupational Health and Safety Management[VL1] Regulations.” With most of the operations being office-based, no management unit is required to be established. Nevertheless, Gamania pays particular attention to environmental monitoring of the office for the management of noise, carbon dioxide, lighting, temperature, humidity, etc., and more importantly, the prevention of air pollution. Therefore, regular environmental monitoring is carried out every year, with the headquarters’ smart building system integrated to review the relevant values of the headquarters building, so that the quality of employees’ work environment can be ensured.
To enhance and protect the work safety of employees, Gamania has framed an “Occupational health and safety policy,” which was signed by the CEO of the Group and made public, for the employees and the contractors performing duties on the Company’s premises. We ensure that all office operations are carried out by the “Occupational Safety and Health Act” of Taiwan, regularly implement the four major worker health protection programs to identify and prevent the risks in the workplace, reduce the possibility of occupational diseases and accidents for employees, and provide a safe, friendly and healthy workplace.
To ensure the effective control of damage, the smooth transmission of information and the normal operation of the Company in the event of major disasters and emergencies that endanger or disrupt Gamania’s information systems, personnel, and normal operations, we have established the “group safety management policy” and relevant bylaws, such as the “Office Safety Management Regulations” to manage “physical security,” “access control security,” “public safety,” “equipment security” and “operational safety.” The “Standard Operating Procedures for Emergencies” have also been devised to provide standardized emergency reporting procedures for crises. In 2023, the Company had no major occupational safety incidents or reported emergencies.
According to the “Office Safety Management Procedures,” in the event of natural or man-made disasters, appropriate measures should be taken based on the known or unknown extent of damage, in order to quickly assess the situation and minimize harm.
1. Unknown extent of disaster: When an incident occurs and no clear damage report has been received, the safety unit should conduct inspections according to the “Safety Patrol Standard Operating Procedures.” If any abnormalities are detected, they must be reported to the supervisor immediately.
2. Known disaster:
A. Fire: Upon receiving a fire report, the safety unit must immediately evacuate personnel, isolate the site, and manage the situation in accordance with the “Fire Incident Standard Operating Procedures.”
B. Intrusion: If an external intrusion or disturbance is detected, the safety unit should be notified to handle it according to the “Emergency Incident Standard Operating Procedures.”
C. Other emergencies: For incidents such as theft or power outages, the safety unit will control the scene and report to the relevant departments following the “Emergency Incident Standard Operating Procedures.”
3. Field unit response: The safety unit will handle emergencies according to the specific field unit’s response procedures.
In line with the “Prevention Plan for Ergonomic Hazards” and the “Prevention Plan for Diseases Triggered by Abnormal Workload,” the process for investigating and handling occupational diseases is as follows:
1. Distribute the questionnaire
2. Collect and perform statistical analysis of responses
3. A nurse assesses the risk of occupational injury, and based on recommendations, determines whether a physician consultation is necessary
4. Conduct a physician consultation, during which improvement measures are suggested based on the assessment
5. Evaluate the effectiveness of the improvements based on implementation results
6. Maintain records for three years and continue follow-up monitoring
When an occupational injury occurs, Gamania follows the standard handling procedures according to the management regulations and local regulations, and immediately reports the matter to local competent authorities. Our statistics on occupational disasters are compiled based on the important indicators announced in the Occupational Safety and Health Act developed by the Ministry of Labor, Executive Yuan, and the Global Reporting Initiative (GRI Standards). In particular, the disabling injury frequency rate (FR), disabling injury severity rate (SR), absentee rate, etc. are the main data indicators. Among them, the number of days of absence includes sick leave, occupational injury leave, menstrual leave, and hospitalization leave.
