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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. At the same time, we stick to the principle of equal pay for equal work. Since our establishment, we have never been engaged in child employment, and have not been involved in any labor disputes, cases of corruption or bribery, incidents of forced and compulsory labor, discrimination, or violations of employee rights. Looking to the future, we hope to continue attracting and cultivating diverse talent, promoting gender balance between men and women.
With the diversification of Gamania’s investments, as of December 31, 2023, Gamania employed a total of 1,053 workers in Taiwan, including 1,004 full-time employees, and 49 contract employees (mainly for the support of specific or periodic projects). There are 1,047 employees from Taiwan, 2 employees each from Malaysia and Hong Kong, and 1 employee each from mainland China and South Korea. In total, there are 169 management personnel, with 167 from Taiwan and 1 each from mainland China and South Korea.
Note 1: This chart has been prepared based on statistics of employees in Taiwan.
Note 2: Managerial role refers to manager grade and above.
Gamania has been undertaking active transformations in response to the increasingly popular use of mobile devices. We continue to cultivate our brand as an employer, and through a variety of recruitment channels such as human resources bank, social media platform, recruitment activities and internal employee referrals, we are actively recruiting elites from various fields such as gaming, e-commerce, e-payment, startup, media and information to join our team.
With Gamania’s attention to the DEI trend in recent years, the Group’s Human Resources Office has widely collected and converged relevant indicators to provide a workplace where employees develop high sense of identity. In comparison with previous years, people of Gen P, who joined the workforce after pandemic, assess the meaning and independence that a work provides in a more prudent manner. These diverse mindsets enable Gamania to constantly create a brand-new management system. From the perspective of “Dare to Challenge” without limits, we have provided superior benefits that are better than the peers in the industry to 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 34.4% in 2023, 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.
We have formulated the “Regulations for Job Rotation.” In 2023, the internal employee substitution rate was 4.7%, reflecting employees’ recognition for the Group. Meanwhile, flexible internal channels were leveraged to enhance the effective use of human capital and cut the costs of external recruitment.
The digital technology industry has always maintained a certain level of turnover rate. The years of service of Gamania’s employees are 5.14 years on average. We hold interviews with every departing employee; in 2023, the turnover rate was 23.2%, showing a decrease by 8.2% compared to that in the previous year. Additionally, the voluntary turnover rate was 19.5%.
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” provides training related to the professional fields of Gamania employees, helping accumulate various market knowledge through six major dimensions so that the talents can remain competitive in the trending 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.
Putting more and more attention to sustainable development, Gamania has incorporated ESG issues such as ethical corporate management, information security management, risk 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 NTD 3.42 million was invested in training in 2023, with an average of NTD 3,254 per employee. A total of 272 training courses were held, with a total of 7,006 participants, a total of 13,234 training hours, and an average of 12.6 training hours per employee.
| Program | Description | Participants | Business Benefits |
|---|---|---|---|
| Training for Newly Hired/Promoted Managers | This program provides training courses for newly hired or recently promoted managers, focusing on leadership skills, communication techniques, and management efficiency. | Newly appointed managers (8.1% of FTE) |
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| Zero Trust & NIST Cybersecurity Architecture Course | This program focuses on cybersecurity training for 20 senior staff members, covering the principles of Zero Trust and NIST Cybersecurity Frameworks. | A total of 20 participants, including the COO, completed the training (2.0% of FTE) |
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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.
| Strategic reward | The reward mainly targets unit heads and their key subordinates (managers and staff), and is granted based on long-term investments, plans, growth, results, and overall performance of each unit in the current year. |
| Tactical reward | The reward targets Gamania employees who are committed to executing line managers' instructions, tactics, performance goals, or critical assignments, and is paid based on the reward policy of each unit. |
| Special reward | Line managers may apply for special rewards to reward teams or individuals for special contributions or performances that are not compensated by the existing reward system. |
| Ad-hoc reward: Gama Medals | Line managers may apply for small rewards as recognition for employees' outstanding performance, and thereby encourage employees to grow with the Company. A total of 300 ad-hoc rewards were granted in 2023; each winning employee was given a special Gama Medal and NTD 100 of Gama Island meal voucher. Each quarter, outstanding employees are invited to the High Party to exchange opinions and enjoy with the CEO. |
| Gama Medals | The GAMA STAR candidate is nominated by the COO of the respective unit/subsidiary; the candidates undergo a preliminary review by division heads, and the final winner is voted among unit heads. A total of 7 employees were nominated for GAMA STAR in 2023, all of whom received special invitations from the CEO and unit heads to participate in the Super High Party, where they enjoyed a memorable night of respect and honors. After the final selection by the heads of the group headquarters and subsidiaries, three employees won the GAMA STAR trophy along with NTD 30,000 cash and special identification badges made exclusively for GAMA STARs. |
| Evaluation Type | Applicable Objects | Frequency | Execution Method |
|---|---|---|---|
| Management by Objectives | All Employees | Once a year |
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| Multi-Dimensional Evaluation | Certain Supervisors | Once every six months |
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| Agile Performance Evaluation | Certain Teams | Weekly |
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“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.
We monitor salary changes in the industry and make appropriate adjustments to ensure that our compensation packages are competitive to retain talents. The salary of our basic-level employees is 4.28% above the statutory minimum wage. Gamania subscribes to basic Labor Insurance and National Health Insurance coverage as required by laws. The Company also arranges employee group insurance to provide coverages including: term life, accident, work-related accident, accident treatment, hospitalization, cancer protection, and occupational hazard. Employees’ dependents, too, may subscribe to group insurance at additional premiums for accident, accident treatment, and hospitalization coverage. The Company’s pension system is executed according to the “Labor Pension Act.” Please refer to the annual report for details.
Note: Female employees are entitled to 10 weeks of paid maternity leave. Additionally, the employee’s
spouse or partner is entitled to 13 days of paid parental leave.
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
10 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 fi
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.
| Issues | Parties concerned | Management plans |
|---|---|---|
| Prohibition of forced labor | All employees / suppliers / contractors |
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| Prohibition of child labor | Child labor |
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| Elimination of unlawful discrimination | All employees / female employees / foreign employees |
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| Diversity, inclusion and equal opportunities | All employees |
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| Maintenance of physical and mental health and work-life balance | All employees |
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| Freedom of association and right to collective bargaining | All employees |
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| Occupational health and safety | All employees / suppliers / contractors |
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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 2023, experts in different fields were invited to share their wonderful life stories with Gamania employees. Two of the sessions were ESG-related.
Gamania Town Hall also serves as an important communication channel; breaking the limits of conventional labor-management meetings, the employees may raise queries or provide suggestions anonymously (those who did not attend the activity could still ask questions through other employees or employee representatives), and the Group CEO will address all of them on-site to improve interactions and relationships between employees and the employer in a real-time and two-way manner. In 2023, responses were made to a total of 72 questions from employees.
| Session | Theme | Description |
|---|---|---|
| Q1 | International Sustainable Fashion Trends You Must Know - Story Wear (ESG) | Story Wear has contributed to a major leap forward in sustainable fashion as the first zero-waste flagship store that shows sustainability behaviors in daily life and carries on the cycle of virtue. The founder of this Taiwan's only zero-waste fashion brand was invited to share her entrepreneurial experience and profound insights into the industry of fashion and the international trend of industry and circular sustainability. |
| Q2 | Understanding Boundaries of Interaction and Leveling Up Communication Skills (ESG) | Being diplomatic is such a hard thing! As social activities resumed in the post-pandemic era, two relationship experts were invited to share with Gamania employees on the topic of how to understand the boundaries of interaction and engage in good communication with others. |
| Q3 | AI Revolution: Embracing the New World of AI | Artificial intelligence (AI) is all the rage in the world and changing our life. Two IT experts were invited to give the most interesting talk on the most popular topic—the future and influence of AI. |
| Q4 | My Dream of Beer Aged in the Market: Driving Force behind the Craft Beer Industry | The founder of HanBeer, who has changed the beer culture in Taiwan through creativity and cross-sector collaboration, was invited to share some knowledge of beer. |
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 305 handled cases regarding the management aspect in 2023.
Gamania’s “Employee Assistance Program”(EAP) was implemented on a trial basis at the beginning of 2021 and further officially implemented in April of the same year. By offering counseling, 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 3 years, the assistance program has served more than 1,000 employees, becoming an important stabilizing force within the Group. In 2023, the satisfaction score of the employees utilizing the program reached 4.6 (out of 5).
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 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 has been approved by the Board of Directors 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:
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.
| Year | 2021 | 2022 | 2023 |
|---|---|---|---|
| Absentee rate(%) | 0.68 | 0.96 | 0.70 |
| Coverage rate (%) | 100 | 100 | 100 |