{"id":7694,"date":"2024-06-25T17:47:15","date_gmt":"2024-06-25T09:47:15","guid":{"rendered":"https:\/\/esg.gamania.com\/gamania-family\/"},"modified":"2026-08-31T22:29:46","modified_gmt":"2026-08-31T14:29:46","slug":"gamania-family","status":"publish","type":"page","link":"https:\/\/esg.gamania.com\/en\/gamania-family\/","title":{"rendered":"Gamania family"},"content":{"rendered":"\t\t
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Gamania family<\/h1>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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Gamania
Family<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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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<\/p>

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\u2019 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.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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Workforce structure<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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With the diversification of Gamania’s investments, as of December 31, 2025, Gamania employed a total of 990 workers in Taiwan, including 951 full-time staff and 39 contract employees (primarily for specific projects or temporary support). 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. In the event of large-scale workforce adjustments, Gamania also strictly complies with applicable laws and regulations by providing at least 60 days’ advance notice and establishing comprehensive communication and support mechanisms to help affected employees respond appropriately.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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Notes:<\/p>

  1. This chart has been prepared based on statistics of employees in Taiwan.<\/li>
  2. Managerial role refers to manager grade and above.<\/li>
  3. The total number of employees did not fluctuate significantly in 2025 compared with the previous year.<\/li><\/ol>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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    \u3010 Employee statistics related to gender \u3011<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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    Talent recruitment and retention<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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    In response to the wave of mobile transformation and rapid market changes, Gamania Group adopts a multidimensional recruitment strategy that combines online job platforms, social media engagement, industry-academia collaboration, and internal referral mechanisms to precisely target outstanding talent in fields such as digital gaming, AI innovation, and original content. We are committed not only to strengthening our employer brand but also to continuously expanding the Group’s talent capital through diverse recruitment channels.<\/p>

    In recent years, Gamania has placed increasing importance on DEI trends. On the talent retention front, the Group Human Resources Office actively collects relevant indicators and comprehensively implements the principles of diversity, equity, and inclusion (DEI). In response to modern workers’ pursuit of autonomy and meaningful work, Gamania continues to innovate its management systems. Guided by the spirit of “Dare to Challenge,” the Group provides benefits that exceed industry standards, supporting and inspiring outstanding talent to realize their full potential and value.<\/p>

    In addition, Gamania extends the core spirit of “Dare to Challenge” to social engagement and talent development. Through long-term investment in public welfare initiatives and youth support programs, the Group encourages younger generations to explore boldly and pursue innovation, while attracting new talent who share the same values to jointly inject sustained innovative momentum into the development of the digital industry. For further information, please refer to Section 4.2, “Social inclusion.”<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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    \u3010 Active new recruitment rate \u3011<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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    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 hobbies. familiarize with the group’s philosophy, history, prospects.\u00a0<\/p>

    The new recruitment rate was 19.46% in 2025, 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.<\/p>

    Gamania has “Regulations for Job Rotation” that encourages employees to find suitable positions within the Group to provide opportunities for internal transfers. This allows talented individuals to excel in different fields, while increasing their sense of belonging and loyalty. In 2025, the internal employee vacancy fill rate was 45.36%, indicating strong employee recognition of the Group and effective use of flexible internal channels to optimize human capital utilization and reduce external recruitment costs.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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    \u3010 Healthy turnover rate \u3011<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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    A certain degree of talent mobility is common in the digital technology industry. The average tenure of Gamania employees is 5.39 years. The overall turnover rate was 28.99% in 2025, up 5.87 percentage points from 23.12% in 2024. The majority of departing employees were women, and career development was the most common reason for leaving. We conduct exit interviews with all departing employees and regularly compile and analyze the interview results for internal reporting, using the findings to plan corresponding improvement and response mechanisms. Gamania firmly believes that listening to employees helps identify and address existing issues. This enables us to create a more employee-friendly workplace that supports talent retention in an environment where turnover remains a major challenge.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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    Talent development<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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    The “Gamanian Development Program” provides employees with training relevant to their professional fields. Through six major training components, Gamanians build knowledge across different markets and maintain strong competitiveness.<\/p>

    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 (\u201cGamania Podium\u201d and “Gamania Insiders”), which are supplemented with digital learning (Gamania resources) for training.
    Gamanian Development Program: Management Competency Training, General Education Lectures, Training for New Hires and Newly Promoted Managers, Digital Learning, External Training Courses, and New Hire Training<\/p>

    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. In 2025, Gamania invested more than NT$5.28 million in training and development. Average training expenditure per employee was approximately NTD 5,338. A total of 375 employee training courses were offered, with 10,837 training participations and 14,702 total training hours. Average training hours per employee were 14.85 hours. Compared with the previous year, average training expenditure per employee increased by NT$1,279, while average training hours increased by 5 hours. This demonstrates Gamania’s continued increase in investment in talent development, active efforts to strengthen employees’ professional capabilities and the organization’s overall competitiveness, and long-term commitment to talent development.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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    Program<\/th>Description<\/th>Participants<\/th>Business Benefits<\/th>\n<\/tr>\n<\/thead>\n
    Leadership Development Program
    \n(Training for Newly
    \nHired\/Promoted
    \nManagers)
    \n<\/td>    		This program provides training courses for newly hired or recently promoted managers, focusing on leadership skills, communication techniques, and management efficiency.<\/td>95 participations,
    \n9.6% of all employees
    \n<\/td>
    • These courses aim to improve management effectiveness, enhance team leadership, and support the retention of top talent, reducing turnover and associated costs.<\/li>
    • In 2025, two courses, \"Precision Recruitment Interview Techniques\" and \"Performance Management Interviews,\" across a total of three sessions. <\/li><\/ul><\/td>\n<\/tr>\n
    MA Program
    \n(Coaching & Mentorship)
    \n<\/td>    		The MA program ensures the quality and quantity of the management pipeline through a dynamic selection, development, and retention mechanism, steadily cultivating potential talent as human capital for the group. The curriculum design combines professional management workshops with outdoor team building, providing an in-depth fusion of theory and practice to strengthen participants' leadership vision and teamwork abilities.<\/td>25 employees,
    \n66 training hours in 2025
    \n<\/td>
    • Prepared high-potential employees for future leadership roles.
      \n<\/li>
    • Strengthened organizational succession pipeline.
      \n<\/li><\/ul><\/td>\n<\/tr>\n
    Digital Transition Training
    \n(AI Programs)
    \n<\/td>    		In response to the accelerating digital transformation and evolving industry landscape, Gamania is committed to cultivating future-ready talent and strengthening its workforce capabilities. Through a series of AI-related training programs, workshops, and trend-focused seminars, the Company not only enhances employees' digital literacy but also equips them with the skills needed to adapt to technological change and emerging business demands. Gamania adopts a dual-track learning approach that combines digital learning with in-person training. Online learning resources include a wide range of courses, such as The Complete Guide to Generative AI, covering practical applications including document processing, content creation, and AI-assisted communication. Complementing these digital courses, in-person workshops and real-world case studies provide employees with hands-on learning opportunities and help deepen their understanding of AI technologies and their practical business applications.<\/td>1,169 employees
    \n415 training hours in 2025
    \n<\/td>
    • Enhanced digital capabilities across the workforce
      \n<\/li>
    • Improved efficiency and innovation in project execution.
      \n<\/li>
    • Strengthened employee adaptability to industry transformation.
      \n<\/li>
    • Following AI training, 100% of departments integrated AI applications (e.g., Gamanian Chat Box) into daily operations, leading to improvements in workflow efficiency and project execution.<\/li><\/ul><\/td>\n<\/tr>\n
    Cultural Education<\/td>Through annual ESG-themed seminars, inspirational talks, and cultural sharing sessions, Gamania promotes values of sustainability, personal growth, and global citizenship. Topics included ESG practices, life resilience, personal breakthroughs, and environmental protection, fostering employees\u2019 awareness and engagement with broader societal issues.<\/td>All employees, including full-time and part-time staff<\/td>
    • Strengthened ESG and cultural awareness among employees.
      \n<\/li>
    • Encouraged personal growth and resilience through inspirational experiences.
      \n<\/li>
    • Integrated sustainability and social responsibility into corporate culture.
      \n<\/li><\/ul><\/td>\n<\/tr>\n
    External training
    \n(such as EC-Council)
    \n<\/td>    		This program focuses on enhancing professional skills, with certifications obtained, such as EC-Council Certified Ethical Hacker (CEH) and EC-Council Certified Penetration Testing Professional (CPENT).<\/td>12 participants,
    \ncompleted the training (1.15% of FTE)
    \n<\/td>