As a global ICT (information and communications technology) leader, with a product portfolio that includes notebook and tablet PCs, desktop computers, computer peripherals, personal digital products, mobile devices, multimedia audio products and data storage equipment, Inventec is talent-oriented, attaching great importance to promoting employee welfare. Tweet This!
This case study is based on the 2016 Corporate Social Responsibility Report by Inventec published on the Global Reporting Initiative Sustainability Disclosure Database that can be found at this link. Through all case studies we aim to demonstrate what CSR/ sustainability reporting done responsibly means. Essentially, it means: a) identifying a company’s most important impacts on the environment, economy and society, and b) measuring, managing and changing.
Creating a friendly workplace for its over 18,000 employees around the globe is a top priority for Inventec. In order to promote employee welfare Inventec took action to:
- offer employees flexible working hours
- pay fair and competitive wages
- promote legal compliance
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With this case study you will see:
- Which are the most important impacts (material issues) Inventec has identified;
- How Inventec proceeded with stakeholder engagement, and
- What actions were taken by Inventec to promote employee welfare
What are the material issues the company has identified?
In its 2016 Corporate Social Responsibility Report Inventec identified a range of material issues, such as financial performance, customer satisfaction, product regulations conformity, hazardous substance management. Among these, promoting employee welfare stands out as a key material issue for Inventec.
Stakeholder engagement in accordance with the GRI Standards
The Global Reporting Initiative (GRI) defines the Principle of Stakeholder Inclusiveness when identifying material issues (or a company’s most important impacts) as follows:
Stakeholders must be consulted in the process s of identifying a company’s most important impacts and their reasonable expectations and interests must be taken into account. This is an important cornerstone for CSR / sustainability reporting done responsibly.
Key stakeholder groups Inventec engages with:
|Stakeholder Group||Method of engagement|
|Supplier (including contractor)||
|Community||· Suggestions or questionnaire survey proposed by community|
|Reporters||· Questionnaire survey proposed by Reporter|
|Non-governmental organizations||· Suggestions or questionnaire survey proposed by non-governmental organizations|
How stakeholder engagement was made to identify material issues
To identify and prioritize material issues based on stakeholders’ concerns, Inventec distributed a questionnaire to its stakeholder groups.
In its 2016 Corporate Social Responsibility Report Inventec reports that it took the following actions for promoting employee welfare:
- Offering employees flexible working hours
- Inventec implements a flexible working hours system, enabling employees to adjust their working hours according to their needs. In the Shihlin headquarter employees should clock in before 9:00 am, but in the Taoyuan facility there is no such requirement. In addition, Inventec’s employees are allowed to leave the office without taking days off, as long as they get the management’s approval.
- Paying fair and competitive wages
- Inventec offers competitive salaries to talented employees across the company’s facilities worldwide, including Taiwan, mainland China, Europe and America, regardless of gender or ethnic group. In Taiwan, the basic salaries of professional staff and technicians are higher than the local minimum wage (1.221 times higher for male and 1.265 times higher for female employees). In mainland China, the basic salary of direct personnel is 1.02 times higher than the local minimum wage in the Pudong plant, Shanghai and approximately 1.03 times higher in the Chongqing plant.
- Promoting legal compliance
- In Taiwan, Inventec implements complete employee retirement programs, in accordance with the Labor Pension Act. In the Chongqing facility in mainland China, Inventec offers employees social insurance in compliance with the Law of the People’s Republic of China on Employment Contracts and the Social Insurance Law of the People’s Republic of China. Inventec offers social insurance since day one and is audited by the government. In the Pudong facility, Inventec provides qualified retired employees with retirement benefits, following the relevant law in Shanghai.
Which GRI indicators/Standards have been addressed?
The GRI indicators/Standards addressed in this case are:
1) G4-EC3: Coverage of the organization’s defined benefit plan obligations – the updated GRI Standard is: Disclosure 201-3 Defined benefit plan obligations and other retirement plans
2) G4-EC5: Ratios of standard entry level wage by gender compared to local minimum wage at significant locations of operation – the updated GRI Standard is: Disclosure 202-1 Ratios of standard entry level wage by gender compared to local minimum wage
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1) This case study is based on published information by Inventec, located at the link below. For the sake of readability, we did not use brackets or ellipses. However, we made sure that the extra or missing words did not change the report’s meaning. If you would like to quote these written sources from the original, please revert to the original on the Global Reporting Initiative’s Sustainability Disclosure Database at the link:
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