Dan’s Biz Bookshelf: ‘Atomic Habits’
Happy’s Tech Talk #48: Digital Twins—Integrating Design and Manufacturing
The Chemical Connection: The Consequences of Additive Metallizing on Etching Steps
Amidst the rapid transformation of the global technology manufacturing industry and increasingly fierce competition for talent, how companies can create a work environment that encourages employees to stay, grow continuously, and move forward together with the organization in a highly globalized and uncertain environment has become a common challenge for the industry. Based on this consideration, Foxconn Technology Group has chosen to join the CommonWealth DEI initiative, hoping to exchange diverse, equal, and inclusive practical experiences with more companies through an open platform, and to promote talent sustainability from an internal governance issue of a single company to an action for common learning and dialogue across the industry.
With an organization spanning 24 countries and 233 operating locations, and a seasonal workforce peaking at 900,000 , Foxconn realized earlier than most companies that as a company grows larger and technology evolves faster, what truly impacts competitiveness is no longer just production capacity and speed, but rather the organization's ability to stably support diverse talent, cross-cultural collaboration, and long-term trust. Therefore, Foxconn views DEI (Demonstration of Integrity ) as an integral part of its organizational capabilities, rather than a single policy or short-term initiative, and uses six core values—"Integrity, Diligence, Agility, Sharing, Cooperation, and Shared Prosperity"—as a common language connecting global systems and local practices.
To ensure that its culture doesn't just become a slogan, Foxconn has formally incorporated its core values into its institutional design and sustainable management and evaluation mechanisms. This ensures that over 1,500 sustainable initiatives globally are aligned with the company's cultural spirit from the outset, making these values a basis for actual decision-making. This shift is also reflected in employee perceptions. Engagement surveys show that the "visionary inspiration" index has increased from 84% in 2023 to 95% in 2025 , and the level of pride in being part of the company has reached 94% , demonstrating that the culture is gradually transforming into a perceptible and tangible organizational force.
Building on this foundation, Foxconn further translates diversity and inclusion into sustainable governance practices. Through globally consistent human rights and behavioral guidelines, and by addressing the structural challenges that different groups may face at various stages of their careers and lives, the company's role extends beyond simply providing jobs; it becomes a crucial partner supporting employees' long-term development. Among these initiatives, the " 0-6 Years Old Company-Supported" program has cared for 2,224 employees' children, with a cumulative investment exceeding NT$ 990 million; the proportion of female executives globally has reached 30.7% , and the proportion of women in senior management positions in Taiwan continues to rise; and the job suitability rate for people with disabilities has increased to 100% , gradually reducing the structural risks employees face in balancing work and life.
When companies choose to assume greater responsibility, they must also rethink their incentive and reward mechanisms. Foxconn, adhering to the principles of maintaining market competitiveness and internal fairness, introduced an employee stock ownership trust system in 2025. This system features a 50/50 allocation between the company and employees , allowing employees to participate in the company's long-term growth on a consistent basis. After the system's implementation, the overall participation rate reached 83.6% , demonstrating employees' strong acceptance of a long-term, shared, and stable guarantee mechanism.
In a highly volatile and high-pressure industrial environment, physical and mental health is increasingly becoming a key factor affecting organizational resilience. Foxconn takes "comprehensive care" as its core strategy, institutionalizing and routinely implementing physical and mental health support, and strengthening work-life balance through system design, making health management an important foundation for supporting organizational effectiveness and long-term commitment.
Meanwhile, Foxconn also regards talent development as key to supporting its transformation and long-term competitiveness. Through a systematic talent pipeline and succession planning, it has gradually strengthened the development logic from operational talent to management talent, accumulating 61 high-potential talents, and continuously supporting the overall organizational capability development through learning investment. In 2024 , the average training hours per employee reached 60.3 hours, with a total annual training investment of over 88 million hours, serving as an important foundation for the organization's long-term development.
Foxconn believes that there is no single standard answer to DEI ( Diversity, Intelligence, and Development), but rather a process that requires continuous dialogue and refinement across different industries, cultures, and organizational contexts. Joining the Global DEI initiative is not about showcasing completion, but rather about sharing the practical experience of large manufacturing organizations in talent governance as material for industry-wide discussion and learning. In the future, Foxconn will continue to deepen its people-centric sustainable talent governance, working with society through the initiative platform to promote diversity, equality, and inclusion, becoming a long-term force supporting organizational resilience and social trust. A long-term force of trust.
