Full-time employees11,127
Non-full-time Employees112
Temporary Employees19
E
Sustainable Environment
S
Prosperous Society
G
Corporate Governance
Workforce
CAL regards employees as family. We are always willing to communicate with respect and strive to reach a mutual understanding through negotiation.
Workforce
China Airlines has established a complete workforce through caring for employees, equal rights and diversification, regular performance evaluation based on fairness and objective principles, a complete salary and welfare system, and a sound internal recruitment and rotation system.
We view our employees as family. We are always willing to communicate with respect and strive to reach a mutual understanding through negotiation. We endeavor to create a more harmonious work environment based on an equitable, cooperative, and mutually respectful relationship. In such a work environment, labor and management reach a consensus through open, transparent negotiations and are more willing to communicate on collective agreement issues.
Workforce Structure of CAL Group
As of the end of 2023, the total number of employees of CAL and Mandarin Airlines were 11,258 and 885, respectively. Compared to the number of employees in 2022, CAL increased 526 employees and Mandarin Airlines added 75 employees. The number of employees employed by the two airlines is in compliance with the regulations. CAL responded to flexible work requirements for basic ground service and employed 165 dispatched workers.
Total employees
Age
Under 301,087
31-506,920
Above 513,251
The Job Category
Business3,154
Air service4,323
Mintenance
2,144
2,144
Others1,637
Ranking
Senior management
123
123
Mid-level management349
Junior management166
Non-executive employees10,620
Region
Taiwan9,677
China191
Asia958
America266
Europe116
Oceania50
Education
Master/PhD1,432
Bachelor
9,248
9,248
Senior high496
Others
82
82
Note 1: Job duties - others: including senior executives at the level of vice president and above, auditing and accounting, information technology staff, and all other personnel not categorized above.
Note 2: Senior executives: Level 1 managers and deputies or above; Mid-level managers: Level 2 managers and deputies; Junior-level supervisors: Level 3 managers and deputies.
Note 3: Interns are not included in the total number of employees.
Total employees
Full-time employees872
Non-full-time Employees13
Temporary Employees0
Age
Under 30191
31-50479
Above 51215
The Job Category
Business389
Air service219
Maintenance
131
131
Others146
Ranking
Senior management
22
22
Mid-level management34
Junior management34
Non-executive employees795
Region
Taiwan850
China35
Education
Master/PhD78
Bachelor
751
751
Senior high56
Note 1: Job duties - others: including senior executives at the level of vice president and above, auditing and accounting, information technology staff, and all other personnel not categorized above.
Note 2: Senior executives: Level 1 managers and deputies or above; Mid-level managers: Level 2 managers and deputies; Junior-level supervisors: Level 3 managers and deputies.
Note 3: Interns are not included in the total number of employees.
Gender Equality and Diversity
We place great importance in gender equality. In 2023, female employees of CAL accounted for 50.49% of the total CAL workforce and 28.68% of all managerial positions were held by females. At Mandarin Airlines, female employees accounted for 52.09% of the total workforce, and 24.44% of the managerial positions were held by females. Due to the nature of the aviation industry, CAL has a higher demand for professionals in certain fields of expertise, leading to a male / female gap that is common in society (detailed Workforce Gender Diversity Target tables in the Appendix). CAL is committed to providing a comfortable work environment that is conducive of balanced career development for all employees, regardless of gender. In order to safeguard the well-being and right to work of female employees, when a female flight attendant is pregnant, she may apply for unpaid leave or request a transfer to ground services. Upon completion of maternity leave, she may then apply to resume her duties as a flight attendant. In addition, two breastfeeding rooms have been set up at CAL Park for female employees to use at any time. For our male employees, they may apply for 7-day paternity leave with full pay during childbirth. In addition, to help our employees achieve work-life balance, CAL has signed agreements with 7 daycare centers and kindergartens in 2023 to provide special discounts for CAL employees.
CAL values diversity in the workforce. In 2023, CAL employed 76 (0.68%) indigenous employees and 106 (0.94%) employees with disabilities. In addition to our commitment to expanding employment among indigenous people, we have employed staff with disabilities at a higher proportion than prescribed by law since September 2015. CAL received the Excellency Award at the Golden Wingspan Awards in 2016. We have redesigned job descriptions for employees with disabilities with a focus on improving working conditions and making adjustments to job requirements and career development. We also provide shuttle buses and regularly-scheduled health examinations for our employees with disabilities. In addition, we have signed long-term service contracts with visually impaired massage therapists to provide employees with free on-site massages, thereby providing job opportunities for the visually impaired and enhancing our employees' health at the same time.
Business
Male1,273
Female1,881
Air service
Male1,527
Female2,796
Maintenance
Male2,045
Female99
Others
Male700
Female937
Business
Male138
Female251
Air service
Male94
Female125
Maintenance
Male121
Female10
Others
Male71
Female75
Recruitment
Due to CAL Group's business growth and fleet / flight network expansion in recent years, we have recruited in various areas to meet the requirements of our growing business. To fulfill our commitment to social responsibility, we continue to promote industry- academia collaboration programs and employ people with disabilities. In 2023, CAL recruited 1003 employees, including 971 full-time employees and 32 contract employees, accounting for 8.91% of the total workforce. Mandarin Airlines recruited 184 full-time employees, accounting for 20.79% of the total workforce.
Total employees
Full-time employees971
Contracted employee32
Age
Under 30695
31-50269
Above 5139
Gender
Male661
Female342
Work place
Taiwan559
China24
Asia328
America59
Europe20
Oceania13
Total employees
Full-time employees184
Age
Under 30116
31-5056
Above 5112
Gender
Male91
Female93
Work place
Taiwan177
Asia7
Local Employees
The flight network of CAL spans across the globe, and a large number of job opportunities are available. This results in contributions to local employment and economic development. About 85.96% of all CAL employees are based in Taiwan. The composition of CAL's international employees includes foreign pilots from 22 countries, and flight attendants from Vietnam, Japan, and Thailand. We also employ local employees in 25 countries around the world. CAL endeavors to provide a friendly work environment for our international employees, with equal opportunities and benefits to our Taiwanese employees.
- Europe
-
- Employee: 41.38%
- Management: 26.32%
- Asia
-
- Employee: 92.73%
- Management: 45.74%
- China
-
- Employee: 96.58%
- Management: 47.06%
- Taiwan
-
- Employee: 98.77%
- Management: 100.00%
- Oceania
-
- Employee: 54.29%
- Management: 16.67%
- America
-
- Employee: 64.65%
- Management: 30.00%
- China
-
- Employee: 91.67%
- Management: 30.56%
- Taiwan
-
- Employee: 100.00%
- Management: 100.00%
Employee Turnover
Over the past three years, the average employee turnover of CAL has been 5.20%. Each of our employees is protected by an employment contract, and each contract clearly sets forth provisions regarding rewards, disciplinary actions, and employment termination. In addition, rules concerning termination of employment and the number of days required for a notice of resignation comply with the Labor Standards Act. With respect to locations where employee turnover rates are relatively high, we evaluate local labor-related regulations and wage levels and refer to comments made by resigning employees and local managers to see whether adjustments are needed in our salary and benefit practices. We also utilize internal systems and incentive programs to reduce turnover rates.
At CAL, the employee turnover in 2023 increased slightly by 0.89% compared to that in 2022. The involuntary turnover rate was 0.02% lower than that in 2022, while the voluntary turnover rate was 0.91% higher due to the impact of the large-scale recruitment in the technology industry, travel and tourism and other industries that have recovered in recent years, but with no significant fluctuations. CAL will continuously optimize internal management to maintain low turnover.
At Mandarin Airlines, employee turnover in 2023 decreased by approximately 2.71% compared to 2022, mainly due to personal career plans with applications for retirement or resignation. Despite the decrease in the turnover rate, Mandarin Airlines will continue to provide diversified channels of communication for its employees and gradually enhance its employee benefit system to retain talent.
Employee Retention
Periodic Performance Evaluations Conducted on a Fair and Objective Basis
CAL conducts an employee performance evaluation three times a year. Except for employees who have worked for less than a certain period of time, all employees are covered in the performance evaluation, which includes conducting performance interviews in a timely manner for those whose performance is needed for help or more related consultation to promote positive conversations.
Apart from evaluations on general performance, core competence indicators and approaches are also adopted based on each employee's professional characteristics and in consideration of the actual working conditions of the employee under evaluation. To all managerial levels, a specific annual Management by objectives (MBO) framework has been established based on CAL's business strategies in addition to job assessment indicators.
To make the assessment process impartial and objective, each employee is evaluated by several supervisors, and performance grades are also allocated according to different job rankings. In addition, to ensure that the performance evaluation provides employees positive feedback and assistance and facilitates communication and interaction between supervisors and employees, interviews are also included in the performance evaluation.
For flight attendants, besides the evaluations mentioned above, two-way performance feedback (flight attendants can also summit their feedback about their supervisors' working performance)has been also adopted. Flight attendants who have worked for more than one year are evaluated and assigned ratings based on their attendance, reward / disciplinary actions, and performance within a reasonable range and based on employee classification to avoid subjective impressions which could detract from the impartiality of the performance evaluation.
Sound Remuneration System
Every year, CAL offers employees reasonable remuneration packages, related benefits, and insurance coverage based on CAL's overall salary policy and earnings. Performance-based salary adjustments and promotions are also possible for employees with outstanding performance, ensuring that the promotion process is conducted in accordance with the principles of transparency and fairness. In addition, we provide various types of allowances and benefits (such as dividends, education and training, employee stock options, concessional airfares, and work allowances) and flexible benefit programs (such as retirement packages) to meet employees' various needs. Apart from enhancing the bond between employees and the management, this arrangement can also raise employee satisfaction and retention rates.
In order to enhance the employee retentive effect, the company also has a mechanism to increase work allowances by seniority, and also designed a mechanism in the employee stock ownership trust to increase the company's reward amount with seniority.