Full-time employees10,604
Non-full-time Employees102
Temporary Employees26
E
Sustainable Environment
S
Prosperous Society
G
Corporate Governance
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 2022, the total number of employees of CAL, Mandarin Airlines, and Tigerair Taiwan were 10,732, 810, and 675, respectively. Compared to the number of employees in 2021, CAL had 153 fewer employees, Mandarin Airlines had 78 fewer employees, and Tigerair Taiwan added 29 employees. The number of employees employed by the three airlines is in compliance with the regulations. CAL responded to flexible work requirements for basic ground service and employed 117 dispatched workers.
Total employees
Age
Under 30834
31-506,760
Above 513,138
The Job Category
Business2,963
Air service4,055
Mintenance
2,123
2,123
Others1,591
Ranking
Senior management
118
118
Mid-level management335
Junior management169
Non-executive employees10,110
Region
Taiwan9,445
China180
Asia699
America255
Europe106
Oceania47
Education
Master/PhD1,378
Bachelor
8,783
8,783
Senior high492
Others
79
79
Job duties - others: including senior executives at the level of vice president and above, auditing and accounting information technology staff,and all other personal 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 employees758
Non-full-time Employees38
Temporary Employees0
Age
Under 30131
31-50462
Above 51203
The Job Category
Business327
Air service202
Maintenance
120
120
Others147
Ranking
Senior management
22
22
Mid-level management36
Junior management37
Non-executive employees701
Region
Taiwan760
China36
Education
Master/PhD73
Bachelor
668
668
Senior high55
Job duties - others: including senior executives at the level of vice president and above, auditing and accounting information technology staff,and all other personal 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 employees631
Non-full-time Employees44
Temporary Employees0
Age
Under 30233
31-50359
Above 5183
The Job Category
Business278
Air service342
Maintenance
26
26
Others29
Ranking
Senior management
11
11
Mid-level management26
Junior management44
Non-excutive employees594
Region
Taiwan672
Asia3
Education
Master/PhD82
Bachelor575
Senior high14
Others
4
4
Job duties - others: including senior executives at the level of vice president and above, auditing and accounting information technology staff,and all other personal 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 2022, female employees of CAL accounted for 48.77% of the total CAL workforce and 28.46% of all managerial positions were held by females. At Mandarin Airlines, female employees accounted for 52.01% of the total workforce, and 24.21% of the managerial positions were held by females. At Tigerair Taiwan, female employees accounted for 56.74% of the total workforce, with female managers representing 41.98% of all managerial positions. 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 5-day paternity leave with full pay during childbirth. In addition, to help our employees achieve work-life balance, CAL has signed agreements with 9 daycare centers and kindergartens in 2022 to provide special discounts for CAL employees.
CAL values diversity in the workforce. In 2022, CAL employed 77 (0.72%) indigenous employees and 108 (1.01%) 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
Male1,231
Female1,732
Air service
Male1,520
Female2,535
Maintenance
Male2,031
Female92
Others
Male716
Female875
Business
Male114
Female213
Air service
Male83
Female119
Maintenance
Male117
Female3
Others
Male68
Female79
Business
Male101
Female177
Air service
Male153
Female189
Maintenance
Male24
Female2
Others
Male14
Female15
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 2022, CAL recruited 324 employees, including 292 full-time employees and 32 contract employees, accounting for 3.02% of the total workforce. Mandarin Airlines recruited 34 full-time employees, accounting for 4.27% of the total workforce. Tigerair Taiwan also employed 117 full-time employees, accounting for 17.33% of the total workforce.
Local Employment
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 88.01% of all CAL employees are based in Taiwan. The composition of CAL’s international employees includes foreign pilots from 25 countries, and flight attendants from Vietnam, Japan, and Thailand. We also employ local employees in 29 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%
- Taiwan
-
- Employee: 98.37%
- Management: 100.00%
- China
-
- Employee: 100.00%
- Management: 100.00%
Employee Turnover
Over the past three years, the average employee turnover of CAL has been 5.53%. 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 turn overrates.
At CAL, the employee turnover in 2022 increased slightly by 0.16% compared to that in 2021. The involuntary separation rate decreased by 0.09% compared to that in 2021 and the voluntary separation rate increased by 0.25% due to intensive recruitment by the tech industry and other industries. However, there were no major fluctuations. CAL will continuously optimize internal management to maintain low turnover.
At Mandarin Airlines, employee turnover in 2022 arose by 0.97% compared to 2021, mainly due to personal career plans with applications for retirement or resignation. In response, Mandarin Airlines will provide a variety of communication channels for existing employees and improve employee benefits to retain staff.
Tigerair Taiwan’s turnover decreased by 1.82% in 2022 over 2021, primarily due to personal career plans. Tigerair Taiwan has focused on planning diverse career development opportunities in recent years and it also provides information on internal openings (e.g., office openings and cabin crew member openings) to encourage employees to learn in another field. The Company also organizes training programs from time to time and unit supervisors/colleagues serve as instructors to share their professional knowledge. Tigerair Taiwan also provides an online learning platform to create a diversified learning environment, which demonstrate its commitment to talents.
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. Apart from evaluations on general performance, core function assessment 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 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.