Happy Workplace | Governance and Integrity | Taiwan Blood Services Foundation ESG
Governance and Integrity
Happy Workplace
Diversified workplace
ESG-Driven Practices for a Happy Workplace: Employees will always be the Foundation’s most important partners. Through the ESG framework, we have established comprehensive human resource management, diverse on-the-job education, a safe and friendly environment, and work-family balance, enabling employees to maintain optimal physical and mental well-being while jointly achieving sustainable operations and high-quality blood donation and supply services.
Compensation Structure
The Foundation establishes its salary system in accordance with labor laws and regulations, governing promotion, salary adjustment, and bonuses without discrimination based on gender, age, religion, or race.
Compensation is adjusted from time to time with reference to government policies, following meeting discussions and approval by the Board of Directors. The diverse workplace policy ensures equal opportunities without discrimination and strengthens the culture of a happy workplace.
Welfare Subsidies
The Foundation provides leisure travel, health promotion incentives, vaccination programs, outstanding/senior employee awards, holiday/birthday/continuing education gift allowances, consolation payments, meal/childcare subsidies, team uniforms, and research incentive programs to enhance blood quality. These measures not only improve employee well-being, but also put environmental sustainability and social responsibility into practice, creating shared value.
Employee trip
As part of the Foundation’s happy workplace and ESG practices, employees are encouraged to participate in outdoor activities and employee trips outside of work. These activities not only relieve stress and improve physical and mental health, but also promote emotional connection and exchange across units. Employee trips are a popular benefit. Destinations are selected by vote, and professional travel agencies are commissioned to plan low-pollution, resource-saving itineraries, making green travel part of a sustainable lifestyle.
Employee Health Promotion
The Foundation actively promotes a wide range of health promotion activities as a core part of being a happy workplace and fulfilling ESG social responsibility. These include rewarding employees for participating in dynamic activities such as step-count walking challenges and hiking; providing equipment such as blood pressure monitors, body fat monitors, massage chairs, and exercise equipment; inviting external experts to share knowledge on functional physical therapy, psychological counseling, and stress relief courses; and periodically promoting balanced diets, tobacco hazard prevention, and drug and food safety. The Foundation also subsidizes pneumococcal, shingles, and influenza vaccinations, as well as regular health examinations. In response to the global trend of carbon reduction, the Foundation has organized the “Green Lunchbox” Challenge Program, encouraging colleagues to reduce their carbon footprint through meat-free, plant-based daily meals. Through this innovative interactive mechanism, the program not only enhances colleagues’ awareness of climate change issues, but also effectively integrates the core values of health management and environmental sustainability, creating a sustainable corporate culture that combines environmental awareness with workplace vitality.
Employee Care
Since 2022, in order to enhance services for employees, the Foundation has gradually adopted Employee Assistance Programs (EAPs), outsourcing services to professional providers. These services include psychological, legal, financial, health, and management consultation for colleagues. Through one-on-one confidential counseling, the program helps prevent or resolve factors that may affect individual work performance.
The Foundation has established an “Employee Care Team” to provide care for employees in situations such as accidents, hospitalization, work-related injuries, childbirth, and bereavement, proactively visiting and offering condolences. In 2024 and 2025, there were a total of 278 employee care cases, with bereavement care accounting for the highest proportion at 112 cases, or 40%.
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Talent development
To cultivate outstanding professionals, we have formulated the "Education and Training Specifications" to encourage employees to participate in internal and external professional training, on-the-job continuing education, and domestic and foreign seminars. We also organize periodic reports in professional journals, knowledge sharing and drills to give full play to the functions of our employees.
Health and Safety
In order to prevent occupational hazards, safeguard the lives and health of employees, and effectively reduce accidents, we have established safety and health work management standards. Upholding the principle of safety first and respecting life, we promote continuous improvement in hazard prevention and risk reduction through the active participation of all staff. Our goal is to achieve sustainable development.
