企業永續發展

 

The Group is people-oriented, implementing human rights policies throughout operations and promoting quality workplaces through three major aspects: "Labor Rights and Human Rights," "Talent Development and Empowerment," and "Safe and Happy Workplace" to facilitate talent retention. Additionally, the Group establishes learning organizations and applies digital management to focus on sustainable talent development. Combining advantages from construction, resource circulation, and operations businesses, the Group promotes social welfare actions through three main pillars: "Senior Care," "Community Care," and "Diversity Education." In the future, the Group will actively expand social impact, implementing United Nations Sustainable Development Goals through concrete actions.

 

Human Rights Protection and Promotion

To fulfill corporate social responsibility and protect the basic human rights of all employees, customers, and other stakeholders, the Group has established human rights policies applicable to the company, subsidiaries, foundations with cumulative direct or indirect donations exceeding 50%, and other Group enterprises and organizations with substantial control, jointly planned and implemented by Human Resources Department, Administrative Management Department, Safety and Health Department, etc. (For 2024 implementation results, please see 5-1-4 Employee Cohesion Promotion and 5-1-5 Employee Benefits and Care) 

 

Human Rights Due Diligence

The Group actively conducts human rights risk assessments, hoping to ensure thorough implementation of all human rights-related codes of conduct through regular inventory of high-risk issues, timely improvement of potential deficiencies, protection of all workers' rights, or immediate response when violated, reducing resulting damages. 2024 survey results show that the Group and related suppliers had no incidents of child labor employment, privacy violations, discrimination, or forced labor. In the future, the Group will continue to integrate resources from relevant units (including Human Resources Department, Administrative Management Department, Safety and Health Department, Ministry of Environment, etc.) for human rights risk matrix identification and high-risk prevention strategy planning operations.

 

Radium Life Tech. Human Rights Issue Risk Assessment
Policy	Subject	Human rights issues	Risk description	Probability of Occurrence	Severity	Risk level
Radium Life Group Code of Ethics and Conduct	All employees	Workplace Safety	Injuries during the execution of duties, accidents on the way to and from work, or non-compliance with workplace safety standards may result in illness, injury, disability, or death of employees, which in turn affects the work efficiency of employees and the Company's reputation. In addition, occupational accidents may also lead to legal liabilities and economic losses.	1	1	1
	All employees	Health management	Failure to provide good health management measures, such as health checkups and mental health support, may result in poor employee health, affect work efficiency and employee satisfaction, and increase the company's medical and insurance costs.	1	1	1
	All employees	Forced Labor/Abnormal Workload	Forced labor or abnormal workloads prevent employees from getting adequate rest, which has a serious impact on their abilities, family life and physical and mental health. This may lead to brain drain resulting in more investment costs required for the recruitment and re-training of new hires and other legal actions and reputational damage.	1	1	1
	All employees	Employment of child labor	Employing child labor (under 16 years old) is illegal in Taiwan, not only resulting in legal sanctions but also seriously damaging company reputation and public image, leading to trust crises with customers and partners.	1	1	1
	All employees	Workplace abuse, discrimination, and sexual harassment	Illegal infringement, discrimination, and sexual harassment in the workplace can seriously endanger employees' physical and mental health and job satisfaction, and may result in legal proceedings, compensation, and public condemnation for the Company.	1	2	1
	Female employees after pregnancy and childbirth	Maternity protection	Failure to provide appropriate protective measures for pregnant or breastfeeding employees may lead to increased health risks and work stress, which in turn affects work performance and company image, and may violate relevant laws and regulations.	1	1	1
	All employees	Equal pay for equal work	Failure to ensure equal pay for equal work may lead to employee dissatisfaction, affect work efficiency and talent loss, damage internal fairness and the overall atmosphere of the Company, and may lead to legal proceedings and affect the Company's image.	1	1	1
	All employees	Personal information/privacy protection	Failure to properly protect employee personal data and privacy may lead to data theft, leakage, or misuse, violating employee privacy rights and potentially facing legal liability and trust crises.	1	1	1
	All employees	Labor disputes	Failure to effectively handle labor disputes may lead to employee strikes or other protests, affecting the Company's normal operations and harming the Company's reputation and economic interests.	1	1	1
	All employees	Freedom of Association	Failure to protect the freedom of association of employees may result in criticism from domestic and foreign regulatory agencies, damage to the Company's reputation at home and abroad, and possibly lead to legal proceedings and sanctions.	1	1	1
	All employees	Right to Collective Bargaining	Failure to respect and protect the collective bargaining rights of employees may lead to tense labor-management relations, affecting work efficiency and employee morale, and may lead to legal challenges and fines.	1	1	1
Radium Life Group Supplier Code of Ethics and Conduct	Employees of suppliers and contractors	Health management	If suppliers or contractors fail to provide good health management measures, such as health checkups and medical insurance, it may lead to poor employee health, affecting work efficiency and morale, and further affecting the stability and reputation of the Company's supply chain.	2	2	2
	Employees of suppliers and contractors	Workplace Safety	If the workplace of suppliers or contractors does not meet safety standards, which may lead to employee injury or health problems, which in turn affects the stability of production and supply chain. Major security incidents may also lead to legal liabilities and economic losses, and damage the Company's brand image.	3	3	3
	Employees of suppliers and contractors	Freedom of Association	Failure of suppliers or contractors to protect the freedom of association of employees may lead to employee dissatisfaction and protests, affecting labor-management relations and work efficiency, and may lead to legal proceedings and damage to the Company's reputation.	2	1	2
	Employees of suppliers and contractors	Right to Collective Bargaining	Failure of suppliers or contractors to respect and protect the collective bargaining rights of employees may lead to tensions in labor-management relations, employee strikes or other protests, and affect the stability of the supply chain and the normal operations of the Company.	1	1	1
	Employees of suppliers and contractors	Employment of child labor	The use of child labor by suppliers or contractors is a serious violation of international labor standards and laws and regulations. Not only will they be punished by law, but they will also seriously damage the company's reputation and affect the trust of customers and partners.	1	3	2
	Employees of suppliers and contractors	Equal pay for equal work	Failure of suppliers or contractors to ensure equal pay for equal work may lead to employee dissatisfaction and turnover, compromising fairness and cohesion, and further affecting work efficiency and supply chain stability.	2	1	2
	Employees of suppliers and contractors	Human Trafficking	Involvement of suppliers or contractors in human trafficking is a serious violation of human rights, resulting in legal proceedings and sanctions, and serious damage to the Company's reputation and brand image at home and abroad.	1	4	3
	Employees of suppliers and contractors	Forced Labor/Abnormal Workload	Forced labor or abnormal workloads by suppliers or contractors can seriously infringe upon the basic rights of employees, cause physical and mental health problems, and possibly lead to legal proceedings and reputation damage, affecting service quality and supply chain stability.	3	4	4
Privacy Policy	Customers	Information security, privacy	Failure to properly protect customers' personal data and privacy may lead to customers' personal data being abused, leaked, or shared without consent. This seriously infringes upon the privacy of customers, may lead to legal proceedings and fines by regulatory authorities, and may also cause customers to have a significant negative impact on the Company's operations.	2	3	3
Radium Life Group's Safety, Health, and Environmental Policy	Communities	Environmental Rights, Noise	Failure to effectively manage the impact of its business activities on the environment may lead to air, water and soil pollution, affecting the quality of life of local community residents, legal proceedings and fines, or the Company facing the cost of green transformation and pollution prevention and abatement equipment. It may cause the price of the investment target to fall.	3	1	2

 

Human Rights Protection Education and Training

In addition to implementing human rights management measures through policies and processes, the Group conducts relevant education and training annually to enhance employee human rights protection awareness for concrete implementation in daily operations. In 2024, 5 hours of education and training on Gender Equality in Employment Act and sexual harassment prevention measures were conducted, with 112 participants completing training.

 

Human Resources Distribution

Employees are an important cornerstone of the company's steady growth. The Group values talent development, from diverse recruitment at the source, new employee care measures, to complete benefits after employees enter the workplace, and regular employee satisfaction surveys to listen to voices, all committed to creating a happy and co-prosperous workplace environment and solidifying the Group's diverse talent pool. Radium Life Tech. and consolidated financial statement subsidiaries had a total of 817 employees as of December 31, 2024, with approximately 92.3% being full-time employees, and over 80% having university-level or higher education. As of end of 2024, the ratio of female to male employees at Radium Life Tech. was 1.59; Wan Da Tong was 0.42; Rih Ding Water Enterprise Co., Ltd. was 1. Additionally, Radium Life Tech. and consolidated financial statement subsidiaries combined have approximately 38% female managers in management positions (Radium Life Tech. 52%, Wan Da Tong 13%, Rih Ding Water Enterprise Co., Ltd. 33%), with equal pay for equal work and same promotion opportunities for both genders, demonstrating the company's strong emphasis on workplace diversity and equality. Furthermore, the Group is committed to creating a diverse and equal workplace environment. In 2024, a total of 6 people with disabilities, 1 minority group member, and 8 foreign nationals were employed, with 1 foreign national serving as a senior manager at Radium Life Tech., accounting for nearly 5% of Radium Life Tech.'s senior management, demonstrating the company's emphasis on diverse talent. 

In age distribution, the main workforce consists of those aged 31-50 with rich academic and professional experience, accounting for approximately 53% of the Group's total employees at the end of 2024 (Radium Life Tech. 58%, Wan Da Tong 73%, Rih Ding Water Enterprise Co., Ltd. 53%). For information on employee and worker personnel statistics, employee and supervisor age statistics, employee diversity indicators, etc., please see Appendix 1 Sustainability Performance Detailed Statistics Tables 7-10

In addition to company-employed staff, due to the industry characteristics of some subsidiaries and Taiwan's increasingly severe labor shortage problem, the Group's demand for migrant workers continues to increase. Therefore, to attract migrant workers, the company mainly provides various rights protections and welfare measures for migrant workers. For example, Ding Sheng Company provides bilingual contract documents, management procedures, and communication coordination through international migrant worker intermediary consultants, ensuring migrant workers can understand the content of contracts they sign. In addition to board and lodging fees included in basic salary, an additional food allowance of NT$3,500/person/month is provided to improve the quality of life and work for migrant workers in Taiwan, continuously creating a safe and equal work environment to jointly provide customers with high-quality and fast services.

 

New Hire and Employee Turnover Overview

The Group adheres to principles of transparency, fairness, and integrity in employee recruitment, establishing "Recruitment and Appointment Procedures" to guide colleague supplementation, recruitment, selection, salary determination, and appointment processes. In 2024, the Group and consolidated financial statement subsidiaries recruited a total of 216 new employees, with a new hire rate of approximately 26%. Considering only Radium Life Tech. and subsidiaries Wan Da Tong and Rih Ding Water Enterprise Co., Ltd., total new hires were 49 people, an increase of over 50% compared to 2023, mainly due to filling vacancies. In the same year, turnover reached 288 people, with a turnover rate of approximately 35%. Among Radium Life Tech. and subsidiaries Wan Da Tong and Rih Ding Water Enterprise Co., Ltd., total departures were 52 people, an increase of approximately 44% compared to 2023, with main reasons for departure being career planning and family factors. To understand reasons for departure and provide necessary assistance, the Group actively conducts two-way exit interviews and develops improvement plans based on analysis results. In recent years, the Group has also referenced colleagues' departure reasons to establish implementation or draft future improvement measures, such as simplifying work processes, adjusting operational rules, and strengthening work guidance and care. For employee new hire and turnover statistics, please see Appendix 1 Sustainability Performance Detailed Statistics Table 11.

Additionally, to promote experience and knowledge sharing and transfer between different subsidiaries within the Group, the Group has established "Employee Transfer Procedures." After considering multiple principles including employees' academic and professional backgrounds, work performance, and willingness, employee departments may be transferred, with employee seniority and vacation benefits unaffected during the transfer process. Through sound transfer policies, not only can internal personnel experience be properly communicated and shared to enhance company competitiveness, but it can also improve employee work experience and enhance colleagues' knowledge and abilities, creating win-win outcomes. In 2024, the Group had a total of 23 people transferred due to business needs, organizational changes, inter-company mergers, and other factors.

 

Employee Performance

To understand employee career performance, assist in matching talents to appropriate positions, and ensure employees can implement the Group's core values in their work, starting from 2024, the Group conducts semi-annual performance evaluations in June and December each year, based on five core value concepts, for formal employees who have completed probationary periods before evaluation operations. In 2024, approximately 86% of employees at Radium Life Tech. and consolidated financial statement subsidiaries received performance reviews. Observing only Radium Life Tech. and subsidiaries Wan Da Tong and Rih Ding Water Enterprise Co., Ltd., 92% of employees received performance reviews. For employee performance evaluation statistics, please see Appendix 1 Sustainability Performance Detailed Statistics Table 12.

 

Employee Compensation

In the remuneration system, employees receive a fixed salary and "bonuses, subsidies or allowances" for performance, specific work achievements or for meeting specific conditions. The "bonuses" include year-end bonuses and employee remuneration. Year-end bonuses are paid based on the current year’s profitability and operational performance indicators, and are approved by the Remuneration Committee and submitted to the Board of Directors for resolution. Employee remuneration is based on pre-tax profit in accordance with the Company's Articles of Incorporation, and is assessed based on operational performance indicators and approved by the Remuneration Committee and submitted to the Board of Directors for resolution.

In 2024, the average ratio of "annual total compensation of the highest-paid individual to the median annual total compensation of all other employees (excluding the highest-paid individual)" for Radium Life Tech. and subsidiaries Wan Da Tong and Rih Ding Water Enterprise Co., Ltd. was 5.81; the average ratio of "percentage increase in annual total compensation of the highest-paid individual to the median percentage increase in average annual total compensation of all other employees (excluding the highest-paid individual)" was 0.16. The average and median salaries of full-time employees not in supervisory positions for the past three years are as follows: Comparing the two years, although the average remained the same as 2023, the median showed slight improvement. The company will continue to monitor this industry competitiveness indicator to attract and retain excellent talent.

 

Number of People	Full-time employees not holding supervisory positions	Average salary of full-time employees not in supervisory positions	Median salary of full-time employees not in supervisory positions
2022	91	941	862
2023	97	939	830
2024	89	939	864

Note: Full-time employees not in managerial positions in 2024 are employees who are not managers as defined in Taiwan Securities and Futures Commission Letter No. 920001301, and whose working hours meet the company's standard working hour requirements.

 

Regarding female-to-male compensation ratios, Radium Life Tech. and subsidiaries Rih Ding Water Enterprise Co., Ltd. and Wan Da Tong by employee category are as follows:

Company	Radium Life		Rih Ding Water Enterprise		Wan Da Tong
Job Grade	Basic salary	Total remuneration	Basic salary	Total remuneration	Basic salary	Total remuneration
Senior executive	1:1.01	1:1.92	No female senior executives	No female senior executives	No female senior executives	No female senior executives
Middle and entry-level managers	1:0.92	1:0.62	1:0.98	1:1.78	1:0.94	1:6.13
General employee	1:0.92	1:0.44	1:1	1:0.83	1:1	1:2.69

 

Employee Motivation and Morale

The foundation of employee cohesion comes from smooth communication channels. The Group has established an "Employee Contact System" allowing colleagues to quickly find contact information for desired contacts, promoting communication efficiency among employees. At the end of 2024, the Group launched "HR Intelligent Customer Service," which can provide real-time responses to HR questions raised by employees, solving colleagues' concerns immediately. Through regular labor-management meetings and diverse communication platforms, the Group enables employees to understand company operations and allows them to voice opinions and provide feedback in a timely manner.

 

Labor-Management Negotiation Channels

 

The Group considers employee rights and promotes opinion exchange between labor and management, holding quarterly labor-management meetings. Additionally, "Improvement Proposal Management Procedures" have been established and an "Employee Care Mailbox" has been set up to widely collect employee suggestions and complaints. Through categorizing employee opinions, corresponding functional units handle them to properly resolve employee needs. In 2024, the employee care mailbox received five cases, all of which have been processed and closed.

Additionally, if major changes in company operations may affect employee rights, Radium Life Tech. follows Article 16 of the Labor Standards Act, regulating minimum notice periods for operational changes and establishing comprehensive communication and guidance mechanisms to ensure employees have sufficient time for relevant arrangements and protect their rightful rights.

 

Radium Life Tech. Matters Big and Small

To promote employee cohesion and strengthen internal information disclosure, Radium Life Tech. publishes the Group magazine "Radium Life Tech. Matters Big and Small" quarterly. In 2024, key messages such as corporate awards (including Formosa 21 Triple Crown and Taiwan Integrity Brand) were promoted, sharing recent business developments and company benefits with employees through publications. Additionally, essential course content is shared with all employees through quarterly publications, ensuring all employees can obtain relevant knowledge and abilities.

 

Radium Life Tech. Matters Big and Small - 2024 Winter Issue

 

Employee Satisfaction Survey

Radium Life Tech. and subsidiaries Wan Da Tong and Rih Ding Water Enterprise Co., Ltd. conduct employee satisfaction surveys every two years, covering four major dimensions: "Work and Team," "Employee Development," "Work Environment," and "Corporate Philosophy." Through anonymous surveys to understand satisfaction levels of employees at all levels in various aspects, survey analysis results are simultaneously provided to supervisors and management teams at all levels as reference for policy improvement. Starting from 2025, to ensure all employees' voices are effectively communicated, the Group introduced satisfaction surveys across all subsidiaries and conducts annual surveys. According to 2025 survey results, although overall scores for Radium Life Tech., Wan Da Tong, and Rih Ding Water Enterprise Co., Ltd. showed slight declines, survey results were generally close to 4 points, indicating employee satisfaction with the company remains positive. The Group will continue to review the current situation and gradually develop feasible improvement plans in the future to continuously improve employee satisfaction and achieve goals of attracting and retaining talent.

 

Satisfaction Survey Results

Company Radium Life Wan Da Tong Rih Ding Water Enterprise Four Major Dimensions Five-Point Scale Average (Note 1) Year 2023 2025 2023 2025 2023 2025 Work and Team 4.26 4.08 4.31 4.16 3.85 3.73 Employee Development 4.09 3.84 4.11 4.04 3.91 3.66 Work Environment 4.20 4.02 4.13 4.08 3.85 3.83 Corporate Philosophy 4.22 4.12 4.31 4.22 3.91 3.82 Overall Survey Results 4.21 4.03 4.24 4.13 3.87 3.75

Entire Group (Note 2) Four Major Dimensions Five-Point Scale Average Work and Team 4.00 Employee Development 3.90 Work Environment 3.90 Corporate Philosophy 4.07 Overall Survey Results 3.97

Note 1: It is assumed that very satisfied is 5, satisfied is 4, average is 3, dissatisfied is 2, and very dissatisfied is 1.

Note 2: Entire Group represents average results including Radium Life Tech. and consolidated financial statement subsidiaries (since PrIT Bio had merged with Prolactix during testing, PrIT Bio was not included in testing subjects). Since subsidiaries other than Radium Life Tech., Wan Da Tong, and Rih Ding Water Enterprise Co., Ltd. were tested for the first time in 2025, there is no 2023 data for the entire Group's satisfaction survey results.

 

Employee Assistance Program

Given the high satisfaction with Employee Assistance Programs (EAP) in 2022, the Group continued to promote EAP programs in 2024, cooperating with "Mi Mi Psychology Clinic." With privacy protection and care assistance as premises, psychologists provide consultation to help employees resolve difficulties, thereby improving quality of life and work performance. In 2024, the Group had a total of 20 users, with 100% overall EAP service satisfaction. Additionally, weight loss classes were held, combining professional instructors and competition modes with related reward mechanisms to improve weight loss efficiency. During the process, "Nutritionist Hsue Hsiao-Ching" provided guidance, cultivating colleagues' nutrition-related knowledge and providing dietary management advice. Cooperation with "Zhi Fitness" gym was also established, with coaches leading colleagues in exercise, finally using Inbody data analysis to analyze colleagues' weight loss effectiveness. In 2024, a total of 14 people from Radium Life Tech. participated in activities, with a combined weight loss of 71.6 kg, and two employees showing significant weight improvement.

 

EAP Employee Assistance Program Consultation Poster	Weight Loss Class

 

Employee Welfare and Care

Radium Life and consolidated financial statement subsidiaries follow Labor Standards Act regulations to provide employee care, while also providing "Family Care and Monetary Gifts," "Health Care," "Friendly Workplace," and "Peace of Mind Protection" measures, fulfilling responsibilities to care for employees. In 2024, total benefit expenses for the four major aspects  were NT$32,540,350, with average employee benefit expenses of approximately NT$39,829.

 

• Family Care and Monetary Gifts

To comprehensively take care of employees at every stage of their life and enhance their coherence, the Group provides various operating incentives and subsidies.  

Marriage subsidy	Childbirth subsidy	Emergency assistance	Parental leave
Bereavement support	Birthday allowance	Radium Kagaya Taipei - accommodation subsidy	Employee stock ownership scheme
Employee trips	Hospitalization consolation money	Three festival monetary gifts	Children's education scholarships*

*Only applies to Radium Life and Ji Shun Life

 

• Parental Leave

For maternity subsidies and parental leave for employees of Radium Life Tech. and consolidated financial statement subsidiaries, in 2024, 30.77% of employees eligible for parental leave applied for it. Of those scheduled to return to work in 2024, 75% have returned to their positions, and among those who returned in 2023 and continued employment in 2024, 100% of the overall 2023 returnees remained employed. For related statistics, please see Appendix 1 Sustainability Performance Detailed Statistics Table 13.

• Employee stock ownership scheme

To incentive employees for long-term employment with the company and maximize their abilities, provide enhanced employee benefits, and assist employees with long-term savings and investment financial planning purposes reward programs. In 2020, the “Radium Life Tech Co., Ltd. Employee Share Holding Meeting” was established. The members contribute a certain amount of their monthly salary and the Company provides a certain percentage of the incentive money to be deposited into a dedicated trust account, which is managed and utilized by the trustee bank. This not only to achieves the goal of retaining talents, but also helps employees accumulate wealth engaging in long-term investment savings, thus achieving a win-win situation for both employees and the Company. As of the end of 2024, the Group had 268 participants.

 

• Health Care

In order to take care of the physical and mental health of employees, Radium Life regularly arranges contracted nursing staff and occupational physicians to come to the Company for on-site health consultation services. The Company holds regular health promotion seminars in the workplace to protect employees' health and prevent the occurrence of occupational diseases. We also offer annual health seminars on our internal education and training platform so that our employees can receive regular and beneficial health information. In 2024, a total of 11 health promotion activities were held, with satisfaction rates all exceeding 96%, showing that the company indeed organizes activities that meet employee needs and improve employee physical and mental health. (Please see 5-3-2 Employee Health Examinations and Health Promotion Activities)

 

• Friendly Workplace

The Group cares about employee needs, providing various employee benefits, allowances, and friendly workplace facilities that exceed the “Labor Standards Act”. For example, providing exclusive parking discounts so employees can park with peace of mind. At the same time, actively combining digital tools, such as cooperating with cloud libraries to provide ten publications quarterly for employee borrowing, and through employee electronic benefit platforms, giving benefit points for employee shopping use. Additionally, nursing rooms, first aid equipment, office refrigerators, coffee machines, and other equipment are established. We look forward to providing our employees with more comfortable and caring workplace benefits.

 

• Peace of Mind Protection

Labor Insurance, Labor Pension	National Health Insurance
Employee group insurance (life insurance, accidental injury insurance, accidental medical insurance, hospitalization insurance, cancer medical insurance)	Employee Emergency Relief and Grants

 

• Labor Retirement System

The company's pension contribution system is divided into old and new systems. According to Labor Standards Act and Labor Pension Act regulations, both comply with monthly contribution requirements with full contributions, with 100% participation in retirement plans. As of the end of 2024, net defined benefit liability (consolidated) was NT$14,456 thousand.

• Old system: The Company contributes pensions at 2% of the total monthly employee salaries, which are deposited by the Pension Fund Monitoring Committee in the designated pension account with the Bank of Taiwan in the name of the committee.
• New system: The Company contributes a minimum of 6% of the employee's salary each month to the employee's designated pension account under the Labor Insurance Program. For employees who voluntarily contribute to their retirement pension, the contribution amount is deducted from their monthly salary based on the voluntary contribution rate they have chosen.

 

Talent Identification

To implement sustainable talent development, the Group defines knowledge, skills, and attitudes required for positions through "competency inventory," establishes Group talent pools, and uses recruitment and selection, performance management, and employee development to promote talent activation and optimization, achieving the goal of hiring suitable employees who meet needs, enabling all hired employees to find appropriate positions, achieve success in their work positions, and create more value for the company.

 

Believing that "talent" is the core driving force for continuous enterprise development, the Group first defines key management and technical talent needed for future organizations and conducts inventory through personnel and capability matrix charts for effective talent management. After identifying high-potential talent, their information is compiled into talent reserve pools. In addition to more efficiently selecting talent when needed and achieving organizational self-sufficiency for current and future talent, it also provides more concentrated and rapid development. In 2024, the Group further digitized human resources, compiling identified talent in a "Talent Pool Query System" to enable supervisors to more comprehensively and quickly grasp talent information for their teams.

 

Additionally, through purchasing development map systems, connecting existing performance management systems and learning management systems, creating more comprehensive career development maps, training course planning, and evaluation operations, achieving overall and systematic talent development, improving employee capabilities while increasing Group competitiveness. In addition to internal professional courses, considering the Group's industry characteristics involve multiple professional fields, the Group encourages employees to obtain certifications, hoping to enhance employee professional capabilities and provide customers with higher quality services. In 2024, the company subsidized a total of NT$1,215,410 for employee external training courses, covering fields including information security, fire emergency response, engineering operations, quality management, sustainable development, occupational safety and health, real estate leasing, and other categories.

 

Human Resource Development Training Framework

The development direction of Group education and training in 2024 was based on company business strategies and goal directions, committed to improving employee competencies and personal development plans, and following "sustainability, digitalization, leadership" to establish training plan directions. The Group plans annual training through five major directions: middle and senior management training, talent training programs, subsidiary training development, general/professional/legal training, and digital e-learning networks, ensuring sustainable development of Group talent. Additionally, to ensure annually that talent performance and learning meet company core values and needs, the Group establishes career goals and development plans for employees and conducts performance evaluations. Furthermore, talent management and course training adjustments are made according to company needs at all times, hoping to promote employee and overall company competitiveness through complete development frameworks.

 

Talent Development Training Program

According to "Employee Education and Training Management Procedures," the Group annually plans relevant training courses according to management, general, and professional competency needs to improve personnel quality and competitiveness. The total employee training hours for Jih Shin Group in 2024 were 3,968 hours; from the Group's perspective, the total training hours amounted to 10,242 hours. The total investment in education and training was NT$2,438,380, with average training cost per employee of NT$3,129, and annual overall satisfaction of 95%, with external assurance obtained from an independent third party. This year, in response to emerging technology waves, increased cultivation of employee digital capabilities to promote Group competitiveness and improve employee competencies.

 

Item	Total Training Hours	Number of Trained Employees (to be confirmed)
Senior Management	1,025	521
Middle Management	4,735	2,119
General Employees	4,482	2,923
Total	10,242	5,563

 

• Training Courses by Employee Category

In 2024, we will continue to focus on digital transformation and sustainable development, including the training of the three major capabilities of sustainability, digital power, and leadership, and the promotion of the Group's vision, mission, and five core values. To cultivate digital talent, the "AIDP Intelligent Development Training Program" was implemented to develop employee capabilities in using generative AI. For sustainable talent development, courses such as "Carbon Inventory Practical Talent Training Program" continue to be held to implement corporate green-collar talent training and strengthen company carbon reduction implementation. To promote cultivation of corporate leadership talent for sustainable business operations, in addition to providing retraining for middle management, "BMP Elementary Management Training Program" was added this year, hoping to improve leadership and management skills, knowledge, and attitudes of company grassroots supervisors, enhancing overall Group competitiveness.

 

• 2024 Radium Life Group Training Highlight Courses

 

Sustainability Name Carbon Inventory Program Number of People 26 Target Participants Carbon inventory seed members Hours 3 Sessions 1	Digitalization Name AIDP Intelligent Development Training Program Exploring Generative AI – ChatGPT Application Techniques Number of People 38 100 Target Participants Colleagues related to marketing, project management, data, and information applications Colleagues who need digital capabilities Hours 62 3 Sessions 1 4
Leadership Name BMP Elementary Management Training Program AMP Refresher Training Senior Forum Number of People 30 21 34 Target Participants Reserve cadres and elementary supervisors, new supervisors Colleagues who participated in AMP courses last year Senior managers Hours 26 7 1.5 Sessions 1 1 6

 

• Wellness Team Building

To effectively promote the Group's five core values within the organization: sustainable development, value creation, collaboration, continuous innovation, and co-prosperity with diversity. The Group holds multiple Wellness Teams. Through guided discussions and team challenges, in addition to deepening employee identification with corporate culture and improving cross-departmental cooperation efficiency, it also guides organizational members to build strong and cohesive teams. Through immersive experiences in activities, employees are encouraged to further internalize learning and practice it in daily work, bringing more possibilities to the enterprise and continuously promoting the Group toward sustainable development and realizing the vision of co-creating sustainable green living.

 

• AIDP Intelligent Development Training Program

As generative AI technology becomes increasingly popular, emerging technologies have become indispensable factors for the Group in creating value, driving innovation, and enhancing competitiveness. Therefore, the Group's Talent Development Department planned a series of hands-on courses targeting AI tools such as ChatGPT and Copilot, inviting hundreds of department-level and above supervisors from the Group to participate in learning, understanding the benefits of emerging technology development trends for the company. Through diverse and solid courses, promoting understanding of practical AI technology applications among Group management levels, facilitating organizational digital transformation.

2024 AIDP Courses (Selected)

Course Name	Hours	Training Participants	Total training hours
Building Growth Mindset Agile Teams	7	33	231
Using Generative AI to Rapidly Conceive New Copy	7	33	231
Using ChatGPT Plus to Unlock Data Science and Chart Analysis Techniques	7	36	252
Utilizing AI Technology - Group Presentation Discussion	3	38	114
Practical Application of AI Technology for Project Planning Discussion – I	3	37	111
Practical Application of AI Technology for Project Planning Discussion – II	3	37	111
Practical Application of AI Technology for Project Planning Discussion – III	3	38	114

 

• Carbon Inventory Program (CIP)

In 2024, the Group aimed to cultivate green carbon inventory talent and continue progressing toward carbon neutrality. Building on the existing professional knowledge foundation of the Group's carbon inventory seed members, Dr. Lin Chih-Wei from the Industrial Technology Research Institute was further invited to provide more detailed explanations and strategic sharing on strategies and practices for Scope 3 greenhouse gas emission management for Group enterprises, helping carbon inventory seed members better understand implementation methods and improving the Group's disclosure and performance in ESG reports, jointly contributing to sustainable development.

• AMP Advanced Management Program

In 2024, recognizing that cross-generational employee cooperation has become the norm, to promote communication, exchange, and interaction between generations, the Talent Development Department launched AMP refresher training: New Generation Leadership and Management Skills. Through the course, colleagues learn to use the GROW model to cultivate subordinates' independent thinking, reflection, and accountable work attitudes. In addition to learning dialogue models, cross-departmental group discussions in the course further enhance team cohesion, jointly contributing to the Group's sustainable development.

 

• BMP Basic Management Program

In recent years, recognizing the importance of cultivating management talent, the Group continues to train management talent at all levels through supervisor training programs. 2024 focused on cultivating elementary supervisors. Through modular course design and practical experience cases, assisting reserve cadres, new supervisors, and elementary supervisors in mastering basic leadership and management skills, knowledge, and attitudes to improve their ability to lead and maintain teams, achieving enhanced team cohesion and communication effectiveness, and improving Group competitiveness.

• Radium Life Leadership Forum

This course strengthens weaknesses in twelve management competencies across four major categories, mainly focusing on improving core capabilities such as organizational performance management, coaching and empowerment, and time management. In the forum, the Group shares successful management experiences through practical exchanges to enhance leadership and management skills. The course also encourages participants to engage in cross-organizational and cross-disciplinary collaborative learning, further developing their leadership and management influence, promoting comprehensive professional growth and organizational development.

• Senior Forum

Based on the diversified nature of the company's business development, Radium Life Tech. holds a senior forum every two to three months, inviting experts/senior managers from different industry sectors to share professional experiences and cross-disciplinary knowledge exchange with middle and senior supervisors to strengthen the company's diversified business development innovation. In 2024, in response to digital transformation trends, the senior forum focused on AI and digital transformation topics, with six sessions arranged for the year, with forum themes as follows:

Trending Issues	Course Name	Hours	Number of participants	Total Hours
Economic and Industry Trends	Global Economic Situation and Industry Outlook	1.5	27	40.5
AI and Digital Transformation	Deepening AI Applications and Digital Transformation	1.5	34	51.0
AI and Digital Transformation	The Impact of AI to Generative AI on "Us" and Its Development Trends	1.5	34	51.0
Sustainability and Entrepreneurship	From Entrepreneurship to Healthcare Industry Volunteer	1.5	33	49.5
AI and Digital Transformation	Empower your business with AI	1.5	31	46.5
Economic and Industry Trends	Domestic Real Estate Market Climate and Trend Changes: Dynamics and Outlook	1.5	34	51.0
Total		9	193	289.5

 

• AI and Digital Transformation

In an era of dramatic changes brought by AI technology, AI and digital transformation have become important keys to corporate competitiveness. The 2024 senior forum invited Minister Lu Cheng-Hua from the Digital Industry Agency to explore how to strengthen operational efficiency through AI technology to enhance market competitiveness. Minister Lu analyzed the future direction of Taiwan's AI industry and shared cases of successful enterprise digital technology adoption, providing practical references for digital transformation and government promotion policies for the Group's senior management.

• From Entrepreneurship to Healthcare Industry Volunteer

 Under the trend of rapid development in global environmental sustainability and healthcare industries, a forum "From Entrepreneurship to Healthcare Industry Volunteer" was held for senior managers in 2024, inviting Bay Plant Enjoy Home General Manager Chang Yueh-Yuan to share how to promote corporate sustainable development through innovation and social responsibility practices. The sharing not only explored how to combine market strategies, team management, and social responsibility during the entrepreneurship process, but also emphasized how enterprises can balance economic benefits and sustainable development during growth.

 

In summary, all employees of Radium Life and consolidated financial statements subsidiaries in 2024 received education and training. During the year, average training hours for males were approximately 13.0 hours, average training hours for females were approximately 12.1 hours , and average training hours per employee were 12.5 hours. According to survey results, employee training satisfaction averaged 95%, showing that the Group's talent training achieved certain effectiveness. Through continuously absorbing new sustainability-related knowledge, the Group can stay current with latest trends during future development, continuously creating a sustainable co-prosperity environment.

 

• Retirement Rehiring

Starting July 1, 2023, to promote knowledge transfer within the Group and cultivate future successors, the Group implemented a post-retirement re-employment system according to the "Middle-aged and Elderly Employment Promotion Act": "Employers may employ workers aged 65 and above under fixed-term contracts." Units may sign 3-month to 2-year fixed-term contracts with retired employees based on business needs, and may provide part-time or flexible working hour options according to work nature, ensuring that employees enjoy the same benefits as before retirement. The Group also conducts physical condition and willingness assessments for retired rehired employees every two years, hoping to ensure that retired rehired employees do not experience negative physical and mental impacts from this system.

 

In addition, each company has established a retiree talent pool, which mainly measures the professional attributes and on-the-job performance of retirees. Those who are willing to continue to serve for the Company after retirement at the age of 65 are included in the talent pool. If there is a demand for manpower in various departments or new businesses in the future, They can be selected from the retiree talent pool. As of 2024, a total of 3 people used the retirement rehiring program, promoting knowledge transfer within the Group.

 

Safe and Happy Workplace

Occupational Safety and Health Management Policy and System

 

To create a healthy, safe, caring, and comfortable work environment, the Group has established occupational safety and health policies and set up the Safety and Health Department as the dedicated unit for planning and promoting occupational safety and health-related work.

Group Occupational Safety and Health Policy:

1. Provide and maintain a safe and healthy work environment, and assess and prevent the risks of accidents and occupational diseases.

2. Provide employees with the necessary education, training and resources to strictly comply with health and safety laws and regulations.

 

3. Continuously improve the safety management system and encourage employees to participate in safety and health management-related affairs.

 

• Occupational health and safety management system

In 2023, subsidiary Titan Development & Construction took the lead among other Group companies in obtaining ISO 45001 and TOSHMS certification, with system scope covering contracting and construction of building engineering, civil engineering, environmental engineering, and mechanical and electrical engineering . The company's Safety and Health Department continues to follow ISO 45001 principles, expanding occupational safety and health management operation methods and procedures as needed, and combining practical operations to adjust and formulate, constructing occupational safety and health management systems for each subsidiary.

In 2024, the Safety and Health Department successively established procedure templates for accident type reporting hierarchies and processes, emergency response handling, and safety and health education and training for each subsidiary, and assisted each subsidiary in implementing related operations, hoping to reduce the possibility of occupational disasters through systematic control measures and strictly comply with Occupational Safety and Health Act to protect workers' hazard reporting processes and self-withdrawal rights. Additionally, in 2024, through documented control implementation records, site inspections, and inspection guidance operations, actual risks were identified and improved, potential risks were analyzed and prevented, with a total of 12 inspection guidance sessions completed for the year. Comprehensive results included six excellent achievements, nine major non-conformances, 25 minor non-conformances, and ten improvement opportunities, with all related deficiencies improved before year-end. Future efforts will continue to conduct irregular visit schedules to review potential on-site problems without affecting site work progress, and immediately respond to on-site occupational safety and health management colleagues.

The Group holds monthly occupational safety, health, and environmental meetings to discuss current implementation status and improvement measures with occupational safety and health personnel from each company, strengthening risk awareness among occupational safety and health personnel. In 2024, participation rates in occupational safety, health, and environmental meetings for Radium Life Tech. and consolidated financial statement subsidiaries all reached 100%, showing the entire Group's emphasis on occupational safety and health. To ensure the effectiveness, compliance, and adequacy of the management system, the Group annually convenes unit supervisors, site directors, and other relevant personnel to regularly hold management review meetings within two weeks after internal audits or irregularly as needed. Discussion content includes reviewing goals set by each department and related implementation plans, revising inadequacies in management systems, hoping to achieve the purpose of maintaining effective occupational safety and health management system resource appropriateness.

 

 

• Hazard Identification, Risk Assessment, and Management

To effectively implement "comprehensive prevention before risks and opportunities occur, effective control after risks occur," the Group references ISO 45001 requirements to conduct hazard identification and risk assessment, quantifying severity and possibility to score risk levels for a more comprehensive perspective on potential problems and their possible threats. After taking measures to reduce risks, the same concept is used to score risk levels, ensuring control effectiveness and adjusting as necessary. Through proper Group control, residual risk levels of 4 or above account for only 1% of total risk items, showing the company's effectiveness in risk management.

 

The Group manages risks at all levels through the above process. Taking higher risk levels before implementing improvement measures (risk levels 4 or 5) as examples:

1. Fall risks: Working at heights, on scaffolding, and on step ladders.

After evaluating risks for Radium Life Tech. and consolidated financial statement subsidiaries, fall risks were found to be among the most common risks. Each subsidiary conducts initial risk control by providing protective equipment and installing protective facilities (such as protective barriers), and considering related protective measures, believes risk levels can be effectively reduced to risk level 3, with continued strengthening of residual risk control, requiring inspection of protective measures before operations.

2. Collapse, mechanical accidents, dust flying risks: Excavation in foundation engineering projects.

 

After evaluating all Group risks, this type of risk was found to be risk level 5. Titan Development & Construction, which identified this risk, still evaluated this risk as high risk even considering existing protective measures (such as adequate education and training, installation of protective facilities, etc.). Therefore, for proper management, Titan Development & Construction additionally requires on-site supervision and command when executing this project, and inspection must be conducted before operations to ensure all protective facilities are operating normally. Considering these control measures, believes risk levels can be effectively reduced to risk level 3.

 

• Feature: AI Risk Identification and Management

Recognizing the positive impact of AI technology on work efficiency, in addition to conducting traditional risk assessments, the Safety and Health Department implemented the spirit of continuous innovation and jointly developed the Smart Risk Navigation Assistant (iRiskNav) with the Digital Development Department, introducing it for use in 2024. Through uploading workplace photos, quickly using ChatGPT to generate hazard identification, risk assessment, and preventive improvement measure information, providing reference for on-site management personnel, assisting the company in conducting more comprehensive and immediate risk management, and protecting employee life safety and health.

 

 

Occupational Safety and Health Impact Management

• Worker Health Protection Plan

The Group hopes to create an environment where employees can work safely and healthily, therefore actively responding to SDG 3 "Good Health and Well-being," implementing comprehensive health management systems covering worker health promotion, health examinations, care and nursing, and occupational disease prevention. Through the following related measures, we hope to effectively control work environment and personnel health risks, continuously promote work-life balance, and achieve the dual goals of employee health and well-being and corporate sustainable development.

1. Abnormal Workload Disease Prevention Plan: Evaluate and report abnormal workload implementation records once every six months. The risk level is evaluated based on personal risk factors. For high-risk employees, physicians engaged in labor health services will conduct face-to-face health guidance. For medium- and low-risk employees, relevant health information will be provided by the nursing personnel via email and their supervisors will be notified to give appropriate assistance. In 2024, according to risk assessment results, 48 people were identified as high risk (requiring interviews) and 279 as medium-low risk.

2. Ergonomic Hazard Prevention Plan: Annually evaluate and report employee self-perceived musculoskeletal symptom questionnaire surveys (for suspected hazard cases) to establish tracking. The physician engaged in labor health services understands the cause of the symptoms of the case, gives appropriate improvement suggestions, and tracks the improvement status through regular interviews. In 2024, 4% of Ding Sheng Green Energy employees were suspected of ergonomic hazards, with one confirmed case of musculoskeletal disease. After providing health guidance, re-evaluation showed reduction to no hazard.

3. Workplace Illegal Infringement Prevention Plan: Due to frequent bullying cases in recent years, in addition to continuing to properly handle illegal infringement cases through employee mailbox complaint channels, actively conducting regular tracking and improvement, the Group also actively prevents workplace illegal infringement through continuous advocacy and online courses.

 

• Contractor Management

For occupational safety and health management, the Group is not limited to itself but also cares for the personal safety of contractors (such as subcontractors, resident vendors, etc.) and customers. For outsourced maintenance operations of non-Group businesses, from the owner's perspective, contractors are reminded of possible hazards in work locations and safety rules to be followed, implementing hazard notification and contractor entry meetings to protect contractor and customer personal safety. For high-risk work environments, contractors are also required to fill out entry permit forms before entering to ensure effective control. Additionally, to ensure personnel can respond promptly and effectively when emergencies occur, Group companies conduct drills and education and training according to their respective needs. For example, Wan Da Tong held four safety and health education and training sessions for cleaning and security personnel in 2024, hoping to promote a healthy and safe work environment for all workers. This year's Group management actions for contractors are as follows:

1. Contractor Work Content Hazard Notification

Through advance notification, contractors can better prepare for potential risks and reduce occurrence possibilities. Therefore, Radium Life Tech., Jing Jan Retail Business, and Radium Kagaya have all established contractor hazard notification related documents, clearly describing hazards that operations may face and providing preventive measures to be taken. Documents also require contractors to understand and sign to clearly indicate their understanding of matters notified by the Group.

2. High-Risk Space Work Permits

Since some work locations may have higher risks compared to other spaces (such as oxygen deficiency risks in confined spaces), Group subsidiaries may require workers to fill out permit application forms before operations (content includes identification of possible hazards at work locations, protective measures, etc.). For example, Radium Kagaya requires personnel to measure relevant oxygen and hazardous substance concentrations before entering confined spaces, and fill out possible hazards and existing protective and safety measures according to actual conditions. The application form also requires signatures from workers and supervisors to facilitate tracking of worker arrangements and movements.

3. On-site Inspection

In addition to correcting contractors at engineering-related work locations based on deficiencies found during on-site inspections and requiring immediate improvement, Group Safety and Health Department personnel also recommend that on-site occupational safety and health management personnel strengthen the effectiveness of on-site operation inspections and plan for future occupational safety and health management personnel to improve from a systematic perspective (such as step ladder operation specifications, safety protective equipment inspections, etc.) for more comprehensive on-site occupational safety management.

For non-engineering related deficiencies, although mainly based on document records, lack of necessary documents (such as hazard notifications) may cause business location managers and their occupational safety and health management personnel to fail to fulfill hazard notification responsibilities, thereby increasing the risk of contractors experiencing hazards. Therefore, in addition to continuing to require document management quality, future main inspection focuses will be on the degree of hazard notification implementation for maintenance, repair, and renovation.

4. Regular Supplier Evaluation and Assessment

To ensure contractors' emphasis on occupational safety and health, Titan Development & Construction has incorporated supplier occupational safety and health actions into regular evaluation and assessment in vendor evaluation and assessment management operations, regularly evaluating qualified supplier databases, and through irregular site supervision, requiring suppliers who violate related regulations to pay fines and propose improvement measures.

Occupational Safety Penalty Clauses

Process requirements: Failure to hold safety and health or hazard awareness meetings, failure to submit safety and security plans, etc.

Personnel qualifications: Failure to apply for identification documents, failure to have legal operating qualifications or licenses, etc.

Equipment requirements: Vehicles or equipment that have not been inspected and certified, or safety protective gear not worn in accordance with operational requirements.

High-risk operations: Violation of prohibited actions in confined spaces, hot work, and work at height.

In addition to contractor safety assurance, recognizing the increasing attention to food safety issues, Jing Jan comprehensively reviews food service personnel physical examinations, product liability insurance, and other food safety information for all food service counters to comply with regulations, and adds food safety and hygiene related clauses to counter entry contracts to ensure customers do not need to worry about food safety risks during consumption.

 

• Disaster Drills and Prevention

1. Radium Life

To ensure colleagues can respond effectively when fires occur and protect employee safety, Radium Life Tech. not only installed adequate fire safety equipment in office locations but also conducted two fire drills in 2024. Through fire drills, self-defense fire organization members (such as fire suppression teams, notification teams, safety protection teams, etc.) are ensured to be fully familiar with and understand their responsibilities when disasters occur. Through solid drills, negative impacts that may be caused when future disasters occur are reduced. In 2024, Radium Life Tech. also conducted self-defense fire organization response capability verification and passed verification, showing the company's emphasis on fire prevention.

2. Rih Ding Water Enterprise and Ding Sheng Green Energy

To ensure proper response to emergency events, Rih Ding Water Enterprise Co., Ltd. participated in one joint fire drill in 2024 to ensure all colleagues can respond promptly when facing fires in the future, reducing possible losses. AED education and training was also provided for employees, hoping that through adequate training, all colleagues know how to correctly operate the equipment and assist others when necessary, maximizing effectiveness.

 

In addition to general disaster prevention, to enable timely response to risks accompanying extreme weather during sewage sewer system engineering at Rih Ding Water Enterprise Co., Ltd., Rih Ding Water Enterprise Co., Ltd. partnered with Ding Sheng Green Energy to regularly arrange flood prevention and confined space disaster training. For flood prevention, by assigning personnel to rescue teams, notification teams, medical teams, etc., ensuring proper control of flooding during sudden rainfall and reducing casualties. For confined space emergencies, drills ensure all workers can correctly wear and use equipment, are familiar with emergency handling methods, and propose improvement suggestions after drills. Through deepening colleagues' understanding of disasters to reduce risk impacts on personnel and engineering, controlling future disaster impacts.

3. Radium Kagaya and Jing Jan Retail Business

Although the Group did not experience fire incidents in 2024, given frequent international electric vehicle battery spontaneous combustion accidents, the Safety and Health Department proactively proposed recommendations to strengthen fire response equipment configuration for locations within the Group with electric vehicle charging stations. During 2024, Radium Kagaya and Jing Jan  areas successively installed fire blankets through leasing and invited professional vendors for on-site practical teaching and drills, improving on-site personnel familiarity and operational capabilities for emergency response.

Additionally, before conducting hot work operations, Group subsidiaries (such as Radium Kagaya) clearly specify operation procedures, requiring workers to complete hot work permit applications and sign permit forms before conducting related operations to strengthen fire prevention management and ensure operation safety.

4. Wan Da Tong

Given that business locations in this industry are densely populated areas, requiring immediate and effective response when emergencies occur, Wan Da Tong continues to strengthen disaster prevention and response capabilities. In 2024, earthquake and flood prevention drills were each conducted once. Through regular drills, employee crisis awareness and practical response capabilities are strengthened, hoping to minimize disaster losses. Additionally, due to frequent fires in recent years, to improve fire response efficiency, Wan Da Tong not only sought fire department guidance but also conducted proper personnel allocation. Personnel are divided into command teams, notification teams, fire suppression teams, evacuation guidance teams, safety protection teams, and rescue teams to ensure employees can respond quickly and accurately and be responsible for their respective tasks when disasters arrive.

 

Employee Health Examinations and Health Promotion Activities

To provide employees with a safe, comfortable, and healthy work environment, Radium Life is committed to creating a healthy workplace. After obtaining the Health Activation Label certification from the Ministry of Health and Welfare in 2020, Radium Life obtained the Healthy Workplace Promotion Label together with its subsidiary, Ji Shun Life Tech in 2023. Through various activities and information promotion, Radium Life raises our employees' attention and awareness of health issues, internalizes them into their own concepts, and creates a healthy and friendly workplace environment.

 

In terms of actual actions, in addition to providing health examination subsidies for each subsidiary, the Group also designs comprehensive health promotion activities, including EAP employee assistance programs, health consultations, and various health lectures, ensuring employees receive care at all levels.

 

• Health Examinations and Medical Personnel On-site Services and Consultation

To maintain employee health, the Group provides annual health examination subsidies for employees of all ages, with frequency exceeding legal requirements, and has been doing so for years. Considering usage by departing employees, the proportion of employees using subsidies in 2024 was 78%, slightly higher than 74% in 2023. Future efforts will continue to improve employee willingness for health examinations through health advocacy, satisfaction surveys, health interviews, and other measures. The Group encourages employees to undergo regular health examinations and provides different subsidy amounts according to employee categories. From a Group perspective on average, senior management health examination subsidies are approximately NT$20,000, while middle management and general employees average slightly under NT$4,000. In 2024, a total of 536 employees from Radium Life Tech. and consolidated financial statement subsidiaries participated in health examination activities, with total health examination costs of NT$2,437,340 . Radium Life Tech., Wan Da Tong, and Rih Ding Water Enterprise Co., Ltd. had 148 employees participate in health examinations, spending NT$937,660, accounting for approximately 38% of total Group health examination costs.

Additionally, in 2024, the Group hired medical personnel for on-site services 108 times, 2 hours each time, providing on-site medical health consultation services. During the year, a total of 147 consultations were conducted, approximately 30 minutes per consultation, with average satisfaction reaching 97%.

 

Furthermore, to address health risks that may arise from specific operations, the Group continues to strengthen risk management and employee health protection. In 2024, Rih Ding Laboratory proactively exceeded legal requirements by conducting special health examinations for chemical substance users. Examination results found no adverse health reactions, showing that relevant personnel's nervous systems and physiological conditions are all normal. At the same time, in response to the pandemic, measures such as facility-wide staggered office work and meals, remote meetings and online training, employee health condition and vaccine tracking, personal protective equipment distribution, and special incident reporting were implemented, continuously promoting healthy workplace measures and activities to protect employee health.

 

• Health seminars

The Group holds health lecture courses irregularly each year, establishing health lecture channels on internal education and training platforms, with topics set based on employee questionnaire survey results, allowing employees to regularly absorb desired health information. In 2024, 11 health lectures were held covering topics such as disease prevention, interpersonal relationships, physical and mental health, and disaster prevention, helping employees not only improve their own competencies but also find physical and mental balance in busy lives.

Regularly hold health seminars to enhance the physical and mental health of employees
Occupational Safety and Health	Gender Friendly	Sleep Tips	Prevention of Three Highs	Fire Emergency Response	Weight Loss Diet
Weight Loss Secrets	Posture Improvement	Writing Therapy	Stress Management	Family Communication

 

 

Occupational Safety and Health Education and Training

 

• 2024 Occupational Safety and Health Education and Training

Recognizing the importance of employee health and safety for the company's sustainable operation, and to enable employees to more quickly and correctly identify and prevent risks when facing them, reducing the possibility and severity of accidents, the Group conducts safety and health in-service education and training as required by law, with occupational safety and health personnel from each company tracking employee learning status and proactively organizing training courses. For employees who have not completed training, the Safety and Health Department cooperates with the Talent Development Department to upload self-made training materials to the e-learning network, allowing employees to arrange their own time to complete courses. Course content is diversified, including electrical hazard prevention and electrical safety, high-temperature outdoor work occupational safety and health hazard prevention, hoping to reduce the possibility of accidents through comprehensive education and training.

In addition to legally required courses, the Talent Development Department plans and organizes occupational safety and health education and training for new employees, while the Safety and Health Department organizes Group-wide or professional occupational safety personnel courses as needed, hoping to improve employee knowledge in occupational safety and health and strengthen their response capabilities through course sharing and learning.

 

• External Expert Topic Workshop - Using ChatGPT to Build Safety and Health Combat Readiness - Two Courses

To improve occupational safety and health personnel's understanding of workplace hazard identification and risk assessment, utilizing ChatGPT technology for image recognition risk capabilities to assess basic risks at various Group locations, the Safety and Health Department invited external experts in 2024 to share ChatGPT applications in occupational safety and health management, as well as AR virtual reality applications in construction site hazard notification and new employee education and training scenarios, enabling the Group to further understand the benefits of technological disaster reduction.

• External Safety and Health Organization Conferences

In addition to actively promoting internal occupational safety and health training, the Group also values communication and experience exchange with industry peers and regulatory authorities. Both Radium Life Tech. and Titan Development & Construction actively participate in relevant external professional organizations to stay current with the latest industry occupational safety and health developments and strengthen practical management capabilities. Radium Life Tech. is a Class C group member of the Republic of China Industrial Safety and Health Association, while both Radium Life Tech. and Titan Development & Construction are members of the Northern Region Construction Industry Occupational Safety and Health Promotion Association, regularly attending association conferences every two months to exchange and discuss occupational safety and health issues with industry peers.

 

Through continuous participation in external organization activities, not only is colleague understanding of regulations, practices, and risk management strengthened, but it also helps feed back conference learnings and industry best practices into daily operational management, continuously optimizing the Group's occupational safety and health management system and improving overall safety culture.

• Spotlight

The Group makes good use of brief periods before meetings, using the concept of Microlearning to provide colleagues with clear, easily absorbed information content monthly as part of daily learning, hoping to continuously strengthen knowledge updates and awareness improvement in busy work.

In 2024, the Ministry of Environment particularly focused on promoting environmentally friendly lifestyles from diverse perspectives including food, clothing, housing, transportation, education, and recreation, conveying more sustainable and ecologically respectful lifestyle concepts to employees. By making full use of colleagues' fragmented time, environmental protection concepts are gradually internalized into daily actions, thereby shaping corporate green culture and implementing environmental sustainability corporate responsibility.

 

Creating a Healthy and Safe Working Environment

The Group provides employees with a safe work environment through comprehensive occupational safety and health management, crisis and risk control, health promotion activities, and occupational safety education and training. For occupational disasters that have occurred, active control is also implemented with established reporting and accident investigation procedures to properly manage negative impacts that occupational disasters may cause and reduce the possibility of similar accidents occurring in the future.

 

• Occupational Safety Incident Reporting and Accident Investigation

1. Occupational Safety Incident Reporting

In 2024, the Safety and Health Department established and promoted accident reporting processes and handling procedures with reference to occupational safety laws, categorizing accidents into major accidents, lost work time, medical treatment, minor injuries, and near-miss incidents. Each type of incident clearly specifies required reporting levels and reporting time limits. Through systematizing occupational safety incident reporting and handling, time effectiveness is ensured and negative impacts from occupational safety incidents are reduced.

However, the Safety and Health Department also recognizes that subsidiary companies within the Group operate in vastly different industry categories, therefore future plans call for each subsidiary to establish their own accident reporting processes without conflicting with regulations and Group procedures. After procedure establishment, scenario drills will be conducted to familiarize on-site workers with accident reporting and handling procedures, enabling immediate and rapid response when incidents occur. Additionally, to enable senior management to more quickly grasp the company's occupational safety and health management and implementation status, the Group also plans to use digital platforms for reporting and visualize data through digital dashboards.

 

2. Occupational Safety Accident Investigation

After accidents are properly reported and handled, the Group's Safety and Health Department initiates accident investigation and analysis for accidents with severity level of "lost work time" or above, mainly using quality management analysis tool 5M1E (Man, Machine, Material, Method, Measurement, Environment) to analyze the root causes of accidents from six major perspectives. Based on analysis results, joint reviews with incident units, education and training provision, and improvement measure formulation are conducted to reduce the probability of similar accidents occurring in the future. In 2024, one "lost work time" accident and one "major accident" occurred.

 

• Annual Occupational Disaster Management Actions

In 2024, the Group did not experience any fire incidents. A total of four occupational disasters occurred throughout the year, with classifications and responses as follows:

 ●  Radium Kagaya: One employee occupational disaster causing lost work time occurred. After the accident, the employee's work content was immediately adjusted to reduce frequency of heavy physical labor or highly flexible operations to prevent similar incidents from recurring.

 ●  Titan Development & Construction: Two contractor occupational disaster accidents occurred, one major accident and one minor injury incident. In response to this situation, in addition to strengthening safety advocacy and education and training, new construction frameworks have been erected to further improve operation safety and reduce potential risks.

 ●  Ding Sheng Green Energy: One occupational disaster case involving employee medical treatment occurred. After the accident, the company comprehensively distributed and mandated wearing of protective eyewear for all employees involved in chemical substance use and handling operations within the facility to ensure operational safety.

 

Looking ahead, Radium Life Group will continue to uphold "safety as the highest guiding principle," continuously improving safety management systems through preventive measure strengthening and accident experience feedback mechanisms, creating healthy, safe, and resilient work environments. For occupational disaster related statistics, please see Appendix 1 Sustainability Performance Detailed Statistics Table 16. 

 

Three Major Pillars of Social Welfare

Three Main Pillars	Motivation and Philosophy	Annual Related Activities	Resource Investment	Activity Output	Main Benefits
Senior Care	Taiwan will enter a super-aged society in 2025, correspondingly generating housing and care needs for the elderly population	Golden Age Academy	1.           Average planning of 2 months 2.           Average investment of over 2-8 person-times 3.           Average investment of NT$5,000-50,000	1.           Total of over 300 activities held 2.           Attracted over 3,000 participants	1.           Promote physical and mental health of seniors, delay disability 2.           Improve interpersonal relationships and living quality of the elderly.
		Caregiving Services for Seniors	1.           Average planning of 2 weeks to 2 months 2.           Average investment of over 3-6 person-times 3.           Average investment of NT$1,000-30,000
Community Development and Care	Community impact on residents is positive, its resources can improve local residents' quality of life and further change local people	Public use of recycled and reused effluent	1.           Local donation amounts please see Appendix 1 Sustainability Performance Detailed Statistics Table 17 2.           Wan Da Tong invested resources to organize three blood donation activities and 11 charity sales activities 3.           Rih Ding Water Enterprise Co., Ltd. provided venue to invite disability groups to jointly organize 1 charity sale activity	1.           Blood donation and charity sale activities totaled 15 sessions 2.           Total attracted nearly a hundred participants	1.           Establish the concept of community water resource recycling. 2.           Increase person-to-person interaction, encourage residents to exercise, and strengthen physical fitness. 3.           Enhance corporate image
		Local Philanthropy
		Radium Cultural and Educational Foundation
Diversity in Education	Recent focus on "competency-oriented" teaching, improving participants' knowledge, abilities, and attitudes through sharing professional knowledge	On-campus service	Invested 75 person-times	1.           Total of 19 sessions held 2.           Total attracted 441 participants	1.           Cultivate public awareness of sustainability and enhance public awareness and understanding of environmental protection. 2.           Cultivate industry talent
		Environmental Education Volunteer Team Management and Training	Invested NT$126,976	1.           Organized 2 volunteer annual liaison meetings and 6 volunteer training sessions 2.           Volunteer participation exceeded 150 person-times
		Environmental Education Visits	Invested 30 person-times	1.           Total of 9 sessions held 2.           Participation reached 258 person-times
		Promotion of Environmental Education	Invested 16 person-times	1.           Total of 3 sessions held 2.           Participation reached 727 person-times
		Industry-Academia Cooperation	1.           Rih Ding Water Enterprise cooperated with Central University for industry-academia exchange, invested 4 person-times 2.           Radium Kagaya conducted industry-academia exchange with Taipei City University of Science and Technology and Luodong Senior Commercial and Industrial Vocational School, total investment of 18 person-times	1.           Total of 4 sessions held 2.           Student participation exceeded one hundred

 

• Senior Care

According to government department statistics, Taiwan's elderly population will exceed 20% of total population in 2025, officially entering a super-aged society, and by 2070 the elderly population proportion will equal the working-age population, correspondingly generating housing and care needs for the elderly population. Radium Life Tech. has been actively investing in senior-friendly housing wellness real estate development since 2014, hoping to expand the concept of "home" to "senior living parks," connecting local wellness and medical resources to build community-type healthcare service models, implementing society's expectations for senior living communities. In 2018, the Le Tao Chu Zhonghe Center rental-type senior housing with intergenerational co-living was launched. In 2020, the "Silver Life Project" was initiated, starting from four senses: "sense of belonging," "sense of value," "sense of vitality," and "sense of warmth," connecting local wellness resources to offer diverse courses. In 2021, "The Genesis" senior housing with Le Tao Chu as the service core was launched, creating comprehensive longevity innovation clusters for seniors while maintaining their quality of life and dignity.

 

Based on Radium Life Tech.'s emphasis on wellness and elderly needs, it received the "Age-Friendly Leadership Award" from the Taiwan Corporate Sustainability Awards Executive Committee in 2023 and was invited to share successful experiences in "age-friendliness" at the Taiwan Diversity, Equity & Inclusion (DEI) Leadership Forum. Due to its demonstration of care for all age groups in the communities it creates, its "Radium Perfect Life A6 West District Community" also received the Large Community Excellence Award in the 2024 New Taipei City Outstanding Apartment and Condominium Evaluation in November, praised for "dedication to creating livable environments integrating environmental sustainability, smart technology, and senior care, achieving remarkable results in green buildings, community digitalization, senior care, and disaster prevention safety, with outstanding overall performance that is impressive," receiving recognition from government departments and consumers.

 

Cultural and Recreational Activities: Learning for Yourself is the Happiest, Enjoying the Warmth of Home

 

Golden Age Academy

Based on senior living leisure services, Radium Life Tech. not only meets seniors' housing needs in hardware facilities but also launched the "Golden Age Academy" at "Le Tao Chu Zhonghe Center" in 2021 to create new family relationships with neighborly companionship and family-like bonds, cultivating caring and warm feelings. Through diversified lifestyle courses and festival activities, it hopes to enhance care for seniors' life entertainment, spiritual wellness, and health promotion. In 2024, Le Tao Chu continued this spirit, with Golden Age Academy hiring external instructors to teach diverse courses and arranging residents with professional abilities to teach other seniors various types of knowledge. By building a mutual aid circle for the younger generations, we aim to build a society where both teachers and students can benefit from each other's teachings. We also encourage the elderly to actively learn what they love, in order to achieve the concepts of "healthy aging" and "local aging". Through organizing diverse and enriching courses in 2024, Golden Age Academy achieved an overall satisfaction rate of 98.5%.

 

• Golden Age Academy Features

 Applying the UK's mutual aid circle concept for activating silver generation workforce, inviting residents as instructors for mutual teaching and learning, constructing a mutual aid economic and social circle, establishing seniors' sense of value and life focus.

 Gathering the most popular and beneficial courses, enabling seniors to know world affairs without leaving home, continuously maintaining learning spirit, enjoying innovative living, maintaining pleasant and satisfied emotions, promoting elderly physical and mental health, and delaying disability.

 We encourage seniors to express themselves and enjoy the golden age of true freedom through learning and activities with friends.

 

• 2024 Course Activities

In 2024, Le Tao Chu organized a total of 231 sessions, with activity content covering three major aspects: "Life Entertainment," "Spiritual Wellness," and "Health Promotion." To provide participants with good activity experiences, Le Tao Chu spends 2 months planning and preparing for each series of course activities. In 2024, a total of 2,790 person-times participated. Through course activities, not only are resident relationships cultivated, but elderly residents' quality of life is also improved, encouraging mutual learning and social interaction, implementing concepts of "healthy aging" and "aging in place," promoting seniors' physical and mental health.

• Festival Celebrations

Additionally, to enable residents to feel festival atmosphere, increase social interaction opportunities, promote human interaction, and allow seniors to enjoy home-like warmth and sense of belonging, Le Tao Chu annually holds festival celebrations including birthday parties, year-end gatherings, Lantern Festival, Mother's Day, Dragon Boat Festival, Father's Day, etc. In 2024, a total of 12 sessions were held, attracting 357 participants. In addition to group activities, to make residents feel respected and valued, Le Tao Chu conducts individualized birthday celebrations for each resident's birthday, actually expressing congratulations to residents, bringing seniors the lively atmosphere of home.

 

Caregiving Services for Seniors

 

• iBeautiful Life Caregiving Measures

The "Radium Silver Life Project" specially plans hardware facilities and software aspects for seniors' physical and mental health and family happiness needs to meet senior requirements. Hardware design includes safety handrails and emergency call bells in bathrooms, safety positioning systems in corridors, and other care safety equipment. Software includes professional personnel such as nurses, social workers, and life managers for companionship and care, enabling seniors to live actively and healthily while receiving comprehensive services. Additionally, to ensure seniors' residential safety, iBeautiful Life held 1 AED education and training course in 2024, hoping to improve colleagues' emergency response capabilities through employee education and training.

In addition to creating safe and secure living environments externally, iBeautiful Life also emphasizes seniors' spiritual enrichment and their own safety awareness. For example, in 2024, through weeks of planning, two major activities were promoted: "Senior Spiritual and Safety Enhancement Courses" and "Outdoor Excursion Activities," achieving goals of promoting electrical safety to seniors, improving senior interpersonal relationships and appetite, and connecting relationships between residents and family members. Overall activity satisfaction in 2024 reached 98.5%.

Based on enthusiastic feedback from 2024 participants, iBeautiful Life further plans to provide more diversified courses and activities in 2025, such as life story classes, positive yoga classes, anaerobic exercise wellness courses, and animal-assisted therapy, hoping to improve residents' psychological well-being through various activities and achieve goals of preventing senior dementia and establishing healthy lifestyle patterns. Additionally, to ensure seniors' health, recent years have actively connected community medical resources, providing residents with various vaccination services and annual senior health examinations through home visit services to effectively improve resident health and prevent potential diseases early.

 

Senior Spiritual and Safety Enhancement Courses				Outdoor outing
Activity Name	New Resident Tea Party	Annual Anti-Aging Program - Happy Meal Time	Home Electrical Safety Advocacy
Figure
Activity Benefits	2 sessions held in 2024 with 59 participants, gathering through tea parties to promote interaction between new and existing residents, reduce loneliness, and help seniors smoothly adapt to new environments.	1 session per week. Through communal dining activities, promote positive impacts such as seniors' life adaptation and interpersonal relationship improvement, reduce frailty occurrence, achieve "sharing" and "enjoyment," improve residents' healthy quality of life, and increase interactive exchanges.	Held twice in 2024. Through lecture advocacy, improve seniors' self-protection in daily life and reduce risks of accidents.	Held once in 2024 with 19 participants total. Through outdoor excursions, in addition to promoting more emotional exchanges among residents and expanding horizons, also increase interactions between residents and family members, maintaining and strengthening warmth between family members and residents.

 

• C Station

In addition to serving its own residents, cooperating with Taiwan's Long-Term Care 2.0 policy of "aging in place," iBeautiful Life uses its resource matching advantages. After understanding that social housing management unit "Rih Siang Property Management" has needs for caring for elderly people, it proposed "outreach medical services" to Shuang Ho Hospital. Le Tao Chu serves as a matching role, providing community venues and introducing hospital resources to establish a permanent medical C station in the community, with hospital nurses, psychologists, volunteers, etc., conducting monthly health promotion courses and regularly providing vaccination, elderly health examinations, dementia screening, and other services Beneficiaries are not limited to Le Tao Chu tenants but also extend to seniors living with children in surrounding youth housing and local elderly community members. Through its professional matching role, iBeautiful Life indirectly increases service recipients and amplifies social benefits.

 

Sustainable Environment and Community Development and Care

 

• Adopting Barrier-Free and Green Public Spaces

Radium Life Group actively responds to SDG 11 Sustainable Cities and Communities, committed to creating safe, inclusive, accessible, and green-friendly public spaces. Among these, the "Specific Dedicated Transportation Zone 9 Land" at Taipei Main Station operated by Wan Da Tong is adjacent to many important public facilities and transportation nodes, bearing the key role of promoting sustainable urban development. To realize the vision of safe, affordable, accessible, and sustainable transportation systems, Wan Da Tong proactively invests in surrounding public space management and maintenance work, including:

 Adopting sidewalks: Ensuring walking spaces are level, safe, and barrier-free

 Adopting trees and greenery: Regular pruning and care to enhance environmental greenery and comfort

 Adopting street lighting facilities: Maintaining stable lighting to improve nighttime public safety

 

Through proactive adoption and maintenance, in addition to strengthening traffic and pedestrian safety around Taipei Main Station, it also provides citizens and travelers with friendlier and more sustainable urban space experiences, while implementing corporate commitments to city responsibility and community integration. Relevant adoption information is as follows:

Adopting Unit	Adopted Item	Period	Scope	Main Responsibilities
Wan Da Tong	Pedestrian Sidewalk	2018 - 2028	Tatung District City Hall Section Lot, Zhongzheng District Park Section Lot	l   Maintain the cleanliness of the sidewalk l   Maintain the aesthetics of plants l   Notify competent authorities of the need for repair
Wan Da Tong	Sidewalk Trees	2018 - 2028	Taipei Bus Station , 18 trees in total	l   Maintaining the aesthetics of the plants l   Maintaining the watering of the plants

 

• Free Access to Recycled and Reused Effluent

To implement SDG 6 "Ensuring access to and sustainability of water and sanitation for all", Rih Ding Water Enterprise is committed to improving water use efficiency to solve water shortages, as well as improving water and sanitation management and establishing the concept of water conservation. To achieve this goal, Rih Ding Water Enterprise Co., Ltd. purchased much equipment in the past (such as deodorization equipment) to ensure freshwater supply and recycling, providing free recycled water access services to people or units in need, including local fire departments, Taoyuan City Government, Freeway Bureau, and company pipeline construction units, for use as fire drill water, dust suppression, and street sweeping vehicles.

 

Local Public Welfare Activities

Radium Life Group upholds the public welfare philosophy of "taking from society, giving back to society," committed to internalizing social care as part of corporate culture, extending responsibility to all stakeholders inside and outside the enterprise, implementing Corporate Social Responsibility (CSR) spirit.

 

The Group has long proactively initiated and participated in various public welfare actions, continuously investing resources and integrating internal forces, responding to social needs through diverse methods, actively practicing corporate values of mutual benefit and co-prosperity, giving back to society through concrete actions and expanding positive influence.

Wan Da Tong:

Wan Da Tong leverages the large foot traffic at Taipei Bus Station, organizing 11 charity sales activities in 2024. Additionally, Wan Da Tong also organized 3 blood donation activities in the same year, collecting 236 bags of blood, supporting medical resource infusion and social welfare through concrete actions.

Rih Ding Water Enterprise: 

To help colleagues better understand people with disabilities and deepen company connections with local communities, Rih Ding Water Enterprise Co., Ltd. invited local Taoyuan sheltered workshops - Le Ya Run Mi and Qin Xin Station Sheltered Restaurant to set up charity sales. In 2024, a total of 1 charity sale was organized, attracting nearly a hundred participants, providing venues for sheltered workshops to sell products, supporting disability communities, and enabling more people to see and understand people with disabilities.

 

• Local Philanthropy

Radium Life Group actively gives back to society through donations, promoting sustainable development of industries and communities. In 2024, Radium Life and Rih Ding Water Enterprise combined donations totaled NT$1,877,040. Including donations from other consolidated financial statement subsidiaries, total local donations in 2024 reached NT$5,773,626. The Group has long focused on local culture and community development, actively participating in and investing in various community-related activities. Rih Ding Water Enterprise regularly donates to Luzhu Community and Hongzhu Community, promoting local development and caring for local residents, committed to promoting community harmony and co-prosperity.

Additionally, the Group values ecological environment conservation. In 2024, special donations were made to the Taiwan Wetland Society, supporting wetland conservation and related research work, demonstrating corporate responsibility and commitment to environmental sustainability.

 

Radium Cultural and Educational Foundation

Upholding the enthusiasm of "taking from society, using for society" and hoping to create a "Co-prosperity with diversity" social environment, Radium Life Tech. and Radium Cultural and Educational Foundation have previously jointly organized local cultural promotion, indigenous music culture support and promotion, and communal dining activities. Future 2025 plans will continue to promote various community building activities to enhance community cohesion.

 

2024 Project Items	Project Content and Expected Results Summary
Perfect Happy Life Activities	Through community presence at Banqiao Perfect Life Community, establishing work stations in Guanmiao, advocating environmentally conscious natural living lifestyles, and organizing multiple activities such as community yoga, calligraphy, tea ceremony, etc., influencing community residents to create happy and fulfilling community life.
Sustainable Management with Local Culture and Life Characteristics	Shaping and highlighting cultural lifestyle characteristics at Banqiao and Guanmiao work stations, promoting urban-rural life exchange and understanding.
Community Experimental Store	Guidance on the establishment of an experimental shop at the Banqiao workstation so that members can take care of their families while serving the community.
Taiwan Stationery History Publications	Write and organize the development of stationery in post-war Taiwan to promote the public's understanding of the history and evolution of stationery in Taiwan.
Stationery Workshop Tours	Touring various locations in stationery stall format to promote community understanding of Taiwan stationery stories.
Community workstation maintenance	Work station maintenance and updates, with equipment setup when needed.
Cycling Love Taiwan Activities	Cycling is an environmentally friendly and healthy exercise. The Foundation hopes to promote cycling to promote physical health and let participants see the beauty of Taiwan.
Women's and Gender Life Harmony Promotion	Organize activities and clubs to promote gender awareness and recognize the responsibilities of both genders in family life.
Amis Kakeng Musical Group and Music Learning	Supporting Amis music culture, continuing to promote handmade instruments, allowing interested people to make their own instruments and perform on stage.
After-school self-learning in the community	Arranging parent-child activities in autonomous learning and cultivating common interests.
Community building-related activities or special subsidies	Promoting local history and lifestyle characteristics to enhance stronger local building capacity.
Taiwan Coffee Lifestyle Culture Special Topic	Combining community members interested in or professional about coffee to shape Taiwan-characteristic coffee lifestyle culture and promote it.

 

 Diversity Education

In recent years, much focus has been placed on developing "competency-based" education, aiming to cultivate the knowledge, skills, and attitudes necessary to adapt to current life and future challenges. The Taoyuan North District Water Resources Recycling Center operated by Rih Ding Water Enterprise creates friendly Environmental Education Volunteer Corps, actively cultivating environmental education volunteer teams, connecting government, industry, and schools to organize environmental education courses, becoming a water resource education base in northern Taiwan certified by the Executive Yuan Ministry of Environment. Radium Kagaya also continues to provide hotel industry visit and exchange learning opportunities through industry-academia cooperation models, sharing industry experience and knowledge.

 

Water Resource Environmental Education Sites

The total area of the water recycling center in Taoyuan North District is about 16 hectares. With "Peach Blossom Spring" as the core of design, we have created a water park-type sewage treatment plant based on the four elements of mountains, forests, water and waterfalls. The entire park, in addition to sewage purification facilities, also features themed areas such as Peach Blossom Spring Garden, diverse Taiwan native forest areas, and 6 hectares of aquatic plant ecological resource areas, implementing the spirit of human-environment symbiosis. In addition to maintaining diverse ecological environments, Taoyuan North District Water Resource Recovery Center has also obtained environmental education facility venue certification and is open for academic institutions and public appointments for visits, providing age-appropriate courses to convey the importance of water resources to one's land, thereby achieving the purpose of promoting environmental sustainable development. Additionally, to expand the influence of environmental education, Rih Ding Water Enterprise Co., Ltd. established the "Tamsui River Basin Water Environment Education Alliance" in 2023 with environmental education partners including Shimen Reservoir, Guandu Nature Park, and Dongyanshan, jointly promoting environmental education marketing activities and connecting and sharing resources from various environmental education venues to strengthen environmental education promotion.

 

• Environmental Education Courses

Rih Ding Water Enterprise has long promoted water resource education, organizing 33 environmental education-related activities with a total of 1,492 participants. Among these, approved environmental education courses totaled 19 sessions with 441 participants, achieving high scores of 4.7 or above in teaching evaluations out of a perfect score of 5. Rih Ding Water Enterprise inspires students' attention to water resources and environmental conservation by visiting schools directly, improving correct understanding of sewage treatment plants. Through diverse interactive methods such as course explanations and group competitions, students learn about sources of domestic sewage and purification processes, further understanding the importance of "loving water, cherishing water, conserving water, starting from oneself." Environmental education courses not only influence students but also hope that students will bring environmentally friendly practices back to their families, enabling the concept of cherishing water resources to reach more people and achieve sustainable living promotion purposes.

 

• Environmental Education Volunteer Corps Training System

To cultivate local environmental education talent, Rih Ding Water Enterprise established an Environmental Education Volunteer Corps to assist with environmental education courses, guided tours, and hands-on observation experiences. To provide high-quality activity experiences for participants, Rih Ding Water Enterprise dedicates effort to volunteer training, organizing 6 volunteer training courses in 2024 with average training satisfaction reaching 4.79 points. Training content covers environmental regulations, center lesson plans and practical exercises, outdoor environmental education theory and practice, mobile photography and editing techniques, and performance practice. Through diverse course design, volunteer professional knowledge is enhanced, promoting capacity building learning, thereby improving the breadth and effectiveness of volunteers in subsequent environmental education promotion and facilitating sustainable concept implementation.

 

• Promotion of Environmental Education

In May 2023, Rih Ding Water Enterprise established the "Taoyuan North District Water Resources Recycling Center Sewage Classroom" fan page, hoping to attract public attention to water resource issues through social media dissemination and jointly promote sustainable water environment realization. Additionally, to expand the intensity and breadth of environmental education promotion, Rih Ding Water Enterprise Co., Ltd. actively participated in environmental protection issue promotional activities in 2024, such as 2024 Arbor Day and 2024 Dakeng Creek Environmental Protection Day, setting up booths for environmental education advocacy on activity days. To provide clear and understandable environmental education advocacy content for the public, the Group uses mini-games and visual design to introduce sewage treatment processes in an accessible way, enabling participants of all ages to easily understand, increase understanding of water recycling, and further understand and identify with environmentally friendly lifestyle patterns.

 

• Environmental Education Visits

In 2024, Rih Ding Water Enterprise organized environmental education visit activities and courses for Taoyuan North District Water Resources Recycling Center, with participants including schools from various countries, government agencies, expert scholars, etc. Appropriate courses are arranged according to different unit needs, conducting facility tours, environmental education promotion, and exchanges. A total of 9 sessions were organized in 2024 with 258 participants, achieving activity satisfaction of 4.82 points. Through exchanges and communication with multiple parties, not only can sewage treatment-related knowledge be mutually discussed and improved, but participants can also understand the functions and benefits of water resource recovery centers, jointly maintaining healthy and livable environments.

 

Industry-Academia Cooperation

 

• Internship Opportunities

In 2024, to promote students' more practical understanding of industry, multiple Group subsidiaries provided student internship opportunities. Titan Development & Construction even had one intern become a full-time employee during the internship process in 2024. Radium Kagaya demonstrated the company's emphasis on diversity and providing equal opportunities for all groups by offering international student internship opportunities to implement classroom learning in reality. Through actual work and solid company internal training, excellent industry talent is cultivated. In 2024, a total of two Japanese interns completed internships at Radium Kagaya and participated in company professional training.

 

• Industry-academia Observation and Learning

To cultivate hotel talent, subsidiary Radium Kagaya actively creates resource sharing opportunities, sharing professional expertise and experience through on-site visits. In 2024, a total of 3 sessions were organized with nearly a hundred visitors, cooperating with schools to share professional expertise and experience. In addition to Radium Kagaya, to cultivate excellent talent in their respective industries, Rih Ding Water Enterprise Co., Ltd. cooperated with Central University in 2024 to establish a Grade B water training class, providing visit opportunities for students. Through technical exchanges and professional training, academic and industry practical experience are combined and discussed, not only giving students deeper understanding of practical implementation of their studies but also improving center operational efficiency, achieving win-win environmental and economic benefits. In 2024, nearly 50 person-times participated, achieving 4.7 satisfaction points out of 5, showing that this visit activity can effectively meet student needs and expectations.