D&I policies and Retirement
D&I policies and Retirement
Diversity and Inclusion
Sinyi Realty has always adhered to a diverse and inclusive talent strategy, placing great importance on diversity in all aspects of hiring and development, emphasizing work-life balance, and striving for equality of opportunity across genders. Our goal is to enable our employees to build their own dream homes and lives at the same time they help our customers do the same.
Improve Gender Equality
At the foundation of Sinyi’s recruitment policy is the principle of equal rights, with no differential treatment by gender, ethnicity, age, political alignment, marital status, or family situation. As a result, we boast a diverse assemblage of staff.
Employees of Sinyi are totals 4,997 members, with 38.14% of that total being female. Of our 597 managers, women account for 112, or 18.76%. Due to the nature of the real estate industry, our early members were primarily male, and as such the proportion of males in management is higher. In recent years, though, not only has the percentage of female employees seen constant growth, the percentage of female managers has also continued to rise.
Supporting Employees with Disabilities
We aim to create a workplace where anyone can work with enthusiasm. With consideration of circumstances, we strive to provide people with physical or mental disabilities job tasks that suit their capabilities and enable them to make the most of their potential, such as file management and mail work. We also cooperate with Taiwan Lighthouse, an organization that works with the visually impaired, to employ the services of visually impaired professional masseurs. In addition to providing more job opportunities for these people, their services also serve as a way for our staff to relieve stress while doing a social good.
In 2020, we employed a total of 33 people with physical or mental disabilities (including 7 mildly disabled, 5 moderately disabled, and 21 markedly disabled). According to employment regulations, each markedly disabled person hired is counted as two people, hence the total of 54. Employees with disabilities account for 1.08% (54/4,997).
|Number of Staff with Physical or Mental Disabilities||54 people|
|Employees in Taiwan||4,997 people|
|Number of Staff with Physical or Mental Disabilities / Employees in Taiwan||54/4,997 (1.08%)|
Sinyi endeavors to create a corporate structure brimming with energy and provide a good environment for retired veteran staff members who have the will and the ability to continue to work with us. In our Guidelines for the Rehiring of Retired Staff, we have laid out a system aimed at helping those who have retired but wish to return to do so, providing a mechanism for their rehiring or transfer. In this way, even after retirement staff can make the most of their knowledge and skills, helping the company prosper and promoting the re-entry of retired staff into the workplace. Anyone who meets the criteria and is willing to continue to serve the company may apply.
Gender Friendly Environment in the Workplace
There are no distinctions in salary by gender across our entire staff, with any differences attributable to difference in job category or level. Support staff salaries vary by expertise, education, and market standards. The larger proportion of the salary structure for sales positions is accounted for by variable pay, while the large proportion of the salary structure for support staff is accounted for by fixed salaries.
Ratio of basic salary and remuneration of women to men
|Rank||Total Salary||Monthly Salary||Variable Pay|
|Senior Management (Vice Presidents and Higher)||1：1.23||1：1.38||1：1.15|
|Middle and Base-level Management||1：1.08||1：0.92||1：1.23|
Note: Statistics for those employed for at least one full year as of 31/12/2020
Performance reviews for staff do not differ by gender, and 100% of employees undergo such reviews. In recent years, through sound training and an objective evaluation system, we have been able to constantly increase the proportion of female employees in management roles.
Preventing Discrimination in the Workplace
Sinyi Realty actively works to eliminate discrimination in the workplace, and so in line with regulations such as the Sexual Harassment Prevention Act and the Act of Gender Equality in Employment, we have set out the “Sinyi Realty Sexual Harassment Prevention, Complaints, and Investigation Guidelines.” We also regularly organize workshops on the prevention of sexual harassment and encourage workers to take part in.
Second-Child Grants Program: First and Highest Such Grants in Taiwan
We put in place our Second-Child Grants Program to stimulate the birth rate. This program received a personal letter of appreciation from the Minister of the Interior and words of praise in a Facebook post and Chinese New Year’s Speech by former President Ying-jeou Ma. From 2013 As of the last day of 2020, a total of 597 employees had applied for these grants. Including first-born children, Sinyi has seen a total of 1,616 new faces join the Sinyi family.
Gender Equality in Employment
In line with the Act of Gender Equality in Employment, we provide employees with varying levels of leave and assistance for pregnancy, childbirth, and parenting as needed. Such parental leave is available to both genders, and applicants can retain their job without pay for a set period and apply for reinstatement at the end. We also allow for breastfeeding time and provide lactation rooms, even having received an “Excellent Lactation Room” certification. In addition, we have in place plans and measures to protect maternal health as required by law, ensuring mothers can enjoy physical and mental well-being.
In addition to maternity grants, the company has also reached a cooperative agreement with national childcare organization Hess to provide enrollment discounts, reducing the load on staff raising young children. Our Happy Health Management Center also offers courses for new parents, along with a range of other assistance.
The company is in full adherence to all relevant laws and regulations with regard to staff applications for parental leave, and all staff who apply for such leave may apply for reinstatement to their previous positions upon the completion of their leave period. In 2020, our retention rate for both male and female staff was over 92%, demonstrating that Sinyi Realty supports both genders equally in their family commitments.
Statistics on Employees Applications for Parental Leave and their Returns to Work
The company is in full adherence to all relevant laws and regulations with regard to staff applications for unpaid parental leave, and all staff who apply for such leave may apply for reinstatement to their previous positions upon the completion of their leave period. In 2019, our retention rate for both male and female staff was over 78%, and when looking at the gender breakdown of such retention, we see that Sinyi Realty supports both genders equally in their family commitments.
|Number of Employees that Were Entitled to Parental Leave||Male||382||321||288|
|Number of Employees that Took Parental Leave||Male||25||18||22|
|Number of Employees Due to Return to Work after Taking Parental Leave (A)||Male||34||18||20|
|Number of Employees that Did Return to Work after Parental Leave (B)||Male||17||10||14|
|Return to Work Rate (B/A)||Male||50%||56%||70%|
|Number of Employees Returning from Parental Leave in the Prior Reporting Periods (C)||Male||16||17||10|
|Number of Employees Retained 12 Months after Returning to Work Following a Period of Parental Leave (D)||Male||13||14||10|
|Retention Rate (D/C)||Male||81%||82%||100%|
- Return to Work Rate = Number of Employees that Did Return to Work after Parental Leave (B) / Number of Employees Due to Return to Work after Taking Parental Leave (A) x 100
- Retention Rate = Number of Employees Retained 12 Months after Returning to Work Following a Period of Parental Leave (D) / Number of employees returning from parental leave in the prior reporting periods (C) X 100