DEI policies and Retirement
DEI policies and Retirement
Diversity, equity 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 find and be capable to afford their dream lives at the same time they help our customers do the same.
Diverse Employment
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.
The majority of employees are male because of character of real estate brokers. However, in recent years, the innovative influence brought by female power in interdepartmental communication and diversified thinking has gradually increased. The proportion of female employees and supervisors has continued to grow, and recruitment and promotion are not based by genders.
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.
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. We also cooperate with Taiwan Lighthouse that works with the visually impaired for massage service. In addition to providing more job opportunities, also their services serve as a way for employees to relieve stress while doing a social good deed.
Retiree Rehire
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-neutral Policies
Gender Friendly Environment in the Workplace
There are no distinctions in salary by gender across workers, 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
| Types | Total Salary | Monthly Salary | Variable Pay |
|---|---|---|---|
| Top-level Management (Vice Presidents and Higher) | 1:0.85 | 1:0.98 | 1:0.75 |
| Executory and Supervisory Management | 1:1.09 | 1:0.93 | 1:1.23 |
| Employees | 1:1.29 | 1:1.12 | 1:1.59 |
Note: Statistics for those employed for as least one full year as Dec. 31, 2024
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.
We put in place our Second-Child Grants Program which offers 120 thousand dollars tostimulate the birth rate. From 2013 As of the last day of 2024, Sinyi has seen a total of 2,297new faces join Sinyi family. In line with the Act of Gender Equality in Employment, we provide employees with levels of leave and assistance for pregnancy, childbirth, and parenting as needed. Such parental leave is available for all employees, and applicants can retain their job without pay for a set period and apply for reinstatement above78.
Gender Equality in Employment
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.
Parental Leave
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 2024, our retention rate was over 78%, demonstrating that Sinyi Realty supports all genders equally in their family commitments.
Statistics on Employees Applications for Parental Leave and their Returns to Work
| Type | Gender | 2023 | 2024 | 2025 |
|---|---|---|---|---|
| Number of Employees Eligible to Apply for Parental Leave Note1 | Male | 224 | 266 | 217 |
| Female | 110 | 198 | 173 | |
| Total | 334 | 464 | 390 | |
| Number of Employees Applying for Parental Leave | Male | 32 | 18 | 37 |
| Female | 50 | 55 | 50 | |
| Total | 82 | 73 | 87 | |
| Employees Eligible to Return Returning to Previous Positions after Unpaid Parental Leave (A) | Male | 17 | 14 | 33 |
| Female | 37 | 13 | 36 | |
| Total | 54 | 27 | 69 | |
| Employees Returning to Previous Positions after Unpaid Parental Leave (B) | Male | 9 | 4 | 22 |
| Female | 30 | 10 | 22 | |
| Total | 39 | 14 | 44 | |
| Return to Work Rate (B/A) Note 2 | Male | 53% | 29% | 67% |
| Female | 81% | 77% | 61% | |
| Number of Employees that Returned to Work After Parental Leave in the Previous Year (C) | Male | 12 | 9 | 4 |
| Female | 17 | 30 | 10 | |
| Total | 39 | 39 | 14 | |
| Employees Remaining at Company over 12 Months after Unpaid Parental Leave (D) | Male | 10 | 7 | 3 |
| Female | 22 | 28 | 7 | |
| Total | 32 | 32 | 10 | |
| Retention Rate (D/C) Note 3 | Male | 83% | 78% | 75% |
| Female | 81% | 83% | 70% |
Note:
| Note 1： | Employees who are after six months of employment could apply for parental leave before each child reaches the age of three. For those who raise two or more children at the same time, the parental leave period shall be calculated together. We identified number for qualified parental leave by employees who applied for maternity subsidy. |
| Note 2： | Return to Work Rate = Actual Number of Employees Returning After Parental Leave (B) / Anticipated Number of Employees Returning After Parental Leave (A) x 100% |
| Note 3： | |
| Note 4： | Retention Rate = Number of Employees Still at Company 12 Months after Returning from Parental Leave (D) / Number of Employees that Returned to Work After Parental Leave in the Previous Year (C) X 100% |