Acer has strived to create a working environment that fosters staff who are passionate, positive, and dare to dream, and this entails consideration and communication that supports and encourages the team. Through a competitive compensation package, we have been able to attract and retain outstanding talent; by promoting work-life balance, we show we care about our staff health, both mental and physical; and through systematic training, we create the power to change the world.
As of the end of December 2020, Acer had 7,467 employees worldwide (note), including 6,956 full-time staff, of which 4,308 were male and 2,648 female; Contracted staff number 511, of which 383 are male and 128 female. This Company’s staff are spread across 40 countries/territories. Among these staff, in terms of job category, 1,405 were management staff, 2,329 specialist staff, 819 administrative staff, and 2,914 technical staff. 3,112 are working in the Taiwan region, 1,709 in EMEA, 1,576 in Asia Pacific, 582 people in the Pan-America region, and 488 in China. Their average age is 40.21, and their average length of employment with the Company is 8.72 years. In addition, temporary staff number 668, of which 507 are male and 161 female.
Note: Global staff figures are calculated with the total number of full-time staff and contracted staff together.
Share in all management positions, including junior, middle and senior management: 42.0%
Share in all management positions, including junior, middle and senior management: 7.2%
Share in all management positions, including junior, middle and senior management: 7.5%
Share in all management positions, including junior, middle and senior management : 1.6%
Share in all management positions, including junior, middle and senior management : 4.5%
Share in all management positions, including junior, middle and senior management : 1.9%
Acer attaches importance to human rights and gender equality among its workers. Female employees accounted for 37% of staff in 2020; female managers 30% of management; and female senior managers 25% of senior management.
23% of women in management positions in revenue-generating functions of all such managers (excluding support functions such as HR, IT, Legal, etc.)
Target in the year of 2020-2021:
Wherever we are in the world, Acer strives to adhere to labor laws when hiring staff. We insist on equal opportunity employment, hiring through an open selection process that does not discriminate on the basis of factors that have no bearing on work capability, including ethnicity, skin color, age, religious belief, nationality, ancestry, marital status, gender, sexual orientation, gender identity, military service, or political beliefs. With our focus on hiring the best people for the job, we have been able to assemble a diverse array of outstanding talent. We also provide competitive pay and benefits, humane management, and a robust path for promotion and career development.
By using data of Acer's Global Performance System, we may identify the skill gaps. With the gap analyses, we may pinpoint the training needs, do the strategic workforce planning, and determine recruitment needs.
In 2020, the global average percentage of staff who were new full-time hires (a total of 1,115 people) was 16.36%; this is more than in 2019, with the primary reason the decision to reach out to talent in a broader range of fields in response to the Company’s goal of diversity in new business development. In 2020, the global average percentage of full-time staff who left their jobs (a total of 1,051 people) was 15.43%, a reduction on 2019.
In 2020, Acer headquarters recruited a total of 442 people from various fields. In addition to the existing recruitment channels, we have renewed our employee recommendation method and sent EDM recommendations each month with an acceptance rate of nearly 20%, making this the most effective recruitment channel. We also added the Meet Jobs recruitment platform to our efforts, alongside social media work, building our brand as an employer and boosting recruitment numbers through LinkedIn. With regular posts to our Acer Career page (covering recruitment events, group/subsidiary introductions, branding videos, and more), our number of followers grew by 15% over 2019. In addition, we launched a Youtube channel to enable more people to learn about Acer through easy-to-follow video content. Other recruitment activities included livestreamed workplace seminars, a job expo, and three company visits. In 2020, 26% of all open vacancies were filled by internal staff.