Novatek is committed to fostering a diverse and inclusive work environment and actively cultivates global operational talent. The Company welcomes international professionals from various cultural backgrounds, experiences, and expertise to join its workforce.

In 2025, Novatek participated in the Hsinchu session of the Career Training & Job Matching Events for International Master’s & PhD Students, organized by Industrial Technology Research Institute and National Tsing Hua University. During the event, the Company conducted one-on-one interviews with numerous highly qualified international candidates. In terms of overseas recruitment, Novatek has long established talent engagement efforts across Asia, including Mainland China, Japan, and Hong Kong. In recent years, to support its expanding business operations in Europe and North America, the Company has also established a subsidiary in the United States and continues to recruit outstanding overseas employees, further strengthening its global footprint.

• Encouraging and promoting female employment：
  Adhering to the Novatek Human Rights Policy, Novatek abides by local laws and regulations and prohibits all discriminatory behaviors based on gender in hiring and employment process. Owing to the characteristics of the technology industry and the fact that most of the talents are in the field of electronics, electrical engineering, computer science and information engineering, Novatek’s employees are mainly male. In 2025, the number of female employees was 18.90%, which is higher than the average percentage of female graduates (14.99%) in the Departments of Electronics, Electronic Engineering, Computer Science and Information Engineering in Taiwan (statistics on the number of graduates from the Information Disclosure Platform for universities and colleges).
• Salary based on gender equality：
  Novatek’s employee compensation system is designed on the basis of job category and job performance, and there is no difference in treatment due to gender and work location. Therefore, in terms of starting salary for inexperienced employees, the same standards are applied to employees of both sexes in all job categories. Afterwards, salary adjustments will be carried out based on work performance and years of work experience.
• Equal and diverse education and training：
  According to Novatek's "Education and Training Regulations," a series of professional training courses based on the competencies were planned to not only enrich employees' professional knowledge and skills but also to achieve the goals and tasks assigned by the Company. This also helped employees to explore and develop themselves, accept challenges, strengthen their professional skills, and enhance their competitiveness.
• Comprehensive performance management and promotion system on gender equality：
  Novatek has formulated the “Regulations for Performance Management and Development”, “Regulations for Occupation Level, Position and Title”, and the “Regulations for Promotion”. To review the status of employee development within the Company, as well las their performance and achievements at work, Novatek implements an employee performance management system. Every employee is required to participate in performance evaluation for the current year, regardless of their gender, age, and job category.
  
  Based on employees’ performance, achievements and years of experience, submissions can be made by department heads. After they have received the approval of the President, promotions are made.
• Prevention of workplace violence and sexual harassment：
  To avoid and prevent workplace violence and sexual harassment, Novatek has formulated the “Workplace Violence and Sexual Harassment Prevention and Handling Regulations” to explain relevant prevention measures, allowing the employees to understand the importance of respecting human rights, implementing gender equality, and emphasizing respect for differences and tolerance multiculturalism to provide a working environment without discrimination (including the discrimination of race, color, age, religion, nationality, ancestry, disability status, medical status, marital status, gender, sexual orientation, gender identity, military service status, or political stance) and harassment.

Novatek's Human Resources Department conducted an Employee Sustainable Engagement Survey in 2025. The survey invited full-time employees who had been employed for at least three months as of June 15, 2025, covering a total of 3,717 employees across Taiwan and overseas subsidiaries. With an overall response rate of 89%, the results reflect the opinions and sentiments of most employees.

The survey was structured around the core themes of Purpose, Work, People, and Total Rewards, and examined 12 sub themes in depth. Overall results show that in the areas of Inspiring, Voice, and Growth, we performed above the High Technology Norm, indicating that employees recognize the company’s provision of clear career development paths and ample training resources. Conversely, there remains room for continued improvement and strengthening in the areas of Drive, Trust, Collaboration, and Wellbeing. The Sustainable Engagement score for this survey was 74%. In this context, engagement refers to whether employees are focused and involved in their work (Engaged), receive the support needed to complete their tasks (Enabled), and can maintain their energy (Energized).

Based on the overall survey results, the company will adopt the theme “Make Voices Heard, Make Actions Visible” and implement prioritized measures to address key improvement areas: foster an open communication culture and continue to provide diverse feedback channels; expand the deployment of AI solutions to streamline workflows and enhance efficiency, and strengthen cross departmental collaboration to co create change; and continue to establish a healthier, systematically supported work environment to materially improve employee satisfaction and well being.