Distribution of Gender by Work Levels
MediaTek acknowledges that the technology industry and employment market factors have resulted in a higher number of male employees. However, we are committed to recruiting exceptional female talents for management and R&D positions.-
Promote sexual harassment prevention courses through diverse channels to ensure high completion rates.
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Continuously offer unconscious bias training in the workplace, expanded from managers to all employees.
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Top-down support of female tech talent through the MediaTek Foundation and ensure fairness in recruitment and internal development opportunities for them.
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Strengthen the planning and actions of headquarters’ employee resource groups and extend their efforts to all global offices.
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Create a diverse and inclusive workplace and ensure that the proportions of female new hires/engineering researchers/total employees and managers meet industry averages.
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Continuously promote a diverse, equitable, and inclusive workplace through various channels and related initiatives.
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Continuously improve gender balance in the workplace while creating an environment where diverse employees feel comfortable and accepted.
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GHR Cross-functional Taskforce Team
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Employee resource groups: I-Connect (intergenerational employee community), Global Family (foreign migrant employee community), and Women in Tek (female growth community)
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Diversity, equity, and inclusion (DEI) related courses
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Employee resource Group activities
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DEI Corner webpage and physical DEI awareness-raising wall
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Emails and internal employee newsletters
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Completion rates for sexual harassment prevention and workplace unconscious bias courses
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Employee participation rates in employee resource group activities
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Scores on relevant questions in global employee opinion surveys
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Achieved a 100% completion rate for Sexual Harassment Prevention Training, with 100% completion among new hires, a 100% pass rate on post-training assessments, and a 100% overall training completion rate.
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Continued to promote Unconscious Bias Training, with more than 90% of global people managers completing the program. Customized in-person workshops are organized for different employee groups, including both managers and individual contributors.
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Organized activities for intergenerational employees, expatriate employees, and women’s development communities, attracting nearly 2,000 participant attendances. MediaTek and its global subsidiaries have a female representation of approximately 16.3% in R&D/technical functions, which falls within the median range of 15–19% for female technical talent among companies in the global semiconductor industry
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Since 2024, enhanced family support benefits have been implemented, including 12 weeks of maternity leave for female employees, 10 days of paternity leave and prenatal examination leave, and increased childbirth subsidies (NT$10,000 per child). In 2025, these benefits supported 90 female employees, 380 male employees, and 362 newborns.
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Maintained a female-to-male regular pay ratio of 1:1 for employees performing the same job.
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Implemented bilingualization measures for internal policies.
MediaTek embraces a diverse and inclusive talent strategy, complies with applicable laws and regulations in all locations where it operates, and supports the principles and values set forth in internationally recognized human rights conventions, including the Universal Declaration of Human Rights. The Company is committed to treating all employees with dignity and respect and to preventing any form of human rights infringement or violation. For details regarding MediaTek’s Human Rights Policy and human rights management practices, please refer to Section
MediaTek is committed to creating a workplace that is supportive and equitable for women employees. Starting salaries for new hires are determined based on objective factors, including job requirements, educational background, relevant work experience, market compensation levels, and internal pay alignment for employees in comparable positions. Starting salaries for all positions exceed the statutory minimum wage requirements. The Company ensures that compensation is not affected by gender, race, age, religion, sexual orientation, or marital status. In 2025, the female-to-male salary and total compensation ratio for employees performing the same job remained at 1:1.
In 2025, women represented approximately 18.4% of MediaTek’s global workforce. Within R&D and technical functions, there were 2,893 female employees, accounting for approximately 16.3% of employees in R&D and technical roles. This is in line with the global median range of 15–19% for female technical talent in semiconductor companies, as reported by industry benchmarks, demonstrating MediaTek’s commitment to attracting and retaining diverse talent, fostering a women-friendly workplace, and supporting the development of female professionals.
Note: Reference source: Women in the Semiconductor Industry 2024 Survey Report published by the Global Semiconductor Alliance (GSA).
MediaTek continues to promote and practice a friendly and inclusive workplace environment. In Taiwan, in accordance with occupational safety and health regulations, all employees are required to complete workplace violence prevention training, which is also a mandatory component of onboarding programs for new hires. In 2025, the completion rate reached 100% for both new employees and existing employees. In addition, MediaTek has established the Measures for Prevention, Complaint Handling and Disciplinary Action of Sexual Harassment in accordance with relevant regulations, including the Gender Equality in Employment Act, Standards for Establishing Measures for Prevention, Complaint Handling and Disciplinary Action of Sexual Harassment in the Workplace, Sexual Harassment Prevention Act, Sexual Harassment Prevention Regulations, and Stalking and Harassment Prevention Act. The Company has also established a Sexual Harassment Incident Review Committee, a dedicated sexual harassment hotline, and a complaint mailbox to address related matters.
MediaTek has established a human rights due diligence process based on the Responsible Business Alliance Code of Conduct and key risk considerations across the semiconductor value chain. A human rights risk inventory has been developed as the basis for human rights risk assessments.
The Company regularly assesses potential human rights risks across its operations and value chain. Based on the assessment results, MediaTek develops mitigation and remediation measures and periodically monitors implementation progress.
The scope of the human rights due diligence assessment covered Taiwan headquarters employees, dispatched and outsourced personnel, and Taiwan headquarters suppliers, including wafer suppliers, outsourced assembly and testing service providers, Software IP/EDA suppliers, memory suppliers, and general procurement suppliers. The assessment covered the following topics: healthy and safe working environment, discrimination and inequality, unequal pay for equal work, workplace harassment and sexual harassment, forced labor, wages and benefits, working hours and work-life balance, employment conditions, freedom of association and collective bargaining, human trafficking, privacy rights, and child labor and young workers.
Taiwan Headquarters Employees
| Salient Human Rights Issues |
Mitigation Measures |
| Working Hours and Work-Life Balance |
MediaTek continues to elevate working hour and workload management from administrative management to health risk management in order to prevent excessive working hours and fatigue-related risks, while enhancing employees’ flexibility in managing their time and reducing commuting-related risks. Measures include, but are not limited to, the following: Policies and Measures
Early-warning Mechanism
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| Workplace Harassment and Sexual Harassment |
Policies and Measures
Training and Education
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| Healthy and Safe Working Environment |
MediaTek has implemented and obtained certification for the ISO 45001 Occupational Health and Safety Management System, applying a systematic governance framework that emphasizes prevention and continuous improvement to ensure employees can perform their work in a healthy, safe, and supportive environment. Physical Health and Workplace Safety (For 2025 results, please refer to Section 3.5.1 Occupational Health and Safety Management.)
Health Promotion and Medical Care (For 2025 results, please refer to Section 3.5.2 Holistic Healthy Workplace.) Policies and Measures
Training and Education
Mental Health and Stress Prevention Policies and Measures
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Supplier
| Salient Human Rights Issues |
Mitigation Measures |
| Working hours and work-life balance | Require all suppliers to sign the “Supplier Code of Conduct.” 100% supplier signing was achieved in 2025. For details on the dimensions of the Supplier Code of Conduct, please refer to Section 5.1.1 Supplier Code of Conduct |
| Workplace harassment and sexual harrasment | Execute new and annual supplier sustainability risk assessments and evaluations, as detailed in Section 5.1.3 New and Annual Supplier Sustainability Risk Assessment Standards |
| Supplier employment conditions | Continue promoting suppliers to complete RBA SAQ self assessments or VAP on-site audits, with increasing numbers of completions each year. In 2025, 100% of key suppliers obtained RBA SAQ self-assessments or VAP on-site audits |
Taiwan Headquarters Employees
| Salient Human Rights Issues |
Remediation Measures |
| Working Hours and Work-Life Balance |
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| Workplace Harassment and Sexual Harassment |
In the event of suspected inappropriate conduct, MediaTek immediately activates its response mechanism:
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| Supplier employment conditions |
MediaTek has established a remediation framework covering incident reporting and response, incident investigation and corrective and preventive actions, medical care and return-to-work support, psychological support and grievance mechanisms, as well as risk reassessment and system improvement. The framework aims to minimize the escalation of harm and secondary risks while continuously improving overall management effectiveness. |
Supplier
| Salient Human Rights Issues |
Remedial Measures |
| Working Hours and Work-Life Balance |
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| Workplace Harassment and Sexual Harassment |
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| Supplier employment conditions |
Innovation is one of MediaTek’s core values, and the key to innovation lies in embracing diverse talent and cultivating an inclusive and psychologically safe workplace where employees can fully realize their potential and achieve self fulfillment. Through Employee Resource Groups (ERGs), MediaTek creates supportive communities that encourage dialogue among diverse employee groups and strengthen employees’ sense of belonging.
The I-Connect (Intergeneration Connect) Employee Community was established to provide a platform for communication and learning among employees of different generations. The creation of I-Connect reflects MediaTek’s commitment to generational diversity and serves as an important initiative for promoting positive collaboration and innovation. As the community continues to evolve, MediaTek hopes to further enhance employees’ awareness of generational diversity and foster stronger intergenerational connections throughout the organization.
In 2025, I-Connect continued to promote awareness of generational diversity through the themes of “Exchanging Perspectives” and “Building Connections.” Following highly positive feedback from managers and employees, the community once again launched the “Cross Generation Detective Adventure” Escape Room Challenge 2.0 in January 2025. More than 300 employees from different generations formed teams applied to participate, achieving a satisfaction score of 4.7 out of 5.
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A key feature of the challenge was that each team was required to include employees from the Baby Boomer, Generation X, Generation Y, and Generation Z generations.
Through extensive discussions and by leveraging the experiences and strengths of different generations, participants worked together to solve customized puzzles and challenges designed by 1-Connect.
The program aimed to reinforce the belief that success is achieved through collaboration while encouraging employees to build cross-generational relationships and deepen their understanding of different generations' knowledge and capabilities, supporting MediaTek's continued journey toward diversity and inclusion.
Employee feedback included:
"Each generation understands different things, which helped us solve the puzzles."
"Different generations approach problems differently, which was helpful."
"When you cannot solve a problem, someone from another generation might be able to. We can apply teamwork more effectively to accomplish our work goals"
Women in Tek (WIT) is MediaTek’s Employee Resource Group (ERG) for women. Led by employees from diverse organizations and professional backgrounds, WIT is an inclusive community that supports women’s growth, promotes diverse dialogue, and empowers one another. Embodying the spirit of “Allyship” within MediaTek’s DEI 4A Framework, WIT provides ongoing engagement platforms and themed activities that help women employees strengthen self-awareness, broaden career perspectives, and navigate both their professional and personal journeys with confidence.
In addition to supporting individual development, WIT continues to extend its impact to broader social initiatives.
In 2025, WIT continued its annual volunteer program under the theme "One Handmade Gift, One Heartfelt Contribution." More than 100 employees from Taiwan headquarters participated in hands-on charity activities in collaboration with nonprofit organizations. Completed handcrafted items were donated for charity fundraising activities, providing tangible support to women-focused nonprofit organizations and transforming employee participation into meaningful social impact.
Through three consecutive years of initiatives, WIT has gradually established a women-focused social impact model centered on employee participation while integrating social responsibility and sustainability values, continuing to expand its positive contribution to society.
Guided by the three pillars of Networking, Cultural Engagement, and an Inclusive Workplace, the Global Family Employee Resource Group (ERG) actively supports international employees in their growth and development at MediaTek. The community also serves as a feedback channel between employees and the Company, helping to foster a workplace environment that is welcoming and supportive of global talent at MediaTek headquarters.
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MediaTek Taiwan headquarters is home to approximately 120 international employees, with employees from Malaysia and India representing the two largest groups.
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The Global Family ERG encourages and supports international employees in organizing cultural celebrations and cultural experience events, while inviting all employees across the Company to participate and appreciate the diverse cultures represented within MediaTek. In 2025, the ERG organized three cultural events and one Taiwan tax seminar for international employees. The seminar helped international employees better understand local tax regulations and reduce challenges associated with adapting to life in Taiwan. Collectively, these activities attracted nearly 450 participations during the year.
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International employees also continued to participate in various corporate volunteer activities, putting MediaTek’s commitment to social responsibility into practice while strengthening their overall sense of belonging. Through networking events and language exchange activities, Global Family ERG also helps build connections between international and local employees and broaden their social networks.
Among MediaTek's international workforce at headquarters, employees from India represent one of the two largest international employee groups. As a result, Diwali, the Festival of Lights, has become one of the Company's signature events for promoting cross-cultural engagement.
In 2025, the Global Family ERG joined employees from various countries to integrate Diwali and International Day into a single celebration for the first time, creating a unique multicultural and inclusive event at MediaTek.
The event centered on interactive games and international culinary experiences. Employees from diverse nationalities gathered together to participate in carefully designed cultural quizzes, friendly competitions, and food-sharing activities while experiencing cultures from India, Malaysia, Europe the United States, and other regions around the world.
The Diwali x International Day celebration demonstrated MediaTek's commitment to an inclusive workplace that embraces diverse talent. It strengthened connections and mutual understanding among employees from different countries and backgrounds, enabling every employee to find a sense of belonging within the workplace.
