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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Sexual harassment prevention course completion rate reached 99.8%, and new hires training completion rate was 100% in the year, with a 100% pass rate on post-course tests.
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Continued to promote workplace unconscious bias courses, with a completion rate of over 98% for global managers.
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Headquarters three employee resource groups held a total of seven large company-wide events, with nearly 2,000 participants. China offices established two employee resource groups, which held four annual events.
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Launched optimized family support benefits, which increased maternity leave to 12 weeks, adjusted paternity (and prenatal check-up) leave to 10 days, and raised the birth allowance to NT$10,000 per child, with adoption subsidies planned and provided.
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Maintained a female-to-male salary ratio for the same positions at 1:1.
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Implemented bilingual internal policy measures.
MediaTek is committed not to prevent gender discrimination against job applicants. In 2024, female employees constituted 18.3% of total employees of MediaTek and its global subsidiaries. Among them, 2,817 women worked in R&D and technical departments, representing 16.3% of total employees in these areas. This proportion aligns with the median percentage of female technical talent in semiconductor industry (10-19%) Note and demonstrates MediaTek's efforts to embrace diverse talent, create a female-friendly workplace, and actively retain and cultivate talent.
Note: Global Semiconductor Alliance (GSA) Women in the Semiconductor Industry 2023 Survey Report.
MediaTek has launched and established friendly workplaces globally. The Taiwan headquarters complies with the provisions of the Occupational Safety and Health Act, and thus requires all employees to attend training on prevention of workplace misconduct, which is included as part of the compulsory training for new hires. In 2024, the completion rate for new hires was 100%, and 99.8%Note for existing employees. Meanwhile, in accordance with the "Act of Gender Equality in Employment," "Regulations for Establishing Measures of Prevention, Correction, Complaint and Punishment of Sexual Harassment at Workplace," "Sexual Harassment Prevention Act," "Regulations of Sexual Harassment Prevention," and "Stalking and Harassment Prevention Act" the Company has established the "Sexual Harassment Complaint Handling Committee", sexual harassment prevention hotline and complaint mailbox to manage the issue therein.
Note: 11 employees did not complete the training within the statistical period due to offcial duties and long-term sick leave.
| Gender-inclusive workplace; women-to-men ratio: 2:8 | Committed to diversity and inclusion; Employees from 43 countries and regions |
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Building a supportive, inclusive workplace; 78% of employees agree that MediaTek is an inclusive workplace
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Promote workplace equity; Women-to-men pay ratio for the same role: 1:1 |
2014"Inclusiveness" incorporated into core values▼ |
2015Women in Tek (WIT) launched in China; rollouts to U.S., APAC, HQ▼ |
2016Launched Global Employee Survey▼ |
2021DEI included in Global Employee Survey; accelerated global strategic talent acquisition▼ |
2022Defined DEI metrics and ongoing tracking; expanded ERGs at HQ; launched global employee newsletter (incl. DEI)▼ |
2023HQ expanded ERGs; I‑Connect launched; Unconscious Bias training introduced▼ |
2024WIT and I‑Connect ERGs established at GCN |
"Innovation" is one of the core values of MediaTek, and the key to innovation comes from recruiting diverse talents and creating an inclusive workplace environment where employees can fully realize their potential and fulfill themselves. Through Employee Resource Groups (ERGs), we aimed to build communities to support employees while strengthening exchange from employees of diverse backgrounds.
Established at headquarters in 2023, Intergeneration Connect (I-Connect) is designed to create a platform for communication, collaboration and mutual learning between employees of different age groups. The establishment of I-Connect not only highlights our emphasis on generational diversity but also serves as a significant step toward promoting positive collaboration. As the community develops, we hope to raise employees' awareness of generational diversity and build stronger intergenerational connections within the Company.
In 2024, I-Connect officially launched a wide array of activities at headquarters to further deepen the intergenerational connections and create a more diverse and inclusive work culture.
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Women in Tek (WIT) is an ERG dedicated to female employees working at MediaTek. The aim of this ERG is to create a supportive learning community platform to help female employees boost self-confidence, unlock potential and proactively pursue career development. Building on the Allyship concept from our DEI 4A framework, MediaTek integrated the existing WIT's activities from its various GCN offices and established a dedicated WIT ERG specifically for GCN in 2024.
The "Global Family" community is built around three main pillars: Networking, Cultural Engagement, and Inclusive Workplace. It aims to help international employees to grow in MediaTek and establish a feedback channel between them and the Company in order to make the headquarters a friendly working environment for international talents.
- In 2024, 6 new international employees joined MediaTek headquarters, bringing the total to 113, with the majority being Malaysian and Indian employees.
- International employees organized cultural festivals and experience events, and invited the entire Company to participate. This not only allows them to celebrate with those who shared the same background as them, but also promotes the Company's diverse culture. In 2024, three cultural events were held, attracting over 400 participants.
- We organized social events in English to help connect international and local employees and expand their social circles through gatherings and language exchange.
MediaTek has implemented the values of Diversity, Equity, and Inclusion into its internal policies, and has proactively created a family-friendly workplace. We provide working parents with appropriate support in three major aspects:
We support employees' needs at different life stages and offer several benefits that exceed legal requirements, to serve as a strong backing for employees to care for their families. Employees can apply for a childbirth allowance three months after the baby's birth, while a MediaTek newborn baby hamper can be claimed after 32 weeks of pregnancy as early congratulations for welcoming a new life. The utilization of family care benefits in 2024 is as follows:
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Wedding Gift Recipients: NT$10,000, with 389 gifts issued in 2024.
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Childbirth Subsidy Recipients: NT$10,000 per child, with 419 applicants in 2024, issuing 430 gifts (including some for multiple births).
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We provide "MediaTek Newborn Baby Hamper" to celebrate employees' new family members. In 2024, over 1,000 MediaTek babies were born and received their gifts globally. A total of 434 gifts were distributed in Taiwan.
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We partnered with 27 contracted daycare centers and kindergartens, in addition to operating corporate run preschool to support employees' childcare needs.
Within one year postpartum, the Wellness Center team continues to track employees' physical and mental health and provides comprehensive healthcare to ensure employees maintain good health upon returning to work.
The Wellness Center monitors the list of mothers under maternity health protection. Employees on the list are evaluated by doctors in terms of hazard assessment, hierarchical management, health protection and other adaptability assessment or recommendations.
In 2024, 99 mothers received maternity health services, and 63 clinical interviews were conducted. In addition to continuous healthcare from the Wellness Center, we have designated family-friendly parking spaces in each building exclusively for pregnant employees.
These spaces are located near building or elevator entrances, ensuring easy access and reducing walking distances during commutes for pregnant employees, thereby lowering physical burden, and ensuring that pregnant employees enjoy a safer, more convenient environment at work. This further demonstrates the Company's attention to and care for maternal health.
Every office building is equipped with standard nursing (lactation) rooms, totaling 39 rooms, which can simultaneously accommodate at least 41 employees. In 2024, we received the "Friendly Breastfeeding Room Certification Excellent Award", and our facilities exceed regulatory standards by providing breast milk refrigerators, various health education materials, water dispensers, and bottle sterilizers, allowing employees to breastfeed with greater peace of mind.
Beyond clearly stipulating in our "Work Rules," in accordance with the Labor Standards Act, that "the Company shall not terminate labor contracts during an employee's maternity leave," MediaTek supports employees and their families through different life stages.
Effective 2024, we provide female employees with 12 weeks (84 days) of maternity leave before and after childbirth. Male employees are eligible for ten days of fully paid paternity (and prenatal check-up) leave, which can be used to accompany their spouse for prenatal check-ups during pregnancy or within 15 days before or after childbirth (or miscarriage).
Application Rate for Unpaid Parental Leave, Reinstatement Rate and Retention Rate in Taiwan for 2024:
