Employment Indicators
Business Sites and No. of Employees
| Category |
2013 |
2014 |
2015 |
| Domestic |
Total No. of Employees |
|
4,776 |
4,768 |
4,780 |
| No. of Employees by Business Area |
Production |
257 |
249 |
250 |
| Sales |
3,232 |
3,344 |
3,331 |
| R&D |
364 |
354 |
368 |
| Clerical |
895 |
796 |
805 |
| Others |
28 |
25 |
26 |
| No. of Employees by Employment Type |
Regular |
3,738 |
3,898 |
3,936 |
| Temporary |
1,038 |
870 |
844 |
| Overseas |
Total No. of Employees |
|
770 |
991 |
1,292 |
| No. of Employees by Employment Type |
Overseas postings |
38 |
17 |
15 |
| Local recruitment |
732 |
974 |
1,277 |
New Employment, Turnover, and Average year of service
Coway is fulfilling its social responsibility through creating employment for vulnerable groups such as people with disabilities, as well as to recruit excellent human resources to maintain its leading position in the market and strengthen the company's competitiveness. A monthly average of 46 disabled workers served in 2015.
| Category |
2013 |
2014 |
2015 |
| No. of New Employees |
628 |
645 |
643 |
| Rate of New Recruitment(%) |
13.5 |
16.5 |
13.4 |
| No. of Retirees |
687 |
655 |
628 |
| Turnover Rate(%) |
14.2 |
13.6 |
13.1 |
| Average year of service |
5.6 |
6.0 |
6.5 |
Diversity Indicators
Employees by Gender and Age
Coway is an equal opportunity provider and does not discriminate based on age or gender. In 2015 there were no violations related to child and forced labor, and in 2016 we plan to establish a global CSR Guide containing human rights, labor, environment and overall safety principles.
| Category (Unit:Persons) |
|
2013 |
2014 |
2015 |
| Executives by Age and Gender |
Aged 30-50 |
Male |
11 |
14 |
12 |
| Female |
2 |
2 |
2 |
| Over 50 years of age |
Male |
12 |
11 |
11 |
| Female |
- |
- |
1 |
| Employees by Age and Gender |
Under 30 years of age |
Male |
43 |
74 |
69 |
| Female |
248 |
295 |
252 |
| Aged 30-50 |
Male |
1,398 |
1,421 |
1,465 |
| Female |
2,394 |
2,374 |
2,448 |
| Over 50 years of age |
Male |
34 |
42 |
38 |
| Female |
629 |
562 |
508 |
Basic Remuneration Comparison between Men and Women
Coway does not adopt different remuneration policies for male and female employees, but pays the same salaries to both from the time they begin working at the company.
| Category (Unit : KRW) |
2013 |
2014 |
2015 |
| New Employees |
Basic annual salary for a new male employee |
35,764,144 |
36,908,592 |
38,000,000 |
| Basic annual salary for a new female employee |
35,764,144 |
36,908,592 |
38,000,000 |
Safety & Health Related Indicators
Safety & Health Related Certification
With a high portion of clerical and sales employees, Coway tends to have a lower
industrial accident rate compared to other manufacturing industry companies.
However, at business sites which have a higher potential for safety accidents, such as Coway’s Yugu and Incheon plants as well as its R&D Center, Coway operates an Industrial Safety and Health Committee for each business site to respond to potential risks. At the same time, it
upholds rigid safety management standards by meeting the very highest re
quirements for renowned safety and health management system certificates. In
2015, Coway had no industrial accident case.
| Category |
Notes |
| Safety & Health Certification |
Yugu Plant |
- OSHAS 18001: 2007(2011.07.14~2014.07.13)
- KOSHAS 18001
|
| Incheon Plant |
|
Indicators Related to Handling Employee Grievances
Operation of the Labor-Management Council
Coway discusses its major decisions and changes it implements regarding corporate management through regular meetings of the Labor-Management Council. If significant operational changes occur, we transparently share them in advance, and in 2015, a total of seven Labor-Management Council were held to discuss 10 agenda including operation of evaluation committee, determination of promotion and annual salary, payment of year-end incentives, system improvement of corporate culture and training etc.
| Category |
2013 |
2014 |
2015 |
| No. of Council Meetings |
4 |
5 |
7 |
| No. of Agenda Issues Discussed |
11 |
9 |
10 |
| No. of Agenda Issues Resolved |
11 |
9 |
10 |
Operation of the Grievance Counseling Program
| Category |
2013 |
2014 |
2015 |
| No. of Grievances Submitted |
35 |
61 |
51 |
| No. of Grievances Handled |
35 |
61 |
51 |
| Handling Rate |
100 |
100 |
100 |
| Major Grievances |
HR, Sales, Job, Private Matters |
Anti-corruption Related Indicators
Anti-corruption Training
| Category |
2013 |
2014 |
2015 |
| Anti-corruption Training (Ethics Management, Proper Business Practices) |
57 |
87 |
40 |
Corruption-related Monitoring and Responses
| Category |
2013 |
2014 |
2015 |
| Analysis of Corruption Risks |
Measures against Corruption Cases |
7 |
7 |
7 |
| No. of inspected business sites |
Suspension with pay and other measures |
58 |
50 |
54 |
Indicators Related to Social Contribution
Social Contribution and Volunteer Activities
On top of company-wide social contribution programs which reflect Coway’s
business scope, Coway also works hard to create tangible social value for every
body.
For example, the company encourages employees to volunteer at least 16
hours a year.
| Category |
2013 |
2014 |
2015 |
| No. of Volunteer Groups |
1,396 |
1,495 |
1,449 |
| Volunteer Hours per Employee |
24.4 |
20.0 |
24.3 |
Social Contribution Costs & Donations
(unit: KRW 100 million) |
5.6 |
13.4 |
15.17 |
