Social Inclusion

Harmonious labor-management relations are a crucial foundation for sustainable business operations. The Company consistently upholds the principle of equal treatment for employees and safeguards their labor rights. At all our global locations, we follow local regulations regarding freedom of association and collective agreements. Suggestions and feedback provided by employees through various channels are valued and addressed. For individual labor-management relations, caring interviews, labor-management meeting, and employee welfare meetings are conducted to communicate, interact, and seek consensus with employees. In terms of collective labor-management relations, communication meetings are held with the labor union on a regular basis, where the demands and suggestions of each union are heard and responded, ensuring a balance between employees' rights and the smooth operation of the Company, thus creating a win-win situation.

At present, the collective agreements that EVA Air has signed with three unions continue to have effect. These agreements cover approximately 40.1% of EVA Air’s workforce (number of union employees with signed collective agreements & agreements/number of domestic ground staff and flight & cabin crew). Non-union employees are treated equally in terms of salary, benefits, and management.

EVA Air’s attitude of care for our employees has never changed, and employee salaries/benefits have continued to rise in recent years. In the future, to comply with the principles of corporate sustainability, reasonability, and feasibility, we will continue to increase employee salary and benefits. Aiming for an atmosphere of labor-management harmony, we will work together to provide travelers with the safest, most outstanding aviation service possible.

EVA Air conducts Organizational Climate Survey once every two years. In 2024, we commissioned external expert consultants to conduct an anonymous survey of our workplace climate. We sought to understand our employees’ feelings of commitment and identification with the workplace on nine dimensions, namely their job expectation, contribution, sense of belonging, growth, cognition, emotion, action, job competency and job satisfaction. The survey also touched on our engagement, employee net promoter score (eNPS), stress management, job happiness, job purpose, job experience and feelings of trust. A total of 7,403 employees around the world participated in the questionnaire survey, and the response rate was 67.2%. This was a higher rate than in the previous survey (51.2%), and exceeds our 2024 target of 60%.

The survey findings show that 81.85% of employees consider themselves able to collaborate seamlessly with their coworkers, and able to gain affirmation from them. Furthermore, the target of engagement rate is also set at 70%. The results of this survey will serve as an important reference for the internal improvement of the organization. We have also created a Supervisor Zone, which brings resources, support, and training information that supervisors need every day together in one place. This will strengthen supervisors’ awareness of employees’ emotions and opinions. We have also formulated the Employee Counseling Guidelines to strengthen daily counseling and support mechanisms for underperforming employees. We continue to offer competency training programs for supervisors, with 2024 trainings centered around leadership and adaptability to change. Additionally, we have revised the promotion criteria for non-managerial ground staff. This will reduce the length of service for promotion and include merit-based promotion, thus enhancing employee career satisfaction. In the future, EVA Air will conduct a questionnaire survey to keep updated on the opinions and needs of our employees, and to create an attractive workplace and become the best employer.