Sustainability
Employees are the most important foundation of corporate growth. To promote positive labor-management relations, MetaAge actively fosters a fair, healthy, and diverse workplace. In 2025, MetaAge had a total of 655 employees, including 327 male employees and 328 female employees, compared with 662 employees in 2024. Full-time employees accounted for 98.3% of the workforce, with a 1:1 gender ratio. (Employee figures are based on the number of employees as of December 31 of the respective year.)
MetaAge believes that a diverse workforce can strengthen corporate innovation and bring the value of equality into the workplace, creating a positive cycle. Accordingly, when viewed from the perspectives of employment type, geographic location, age, and job level, the Company’s workforce demonstrates an equal and balanced structure.
MetaAge (including Global Intelligence Network, MetaGuru Digital, and Epic Cloud) provides accessible employment opportunities and places strong emphasis on gender equality. Women are represented at both senior and middle management levels, with women accounting for 49.02% of senior management positions at MetaAge. 100% of senior management positions are held by local employees (i.e., Taiwan). In terms of educational background, university graduates constitute the largest proportion of employees, followed by master’s degree holders, with employees at the doctoral level also represented.
MetaAge is committed to maintaining a diverse and inclusive workplace and providing appropriate employment opportunities for disadvantaged groups* and foreign nationals. In 2025, the Company employed a total of seven foreign employees, including four full-time employees and three interns. Among interns, foreign nationals accounted for 27.27% of the total number of interns, with the remainder being Taiwanese nationals.
In 2025, employees from disadvantaged groups accounted for 2.14% of the Company’s workforce, continuing to increase from 1.96% in 2024. The number of employees with disabilities exceeded the statutory employment requirement, significantly exceeding the legally mandated 1% employment standard. This demonstrates the Company’s commitment to safeguarding the employment and living rights of disadvantaged groups and continuously fostering a friendly and inclusive employment environment.
To respond to the rapid growth of the industry and proactively strengthen our talent competitiveness, MetaAge does not use age or gender as criteria in its recruitment decisions. Upholding the principle of fairness, we actively recruit professionals with expertise in areas including business management, business development, and engineering and technical services.
In 2025, a total of 129 new employees were hired, including 49 men (37.98%) and 80 women (62.02%). The overall new hire rate was 19.69%, slightly lower than the 23.11% recorded in 2024, reflecting a more stable and prudent approach to workforce planning.
Since joining our parent company, Qisda Corporation, in 2019, we have provided more diverse talent development programs, as well as comprehensive employee benefits and activities, continuing to attract promising talent in the market to join MetaAge.
MetaAge provides parental leave, maternity leave, and paternity leave to help employees balance work and family responsibilities. MetaAge has also established a comprehensive return-to-work system, including arrangements during periods of unpaid leave and career support upon return.
In 2025, a total of five employees applied for parental leave. Three employees were expected to return to work during the year, of whom one actually returned. Since 2021, the return-to-work rate has reached 100% in every year except 2023, when one employee did not return to work.
In 2025, some employees chose to adjust their career plans after taking parental leave. This reflects that MetaAge’s parental leave system not only supports employees in returning to work but also respects their diverse choices during different stages of family and life, demonstrating MetaAge’s people-oriented and family-friendly workplace culture.
In order to encourage more women to participate in the AI/technology field, MetaAge sponsored the WAI 2023 hackathon with 20,000 NTD and participated in the online lecture held by WAI Taiwan. Through interaction, attract more high-quality female talents to join the company. Enterprise personnel served as lecturers to share topics related to AI job hunting, and promote MetaAge-related employment opportunities and corporate advantages.
It also provides AI tool software courses to add more digital talents, thereby reducing recruitment costs and expanding the talent database.
