| Category | 2015 | 2016 | 2017 | |
|---|---|---|---|---|
| Total No. of Employees | 4,780 | 4,771 | 4,879 | |
| No. of Employees by Business Area | Production | 250 | 249 | 264 |
| Sales | 3,331 | 3,358 | 3,397 | |
| R&D | 368 | 358 | 361 | |
| Clerical work | 805 | 779 | 830 | |
| Others | 26 | 27 | 27 | |
| No. of Employees by Employment Type | Regular | 3,936 | 3,920 | 4,007 |
| Temporary | 844 | 851 | 872 | |
| No. of Gender | Male | 1,572 (32.9%) |
1,588 (33.3%) |
1,685 (34.5%) |
| Female | 3,208 (67.1%) |
3,183 (66.7%) |
3,194 (65.5%) |
|
| No. of minority group* | Foreigner | - | 6 | 5 |
| Disabled | - | 44 | 51 | |
| Category | 2015 | 2016 | 2017 | |
|---|---|---|---|---|
| Total No. of Employees | 1,292 | 1,631 | 1,885 | |
| No. of Employees by Employment Type | Overseas dispatch | 15 | 13 | 15 |
| Local recruitment | 1,277 | 1,618 | 1,870 | |
Coway is an equal opportunity provider and does not discriminate based on age or gender. In 2017 we establishd a global CSR Guide containing human rights, labor, environment and overall safety principles and in 2017 there were no violations related to child and forced labor
| Category | Gender | 2015 | 2016 | 2017 |
|---|---|---|---|---|
| Executive over 50 years of age | Male | 11 | 11 | 15 |
| Female | 1 | 1 | 0 | |
| Employee over 50 years of age | Male | 38 | 37 | 78 |
| Female | 508 | 849 | 849 | |
| Executive aged 30-50 | Male | 12 | 14 | 11 |
| Female | 2 | 1 | 1 | |
| Employee aged 30-50 | Male | 1,465 | 1,462 | 1,489 |
| Female | 2,448 | 2,352 | 2,107 | |
| Employee under 30 years of age | Male | 69 | 64 | 92 |
| Female | 252 | 248 | 237 |
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.
| Category | 2015 | 2016 | 2017 |
|---|---|---|---|
| No. of New Employees | 643 | 668 | 683 |
| Rate of New Recruitment(%) | 13.4 | 14.0 | 14.1 |
| No. of Retirees | 628 | 677 | 574 |
| Turnover Rate(%) | 13.1 | 14.1 | 11.8 |
| Average year of service | 6.5 | 6.8 | 7.2 |
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 | 2015 | 2016 | 2017 |
|---|---|---|---|
| Basic annual salary for a new male employee | 38,000,000 | 38,000,000 | 38,000,000 |
| Basic annual salary for a new female employee | 38,000,000 | 38,000,000 | 38,000,000 |
| Category | 2015 | 2016 | 2017 |
|---|---|---|---|
| Legal Minimum Wage(monthly, KRW 10,000) | 108.8 | 116.6 | 126.0 |
| New Employee Wages(monthly, KRW 10,000) | 307.5 | 316.7 | 316.7 |
| Rate (%) | 282 | 272 | 251 |
| Category | 2015 | 2016 | 2017 |
|---|---|---|---|
| Employees using parental leave | 117 | 129 | 115 |
| Return to work after parental leave | 78 | 95 | 97 |
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. In 2017, through 5 meetings of the Labor-Management Council we held discussions on 9 Agendas, including evaluation committee operations and promotion, annual salary adjustment, incentive payment, system improvement in corporate culture and education.
| Category | 2015 | 2016 | 2017 |
|---|---|---|---|
| No. of Council Meetings | 7 | 5 | 5 |
| No. of Agenda Issues Discussed | 10 | 8 | 9 |
| No. of Agenda Issues | 10 | 8 | 9 |
| Category | 2015 | 2016 | 2017 |
|---|---|---|---|
| Operation of the Grievance Counseling Program | 51 | 28 | 52 |
| No. of Grievances Handled Handling Rate | 51 | 28 | 52 |
| Handling Rate(%) | 100 | 100 | 100 |
| Major Grievances | HR, Sales, Job, Private Matters | ||
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
| Category | Certification Status |
|---|---|
| Yugu / Incheon Plant |
OSHAS 18001 KOSHAS 18001 |
| Category | Unit | 2015 | 2016 | 2017 |
|---|---|---|---|---|
| No. of Industrial Accident | Case | 0 | 0 | 0 |
| LTIFR (Lost-Time Injuries Frequency Rate) |
n/million hours worked | 0 | 0 | 0 |
| percentage of: employees |
100 | 100 | 100 |
| Category | 2015 | 2016 | 2017 | |
|---|---|---|---|---|
| Anti-corruption Training(Ethics Management, Proper Business Practices) | 40 | 55 | 49 | |
| Analysis of Corruption Risks | Measures against Corruption Cases | 7 | 7 | 7 |
| No. of inspected business sites | Suspension with pay and other measures | 54 | 40 | 46 |
| Category | 2015 | 2016 | 2017 |
|---|---|---|---|
| No. of Volunteer Groups | 1,449 | 1,412 | 1,482 |
| Volunteer Hours per Employee | 24.3 | 20.0 | 24.0 |
| Social Contribution Costs & Donations(unit: KRW 100 million) | 15.17 | 6.3 | 10.5 |
| Category | 2015 | 2016 | 2017 |
|---|---|---|---|
| Total contributions and other spending | - | 11,450,000 | 19,450,000 |
| Name of organization | Type of organization | Total amount paid in FY 2017 |
|---|---|---|
| KOREA ELECTRONICS ASSOCIATION | Trade association | 6,540,000 |
| KOREA FAIR COMPETITION FEDERATION | Trade association | 5,000,000 |
| THE ORGANIZATION OF CONSUMER AFFAIRS PROFESSIONALS | Trade association | 3,000,000 |
