Management Approach：
Bora Group is dedicated to becoming a world-leading pharmaceutical service organization, guided by its core values of “People-Centeredness and Respect for Professionalism.” The company provides a platform where top talent can thrive in roles best suited to their abilities, while fostering employee development and workplace diversity and inclusion. Committed to innovation and shared prosperity, Bora strives to create a win-win-win scenario that drives collective growth and development for the Group, its employees, and the market.
Talent Attractive
Employees are one of Bora’s most important assets. We emphasize the development of diversity, comply with local regulations in every operating location, provide a safe working environment, and prohibit forced labor and child labor. We offer equal employment opportunities and compensation regardless of race, gender, sexual orientation, age, nationality, political affiliation, or religion, attracting employees from around the world to grow together with the Company.
We recruit talent through diverse channels, including campus activities, talent platforms, employee referrals, internship programs, internal transfers, and professional headhunting, actively attracting people with a wide range of backgrounds and areas of expertise.
Talent Retention
Talent is the cornerstone of the Company’s development. To retain talent, Bora provides competitive compensation and benefits, diverse education and training, and opportunities for job rotation within the Group. We also prepare an Individual Development Plan (IDP) for employees so that they clearly understand their career path within the organization, ensuring that each employee is placed in the right position. These efforts are complemented by our Key Talent Plan and Succession Plan, and since May 2025 the Bora Way has served as the shared language for cross-border cultural integration and talent management, supporting the healthy development of both employees and the Company.
Compensation Policy
Competitive Compensation
Bora Pharmaceuticals participates in international salary surveys to build a compensation and benefits structure that balances external competitiveness with internal fairness, covering career development, job-grade design, fixed and variable pay, allowances and benefit programs in line with international market standards. We set pay with full regard to industry trends, peer compensation, operating performance, and individual contribution, and conduct performance reviews, salary adjustments and promotions periodically under Company policy, maintaining and enhancing overall operating performance and competitiveness through short- and long-term incentive and reward programs.
Beyond professional competencies, from 2025 our performance reviews incorporate the four Bora Way behavioral indicators, linking appraisal to our corporate culture so that core values are embedded in everyday behavior and performance management.
Beyond immediate compensation incentives, Bora Pharmaceuticals also protects employees’ long-term retirement security. The Company and its subsidiaries in Taiwan fully comply with the Labor Pension Act and operate a defined contribution plan, contributing 6% of employees’ monthly wages to their individual Labor Pension accounts. For foreign employees and those under the old pension system, the Company allocates a further 2% of monthly wages to a pension reserve account as stipulated by law.
Looking ahead, the Company will introduce a living wage assessment, setting region-specific pay benchmarks aligned with international standards and conducting a gap analysis to confirm that employee compensation meets basic living-standard needs.
Salary of Non-managerial Employees
| Year | Employee Salary – Average (NT$ thousand) | Employee Salary – Median (NT$ thousand) |
|---|---|---|
| 2024 | 815 | 556 |
| 2023 | 768 | 538 |
Note: This table presents the “salary information of full-time employees not in managerial positions” disclosed in accordance with Taiwan Stock Exchange requirements. The reporting scope is Bora Pharmaceuticals Co., Ltd. on a standalone basis.
Employee Benefits
Bora Pharmaceuticals provides a comprehensive benefits system that takes care of employees in all aspects. We are committed to improving workplace conditions and benefits, offering various measures and services exclusively for female employees. These include lactation rooms within the Company, statutory maternity leave, prenatal check-up leave, paternity leave, parental leave and menstrual leave. We also ensure parking spaces for pregnant employees, dedicated sanitation facilities, transportation for women working late-night shifts, and periodic professional health education and care, so that every employee feels cared for both physically and mentally.
Bora Group values employee welfare. In addition to general benefits such as labor insurance, health insurance, group insurance and pension payments, the Company provides year-end and three major festival bonuses, subsidies for weddings, funerals and other family occasions, and an employee stock ownership plan. Performance bonuses are distributed based on the Company’s operating conditions. The details of the benefits and allowances are as follows:
Holiday Welfare：Red envelopes for the start of work, Dragon Boat Festival bonuses (vouchers), Mid-Autumn Festival bonuses (vouchers), etc.
Employee Welfare Committee：Birthday gift vouchers, Labor Day gift vouchers, allowances for childbirth and weddings/funerals, annual employee trips, and subsidies for employee or club activities.
Insurance Plans：In addition to basic labor and health insurance, also includes group insurance (life, accident, medical, and hospitalization insurance).
Insurance Discounts：Offering various employee insurance discount plans.
Preferential Housing Loans：Securing preferential mortgage rates with partner banks.
Partner Stores：Employee purchase discounts and special store discounts.
Stress Relief Massage Services：Employing visually impaired massage therapists in some offices to give back to society by providing job opportunities for the visually impaired, and simultaneously allowing employees to relieve fatigue and relax during work.
Leave Regulations：Enjoying a leave system superior to the Labor Standards Act, with special leave available upon completion of the probation period; early leave for holidays such as New Year’s Eve (in some offices) and Chinese New Year’s Eve.
Social Activities：Corporate family day, birthday parties, and year-end banquets.
Diverse Activities and Clubs：We promote diverse activities and clubs, providing related subsidies, such as partial marathon fee subsidies, allowing colleagues to balance work and life, and enhancing cooperation and interaction among colleagues through activities.
Senior Employee Benefits：Awards and bonuses for long-serving employees.
Employee Engagement Survey
Bora Pharmaceuticals regards talent as the most critical asset for sustainable business growth. We have established a PDCA (Plan-Do-Check-Act) cycle mechanism to transform employee feedback into tangible management improvements, fostering a happy workplace that balances competitiveness with a profound sense of belonging.
In 2025, the Company conducted an employee engagement survey among colleagues at Bora Pharmaceuticals in Taiwan. The survey was carried out systematically and anonymously online so that employees could express their genuine views on the working environment, development opportunities and corporate culture. It covered the dimensions of Engagement, Development, Culture and Sustainability. A total of 92 valid responses were collected, representing a valid response rate of 66%. The overall employee experience score was 4.76, placing the Company at PR59 against industry peers and indicating that the overall employee experience exceeds the industry average. The Company plans to extend the engagement survey group-wide in 2026 as a key basis for optimizing human capital management and improving employee satisfaction.
| Dimension | Employee Experience Focus | Management Actions and Improvement Plans |
|---|---|---|
| Sustainability | Transparent corporate governance and regulatory compliance; active response to social issues and creation of positive impact; promotion of environmental protection and carbon reduction | Formally launched the volunteer leave program in 2025 to encourage employee participation in community activities; continued to advance ESG initiatives to strengthen employee identification with and participation in the Company’s sustainability strategy |
| Culture | Market-competitive product quality; emphasis on integrity, customer value and quality management; a workplace culture of respect, care, diversity and inclusion | Introduced the Bora Way management system in 2025 as the core framework of corporate culture; linked Bora Way core values to performance goal setting to reinforce cultural implementation and behavioral practice |
DevelopmentCareer development opportunities and support for growth; an established performance management system; training that enhances professional capabilitiesStrengthened managerial competency training; established a tiered education and training system covering GMP training, career development, the mentorship program and cultural implementation; continued to improve the fairness and transparency of the performance management system
Through cross-analysis, we identified Diversity, Equity and Inclusion (DEI) and employee benefits as priority areas for improvement at this stage, and have incorporated them into our annual action plan:
- Deepening DEI culture: Guided by the ISO 30415 framework, we are embedding DEI into organizational governance to ensure equality in recruitment, promotion and day-to-day decisions, and working to create a workplace with psychological safety and a sense of belonging.
- Enhancing employee benefits: With reference to the benefit frameworks and labor development indicators of leading global pharmaceutical companies, we are evaluating more flexible benefit programs for the needs of a multi-generational workforce, so that benefit resources precisely support employees’ work-life balance.
- Cycle and tracking: The effectiveness of all action plans will be a focus of review in the following year’s survey, ensuring the PDCA cycle continues to operate and delivering on our commitment to continuous organizational evolution.
Employee Communication
In 2019, Bora Pharmaceuticals received the HR Asia Best Companies to Work for in Asia Award, being recognized as one of the best employers in Asia. In 2026, the Company was recognized for the third time with the HR Asia Best Companies to Work for in Asia Award, together with the HR Asia Most Caring Company Award. Through a vertically integrated pharmaceutical value chain spanning research and development, manufacturing and distribution, the Company continues to strengthen employees’ professional capabilities and provide nourishment for individual development, offering excellent development opportunities for scientists and professionals dedicated to contributing to human health and well-being.
Bora Pharmaceuticals values two-way communication with employees. With “The Bora Way” as the core cultural framework, the Company continuously deepens employee engagement and strengthens organizational connections through diverse communication channels and educational training. In terms of institutionalized communication mechanisms, each operational site regularly holds labor-management meetings at least 4 times per year, with joint participation from both labor and management representatives. Labor representatives are elected by employees, while management representatives are appointed by the Company. Additionally, management holds Town Hall meetings quarterly to explain the Company’s operational performance and development strategies to employees, promptly address issues of concern to colleagues, and enhance organizational transparency and employee engagement.
In terms of daily communication and cultural transmission, the Company regularly publishes important corporate information through internal e-newsletters and digital communication platforms. The scope covers employee interviews, technology application promotions, operational highlights, and sustainability initiatives, strengthening cross-departmental information flow and organizational cohesion.
Simultaneously, through Bora Way training, the Company extends employee communication into personal development and psychological wellbeing. An organizational psychology expert led an MBTI workshop, helping employees build self-awareness to improve workplace communication and team collaboration. Through the Bora Sheng Wei-En Foundation, psychologist and author Liu Xuan delivered a lecture, “The Power of Listening,” supporting employee mental health and emotional wellbeing while strengthening work-life balance and resilience.
Mental Health and Resilience Support（EAP）
Alongside its commitment to patient health, the Company recognizes the stress and mental health needs employees face at work and in daily life. We are building structured employee support to strengthen psychological resilience and foster a more supportive workplace.
- Employee Assistance Program (introduced 2024): In partnership with professional consulting agencies, the Company runs an Employee Assistance Program (EAP) offering mental health and life support services. The program provides a 24-hour helpline, psychological counseling, family support, and referrals to social resources, giving employees timely support when facing work-related stress or personal challenges.
- Establishment of a Diverse Mental Health Support System in 2025: The Company introduced the e-Power empowerment platform, which provides psychological counseling, self-assessment, stress management and online learning, allowing employees to proactively choose appropriate support methods based on their individual needs.
- Follow-Up and Evaluation Plan in 2026: Establish key performance indicators (KPIs) related to mental health; integrate employee engagement survey results to continuously optimize employee experiences and support mechanisms; expand the coverage of mental health and employee well-being programs to improve cross-regional consistency.
The 2025 annual results are as follows:
- Participation rate reached 79.4%, indicating that mental health issues are gradually gaining attention and employee acceptance of related resources continues to increase.
- Self-assessment services accumulated 216 sessions, covering multi-dimensional assessments such as fatigue, stress, anxiety, depression, and psychological resilience, helping employees improve self-awareness.
- The one-on-one psychological counseling service satisfaction rate (recommendation score) reached 87 points, reflecting strong employee recognition of professional support and service quality.
- The annual EAP promotion completion rate reached 115%.
Through a complete mechanism combining “self-awareness (Assessment),” “professional support (Counseling),” and “continuous follow-up (Follow-up),” Bora is committed to creating a work environment where employees can be heard and supported, ensuring that while employees care for others, they are also well taken care of themselves.