Social

Employees

Talent Development
In a rapidly changing business environment, securing outstanding talent to drive sustainable growth and systematically elevating employee capabilities remain core strategic priorities for Coway. We have established the “Top-class Talent Growth Roadmap" to help each employee grow into an expert in their field, and we run phased training programs based on this roadmap.
Talent Development Framework
Talent Development Framework
Talent Development Programs
To nurture top-class talent, Coway has established a systematic and comprehensive learning system focused on leadership, job expertise, and global capabilities. Through our integrated learning platform "Learnway," we provide over 2,600 pieces of educational content on an ongoing basis, supporting self-directed growth in which employees design their own learning.
01. Strengthening Leadership and Organizational Capabilities
Coway operates leadership development programs that are differentiated by job level and role to nurture leaders who embody the "Top-class Talent" profile. For newly appointed leaders, we provide onboarding programs and level-up courses to help them quickly adapt to their departments and role, while newly promoted employees receive training to reinforce the core competencies required for their new level.
In particular, in 2025, to respond to the rapidly changing business environment, we conducted quarterly training sessions for leaders at the Office Head level and above to enhance strategic thinking and AI-driven insights. For team leaders, we continuously provided AI training as well as sessions on team member evaluation and coaching. These initiatives aim to innovate our way of working and foster a healthy corporate culture, thereby enhancing leaders' decision-making and organizational management capabilities.
02. Strengthening Job Expertise and Nurturing Core Talent
Coway runs a job-based training framework so that employees can continuously grow and exercise their capabilities within the organization, from initial onboarding to hands-on work. For new employees, we conduct an onboarding program to support organizational understanding and smooth job adaptation, and through 1:1 buddy matching, we systematically support everything from workspace setup to integration into our corporate culture.
To strengthen job expertise, employees can voluntarily apply for outsourced job training and e-learning courses. In 2025, we ran basic and advanced courses with the goal of improving work efficiency and enhancing creative problem-solving capabilities through generative AI, and a total of 1,573 employees completed these courses. To enhance the expertise of research personnel, we expanded specialized training such as patents, project management (PM), and design of experiments, reflecting the characteristics of the R&D field. We also developed in-house instructors, establishing a foundation for stably running fundamental training for research roles internally.
03. Developing Global and Future-Ready Capabilities
Coway systematically runs global capability and sustainability management training to respond to changes in the global business environment and secure future competitiveness. We have established a comprehensive training framework covering all stages of global deployment—from Pre-expatriate Intensive Training and the Expatriate Program to the Repatriation Program, which supports the smooth reintegration of returning employees into their domestic departments. In particular, we run the "GTT (Global Talent Track)" course for expatriate candidates to build local business knowledge and capabilities.
In addition, we run video-based foreign language training that all employees can apply for at any time, supporting the strengthening of language capabilities. To embed ESG management, we conduct various training programs every year. In 2025, we delivered environmental training centered on climate-related risks and opportunities to 46 employees from ESG-related working departments, strengthening company-wide capabilities to address sustainability challenges.
04. Supporting Self-Directed Learning and Life-Cycle Linked Growth
Coway runs training programs to support employees' voluntary participation in learning and their growth across the entire life cycle. In particular, under the principle of providing equal growth opportunities to all employees regardless of employment type, we actively support not only full-time employees but also contract and part-time employees to take training courses related to their roles and strengthen their expertise.
In 2025, to foster a learning culture among employees and encourage knowledge sharing, we launched the "COC (Community of Coway)," in which employees voluntarily form crews and learn together around areas of interest such as AI, job skills, and foreign languages. A total of 255 employees participated in the program, recording a satisfaction score of 4.8 out of 5 and a re-participation intent of 97%, and we plan to expand the program in 2026 based on this positive response.
To support the stable social reintegration of employees approaching retirement, we provide tailored lectures and expert consultations on topics such as change management, government support programs, and financial planning. In 2025, these transition programs received a high satisfaction score of 4.8 out of 5, successfully fulfilling our corporate social responsibility.
Employee Performance Management
Coway is continuously enhancing its performance evaluation system to support employees who learn and take on challenges on their own toward becoming "Top-class Talent." The core of this system lies in enhancing the fairness of compensation through reasonable criteria and transparent procedures that everyone can accept.
Performance Evaluation Process
Coway's performance evaluation operates through the process of "Goal Setting → Interim Review → Final Evaluation and Feedback."
Individual/Organizational Performance Evaluation Process
Performance Evaluation Process
Employee Performance Appraisals¹⁾
Category Details Frequency Percentage of Employees Appraised
Management by Objectives (MBO) Setting objectives, continuously modifying and supplementing them, and recording feedback on work processes in the appraisal system Ongoing 100%
360-degree feedback Appraisal by colleagues and leaders focused on core values and work methods required from all employees Annually 98.8%
Team-based appraisal Systematic appraisal of employee performance based on organizational standards, and assignment of ratings according to appraisal results Annually 100%
1) Excludes employees on leave, those with less than the required service period for performance evaluation, and other personnel not subject to evaluation. Field positions (production, sales, and service manager roles) are also excluded; field positions are evaluated separately each month based on performance.
Family-Friendly System
To support work-life balance, Coway operates family-friendly programs, including dedicated rest areas and lactation rooms for pregnant employees, as well as support for childbirth and childcare. Through its in-house daycare center, Coway helps employees balance work and family responsibilities. Recognizing employee well-being as the foundation of corporate growth, Coway will continue to expand its maternity-friendly environment and family-friendly program.
Family-Friendly Company Certification for the Fifth Consecutive Time
Coway has been selected as a Best Family-Friendly Certified Company by the Ministry of Gender Equality and Family for five consecutive certifications, establishing itself as a benchmark for a supportive corporate culture. This certification is granted every three years to companies and institutions that have implemented family-friendly programs, including childbirth and childcare support. Since first receiving the certification in 2012, Coway has continuously expanded related programs and maintains the certification through 2026 (Valid: Dec. 1, 2023 - Nov. 30, 2026). Coway also operates a daycare center exclusively for employees' children to help employees focus on their work without childcare burdens. Coway will continue fostering a workplace environment that supports seamless work-life integration and enables employees to fully leverage their capabilities.
Diversity and Inclusion
Diversity Policy
Coway formalizes the principles of respect for diversity and non-discrimination through its Code of Ethics, Ethics Practice Guidelines, and Human Rights Policy. We foster a corporate culture where no personal characteristics—including gender, nationality, disability, or religion—result in disadvantage, ensuring equal opportunities and leveraging diverse employee backgrounds and perspectives.
While eliminating gender-based discrimination across all human resources programs, Coway continues to expand the share of women in management positions. As of 2025, women in management—including branch managers within the sales function—accounted for 62% of all management positions, while female leaders at the TF leader level or above represented 17%. Female representation within senior leadership (head of department or above) increased by 3 percentage points from the previous year. Coway aims to increase this ratio to 20% by 2030 and will continue to nurture and promote female leaders.
Expanding Employment for Individuals with Disabilities
Coway actively promotes employment expansion and awareness-raising initiatives to support the self-reliance of individuals with disabilities. In 2022, we signed an agreement with the Korea Employment Agency for Persons with Disabilities (KEAD) and have continued creating sustainable job opportunities through this partnership. The number of employees with disabilities increased from 80 (1.2%) in 2021 to 124 (2.0%) in 2025. In 2022, Coway also established a wheelchair basketball team and a choir for the visually impaired to promote inclusive employment. In addition, we have expanded job opportunities for people with disabilities, including office support roles from 2024. Aiming to achieve a 2.5% employment rate for individuals with disabilities by 2030, Coway will continue expanding inclusive career paths and fulfilling its corporate social responsibility.
Culture of Mutual Respect
Coway pursues a healthy corporate culture grounded in horizontal communication and mutual respect, enabling employees to fully exercise their capabilities. To this end, Coway has established a company-wide "Nim" honorific system, under which all employees, from new hires to the CEO, collaborate within an equal relationship of respect. This institutional framework helps dismantle authoritarianism within the organization and supports an environment in which open exchange of views and rational decision-making are possible regardless of job level. This drives innovation across product design and customer service processes, serving as a core catalyst for Coway’s differentiated market competitiveness.
In 2025, to embed this culture in day-to-day operations, Coway conducted "Team Onboarding Workshops" tailored for newly established units. Through this program, each team shared its strategic direction and held customized team-building sessions to define its own "ways of working." Employees participated voluntarily in identifying their team's core values, establishing a horizontal collaboration framework, and reinforcing team cohesion. Going forward, Coway will continue to embed a sustainable corporate where the company and its employees grow together, anchored in the values of autonomy and collaboration.
Organizational Culture Assessment
Coway conducts an annual company-wide organizational culture assessment to review the organization's execution foundation and ways of working, diagnose change readiness and execution barriers, and enhance employee satisfaction. In 2025, the assessment surveyed 1,641 employees, excluding certain field-based functions, and achieved a remarkably high response rate of 98%.
The assessment encompasses diverse dimensions, including awareness of change, a mindset of embracing challenges, and the daily work environment, with results highlights indicating significant positive shifts particularly within the "Culture of Mutual Respect." "Horizontal communication," a representative practice, rose from 76.8 points in 2022 to 85.6 points in 2024¹⁾, demonstrating consistent and uniform improvement across the entire workforce. Through years of cultural management, mutual respect practices such as the use of polite language and the "Nim culture" have reached a high level of recognition and adoption across the company. The "Collaboration" category, which represents respect culture at the organizational level, also improved from 77.2 points in 2022 to 86.2 points in 2025.
Coway goes beyond conducting the assessment. It ensures that the results translate into substantive organizational improvement. Beginning in 2025, we revised the direction of the assessment to strengthen items that enable employees to experience tangible growth in their actual work and to contribute to improving the work environment. Organization-specific vulnerabilities and improvement directions identified through the assessment are shared with each leader in dedicated sessions, on the basis of which leaders address issues within their organizations and drive positive change. In 2026, we plan to further refine and conduct the assessment so that employees can experience growth and engage in their work in a more efficient environment.
1) Due to the strategic reorganization of the corporate culture assessment framework, the horizontal communication dimension has not been evaluated as a separate metrics category since 2025.
Organizational Culture Assessment Results
Organizational Culture Assessment Results
Organizational Culture Assessment Results
Organizational Culture Assessment Results
Organizational Culture Assessment Results