A global engagement survey
At the end of 2024, the HR Division completed a global engagement survey which included all direct and indirect employees*. The survey covered all Delta global locations and acquired affiliate companies. Indirect employees are defined as management coordinators or engineers who are indirectly related to production activities, such as quality management coordinators, materials management coordinators, research and development engineers, marketing specialists, and human resources coordinators. Direct employees are defined as personnel who are directly related to production activities, such as system assembly personnel, quality assembly personnel, warehouse management personnel, and production technicians.
*Scope of survey: Indirect employees who have been employed for at least six months; direct employees who have been employed for at least three months.

This survey followed the four main axes of Purpose, People, Work, and total Rewards, which were further expanded into 15 detailed items for in-depth inquiry. To meet the survey needs of different countries, 10 different language versions were provided, including Chinese - exceeding the four languages offered in 2022 - ensuring that colleagues in various countries were able to properly grasp the content of the questions.

The global survey's response rate reached 87%, with a total of 57,912 colleagues completing the survey, which is more than the previous survey's responses (51,910). This indicates that colleagues are providing feedback more actively and that the survey results better reflect the voices of the majority.

An engagement score on par with global high-performers 
Engagement refers to whether colleagues are focused and invested (Engaged) in their work, receive support to complete their work (Enabled), and can maintain energy (Energized). For this engagement score calculation, responses of 4 and 5 points were counted as positive feedback scores. The engagement score for direct colleagues was 92%, higher than the previous 89%, with significant improvements in inclusion, support, and well-being in regions such as Delta Taiwan, India, and Thailand.

Meanwhile, the engagement score for indirect colleagues was 87%, the same as the 2022 survey result. When compared with external norms, Delta's score matches the 2024 global high-performance norm of 87% and exceeds the global high-tech norm of 83%. Therefore, Delta continues to be ranked as a benchmark global high-performer.

The chart compares the engagement scores of direct and indirect employees in 2022 and 2024 with the market value of external companies.

Key areas of progress: trust, inclusion, and recognition
Among the 15 items in this global survey, Delta scored significantly higher than global high-performance norm and high-tech norm in areas such as inspiration, inclusion, drive, organization, and recognition, growth, trust, and collaboration.

Compared to the previous survey, "Trust" and " Inclusion" showed the greatest improvement. "Trust" represents the company's senior management team establishing an effective leadership style, making decisions aligned with Delta's core values, and colleagues trusting those decisions. "Inclusion," meanwhile, represents the general feeling that the company respects colleagues from different cultures and backgrounds, providing equal opportunities for colleagues of different nationalities to voice their opinions.

In addition, regions such as the Americas, India, and China also showed significant improvement in scores across most items. Particularly notable progress was made in inspiration, inclusion, drive, recognition, growth, and trust. This demonstrates that measures implemented over the past two years—such as strengthening communication, promoting overseas rotation assignments, optimizing information systems, and reviewing compensation and benefits—have received concrete recognition.

Furthermore, the survey results also indicate that colleagues expect the company to provide more comprehensive training opportunities to prepare them for future roles, achieving the goals required for solution business transformation and revenue growth. They also hope that the company will continue to integrate information systems and streamline internal processes to further enhance internal efficiency.
Delta Thailand hosts "Coffee Talk" to encourage communication between management and employees, fostering a transparent and open working environment.    
Delta India hosts "Rendezvous" communication meetings, where colleagues from different cultures and backgrounds can all receive respect at Delta, and sustainably develop their own careers.

Future optimization: enhancing intergenerational communication, strengthening internal management, and improving workplace experience
Looking forward, encouraging cross-generational communication and integration will be the primary task. The company will implement a series of cross-generational communication training courses in conjunction with core value initiatives, paired with a cross-generational mentoring system to facilitate exchange and cooperation between different generations. Additionally, the HR division will continue to enhance the nuance of internal communication, design more real-time feedback mechanisms, and allow colleagues' suggestions to be quickly reflected in decision-making, thereby optimizing internal management processes. At the same time, Delta will continue to implement leadership enhancement plans for managers at all levels, expecting managers to demonstrate more positive and supportive leadership behaviors, helping colleagues sustainably develop their personal careers within the company.

For regions and business units with score disparities, the HR division is providing analysis of survey results and open feedback. Each unit is currently formulating optimization plans based on importance and resource priorities. Delta will continue to create an excellent work environment and strive to enhance colleague engagement and cohesion. This will provide strong support for the long-term growth of various business units and lay a solid foundation for the company's sustainable development.
Delta EMEA, together with global regions and business units, has already developed optimization plans based on the engagement survey results and has begun implementation.    
Delta continues to deepen communication through core value-related activities, gaining colleagues' support and recognition for the company.