This report combines the data of more than 1,000 professionals in the "2025 Taiwan Women's Trend Survey" and the "2025 Taiwan Friendly Workplace Survey" conducted by women's fans, and was published at the 2025 DBTA Diversity and Inclusion Vision Award Trend Forum.

- Critical Mass: Analyze the critical inflection points where inclusive change spreads to critical organizational quality.

- Enterprise Resilience: Explore how collaboration maturity enhances organizational stability.

- Compliance Empowerment: Focuses on how compliance can transform from avoiding harm to motivating a positive workplace.

This article is the third part of the topic: Compliance Empowerment.

The foundation of enterprise resilience lies in team collaboration maturity. Workers showed a high willingness to help each other, with 66.2% of respondents expressing their willingness to "express empathy and substantially support" their colleagues, which is the strongest potential capital of the organization.

This section will build on this capital and reveal the key paths to transforming employee mutual aid goodwill into a sustainable system.

On August 28, 2025, the Executive Yuan passed the draft amendment to the Occupational Safety and Health Act and wrote to the Legislative Yuan for deliberation, formally adding a special chapter on "Workplace Bullying Prevention" to clearly regulate the definition of unlawful workplace infringement.

This legislative process establishes the core position of workplace inclusion in modern corporate governance. Companies should view regulations as an opportunity for transformation, proactively improve cultural standards through precise behavioral communication, and shift compliance requirements from passive risk avoidance to the establishment of preventive mechanisms for common good.

1. Transformation vision of legal compliance: from risk control to common good empowerment

Workplace bullying prevention and control is a corporate culture project that leaders must prepare in advance. Traditional legal compliance stays at the level of risk control to avoid harm (only talking about what cannot be done), which limits the use of talents.

In addition to following legal baselines, companies should shift their focus to a positive and friendly creative environment. When employees are confident that the organization can ensure their safety, they can shift their attention from worrying about "not being punished" to "maximizing their potential" (what can be done), taking into account protecting the rights and interests of employees, avoiding labor-management conflicts, and creating a good workplace atmosphere for the organization.


Picture|2025 Diverse Workplace Trends Report

2. Draw boundaries: government examples of bullying and precise communication behaviors

Companies should view the government's definition of "unlawful infringement in the workplace" as an opportunity to establish boundary standards for behavior, and clearly distinguish between acceptable management behavior and inappropriate behavior that constitutes bullying through training.

This demarcation effort builds understanding by creating positive communication and dialogue to protect the rights and interests of both labor and management. In order to provide leaders with the clearest basis for predicting risks, this report specially compiles "Workplace Infringement Risk Comparison: Comparison of Regulatory Patterns and Practical Experience".

This table juxtaposes government patterns with real-world employee survey experiences, providing specific behavioral templates to help management translate abstract regulatory requirements into data-driven inclusive actions and prevention strategies.


Picture|2025 Diverse Workplace Trends Report

Compliance actions, inclusion capabilities, and cultural support systems

Businesses should see compliance as an opportunity to proactively optimize their corporate culture. By combining government-defined patterns of workplace bullying with real-world experiences from surveys, organizations can transform reactive "compliance" into active "preventive empowerment."

This not only meets the legal bottom line, but more importantly, companies must comply with regulatory requirements to improve employee inclusion literacy:

  • Increase sensitivity (anti-discrimination awareness, draw a bottom line): Comply with laws and regulations to "provide information about gender, cultural diversity, and anti-discrimination to increase sensitivity to related issues" and draw a clear line between bullying and general conflict.
  • Strengthen communication skills (conflict mitigation, dialogue creation): In accordance with laws and regulations, "teach interpersonal relationships, communication skills, and conflict management skills to prevent or mitigate potential workplace unlawful harassment situations."

Through the improvement of these two core competencies, enterprises can fundamentally eliminate the soil for illegal infringement and create a friendly workplace where talent creativity is stimulated.

Workplace Bullying Prevention and Risk Comparison Table: Comparison of Government Patterns and Investigation Practices

The following table follows the examples of workplace bullying patterns in the Ministry of Labor's February 2025 "Guidelines for the Prevention of Unlawful Infringement of Job Performance" (4th edition), and compares the real negative experiences of employees in the workplace friendliness survey of more than 1,000 professional workers per year from 2022 to 2025. The specific behaviors experienced by these employees remind business owners that this has posed or has a high potential risk of workplace infringement and must be taken seriously immediately.


Picture|2025 Diverse Workplace Trends Report

Action strategy guide

  • Shifting the perspective of legal compliance: Viewing compliance as an opportunity to optimize corporate culture, shifting from restrictive to creative and beneficial workplace atmosphere through precise behavioral communication.
  • Delineate behavioral boundaries: Comply with laws and regulations, combine workplace bullying patterns with investigation experience, and conduct communication skills and anti-discrimination sensitivity training to fundamentally eliminate the soil for illegal infringement.

Future Prospects

In the face of the reactionary wave of DEI around the world, especially in the United States, business leaders should firmly see the future direction of adhering to sustainability. DEI practices are essentially long-term strategic investments in corporate resilience.

We must solidly strengthen the organization's ability to resist risks by transforming employees' misunderstandings into shared values and sublimating mutual assistance into institutionalized collaboration maturity.

Ultimately, this profound DEI action and inclusive literacy will be transformed into the core competitiveness of the company to achieve SDGs/ESG sustainable goals.

We firmly believe that only by establishing a shared workplace that protects the rights and interests of both labor and management and encourages the creativity of talents can organizations ensure that they stay ahead of the curve in a changing environment and create a sustainable and inclusive future.