Diversity and Inclusion
Action Plan to Promote Active Participation by Women
We formulate and implement action plans once every five years based on the Act on the Promotion of Female Participation and Career Advancement in the Workplace (Women’s Active Participation Promotion Act) that came into effect in April 2016.
FY2016 through FY2020
We have promoted “active recruitment,” “providing opportunities to improve abilities,” and “improving the working environment” as our basic policies. We engaged in recruitment activities with the goal of increasing the ratio of women among new hires to 20% or more. As a result, we have reached our current target ratio of women among new graduate hires.
FY2021 through FY2025
We have formulated an action plan with the goal of creating an employment environment where women can play an active role, by which all employees can work vigorously, and work and family can be balanced, using “the ratio of female workers in managerial positions” and “the rate of taking paid leave” as indicators.
In FY2023, we implemented our Life Support System, and we will promote work-life balance for our employees, and create an environment where employees can work with peace of mind, with a support system provided by the company for the burden of housework and childcare. In FY2024, we introduced "pre-childbirth and return-to-work interviews" with supervisors with the view to facilitating a smooth return to work for employees after taking childcare leave. At the interview, we provide an environment where employees are able to continue their work for resuming the career they have envisioned, by sharing the handover of duties before they took maternity leave and their careers after returning to work.
FY2021 to FY2025 action plan
Initiatives for Mid-career Recruitment
As part of our new initiatives for becoming a competitive company, we strategically hire human resources with various careers and are working to improve our technical capabilities and enhance our functions. Moreover, we conduct onboarding through training and other means so that mid-career hires can quickly reach their full potential.
Mid-career Recruitment Ratio Based on the Act on Comprehensive Promotion of Labor Measures
Retirement Age Extension System
From the perspective of addressing the declining birthrate and aging population, as well as supporting diversity, we introduced a retirement age extension system in April 2021 so that senior employees can work more actively, and adjusted the retirement age from 60 to 65 years old.Employees today are able to work as well as before regardless of their age, even after the age of 60, and they are also able to work in a way that suits their career vision and lifestyle.
System for the Employment of People with Disabilities
We actively hire people with disabilities to work at our two special-purpose subsidiaries. Here we are making continuous improvements to maintain a safe and sound working environment, as well as to provide a workplace where employees with disabilities can fully demonstrate their abilities and aptitude and work with a sense of fulfillment.
●STANLEY WELL Corp. (Hadano Hadano-shi, Kanagawa)
Description of business: Assembly of electronic components and packaging of automotive bulbs
●Matsuo Electric Co., Ltd. (Mihara-shi, Hiroshima)
Description of business: Automotive parts (lamp) assembly