Promotion of Diversity

1. Assistance in Balancing Work, Childcare, and Nursing Care

Shindengen and some Shindengen Group companies in Japan offer various types of leave, including for hospitalization, maternity and miscarriage, as well as options for childcare and health management, including reduced working hours, flexible commuting times and extension of break times. The ongoing expansion of leave programs for childcare and nursing is under way. We revised our nursing care leave program and eliminated limits on the period of eligibility for flex-time for employees providing nursing care. In addition, as a COVID-19 countermeasure, we have made it possible for employees to work from home using the latest technology.

Shindengen’s Hanno factory, Shindengen Three E and Okabe Shindengen support Saitama Prefecture’s “Saitama Womanomics Project” and offer a truly equal employment environment for female employees. As a result of their efforts to provide a better working environment for women and childcare programs they received a gold certificate acknowledging their status as a “Company with a Diversified Working Environment” from the local government.

Annual Statistics for Paid Holiday

FY 2017

FY 2018

FY 2019

Rate of taking paid holidays(%)                              

58.0 63.8 66.4

Annual Statistics for Maternity and Childcare Leave

FY 2017

FY 2018

FY 2019

Number of people obtaining maternity leave

2 3 5

Number of people obtaining childcare leave

4 7 10

(Within) Number of men obtaining childcare leave

0 3 6

Reinstatement rate following childcare leave (%)

100.0 100.0 88.9

Annual Statistics for Nursing Leave

FY 2017

FY 2018

FY 2019

Number of people obtaining  nursing leave             

1 0 3

2. Improvement of Working Environments

Shindengen provides employees with the opportunity to take long-term career leave depending on their length of employment with the aim of refreshing their minds and bodies and raising their motivation to work. In addition, we responded to workstyle reform-related laws in part by mandating five paid days off be taken per year and ensuring the same pay for the same work. We are also trying to ensure a comfortable environment by various means, such as establishing a no-overtime workday and setting overtime work limits.
Shindengen Vietnam received an award in April 2019 from the Vietnam General Confederation of Labour, Vietnam’s national trade union center, for being an excellent company that provides a good work environment for its workers. The awards ceremony was major news on TV in Vietnam.

  • The Vietnam labor union awards ceremony (Shindengen Vietnam)

3. Encouragement and reward system for raising employees’ incentives

Shindengen established a prize-payment system for inventions, suggestions and the acquisition of public certifications as well as the TOEIC incentive system in order to promote the better performance of employees in R&D activities, various workplaces and duties. In FY 2019, we added public qualifications needed for operations, and there were 83 prizes awarded for those who acquired public qualifications, up from the previous year.

4. Initiative for the "Act on the Promotion of Female Participation and Career Advancement in the Workplace"

On March 31st 2016, Shindengen notified the Ministry of Health, Labor and Welfare of its action plan regarding the Act on Women’s Promotion. Since the overall ratio of female employees is low at Shindengen, there are relatively fewer departments and/or positions where female employees can be found. Shindengen is focused on workforce gender diversity and providing women with opportunities to lead. Gender equality is fundamental to our ability to make progress and for our business to more broadly move beyond the need for target setting and into an environment where true gender equality is achieved.

Goal of its current initiative for the Act.

  • Increasing the ratio of hiring female graduates to 30%;
  • Providing equal opportunity to female employees in a wide range of departments and occupations; 
  • Further promotion of work-life balance programs.

To enable women to tap their full potential and build careers in various departments, Higashine Shindengen released its women empowerment action plan on its website for the 4-year 7-month period from September 2017, actively provided career training for female employees, and, in 2019, promoted female employees as workplace leaders. In addition, Shindengen Indonesia participated in leading the female productivity boost event held by Bekasi Regency, where its base is located. The company was awarded a certificate and trophy for the top prize from Eka Supria Atmaja, acting regent of Bekasi Regency.

  • Female Productivity Boost awards ceremony (Shindengen Indonesia)

5. Equal Employment: Disabilities and Ageing Employees

The Shindengen Group is committed to being an equal opportunity employer. We strive to provide opportunities to people with disabilities and achieved the 2.2% legally mandated employment ratio for private companies in FY 2019 (a 10-month period). We also support people approaching retirement age with the “second career system,” a program committed to re-hiring those who retire at 60 years of age and extending their career to the age of 65.

6.Support of Success of Foreign Employees

At the Shindengen Group, we realize that in an increasingly globalized business world, it is essential to harness the strengths offered by individuals from a variety of backgrounds and cultures. In line with the Shindengen Group Human Rights Policy, we respect different values, cultures and experiences (regardless of nationalities, races and genders) and provide opportunities for employees to demonstrate their characters. We believe that this will create values and businesses that meet social changes and mentally enrich employees. In addition, the Shindengen Group is promoting production innovation activities and quality improvement activities. In overseas production plants, local employees engage in such activities and Group company representatives gather and present their improvement cases. In addition, in the period under review employees endeavored to improve the energy conservation of 43 items through production innovation activities and reducing monthly electric power consumption.

Change in number of foreign national workers

FY 2017

FY 2018

FY 2019

Number of foreign workers                                                                                        16 14 10

Number of foreign workers at management level                                                                   

6 6 7

(Within)Number of foreign workers at or above the department manager level  ※including workers seconded

3 4 4

Consolidated number of foreign workers                                                     

2,607 2,828 2,808

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