Promotion of Diversity

1. Assist in Balancing work, childcare, and nursing care

Shindengen and some Shindengen Group companies in Japan offer various types of leave including hospital, maternity, and pregnancy miscarriage, as well as time for child care and health management which includes reduction of working hours, flexible commuting times and extension of break times. Continual expansion of leave programs for childcare and nursing are underway.
Shindengen’s Hanno factory and Okabe Shindengen support Saitama Prefecture’s “Saitama Womanomics Project” and offer a true equal employment nvironment for female employees. As a result of their efforts to provide a better working environment for women and childcare programs they received the gold certificate-“Company with a Diversified Working Environment” from the local government.

Annual Statistics for Maternity and Childcare Leave

Fiscal Year 2015

Fiscal Year 2016

Fiscal Year 2017

Number of people obtaining maternity leave

8 5 2

Number of people obtaining childcare leave

9 5 4

(Within) Number of men obtaining childcare leave

1 0 0

Reinstatement rate following childcare leave (%)

100 100 100

Annual Statistics for nursing leave

Fiscal Year 2015

Fiscal Year 2016

Fiscal Year 2017

Number of people obtaining nursing leave

2 1 1

2. Improvement of work-environments

Shindengen provides employees with the opportunity to take a long-term career leave depend on their career length with the aim of refreshing their minds and bodies and raising their motivations to work. In addition, to ensure that each employee be able to work in a flexible manner with their consideration of their lifestyle and life-stage, we are working on enhancing a comfortable environment by various means such as setting up a no-overtime workday, setting overtime work limits, and promotion for acquisition of the paid holidays.

Annual Statistics for Maternity and Childcare Leave

Fiscal Year 2015

Fiscal Year 2016

Fiscal Year 2017

Reinstatement rate following paid holidays (%)

59.1 67.2 58

3. Encouragement and reward system for raising employees’ incentives

Shidengen established a prize-payment system for inventions, suggestions, acquisition of public certifications, and the TOEIC incentive system in order to promote better performance of employees in the R&D activities, various workplaces and duties. In FY 2017, there were 27 prizes awarded for those who acquired public qualifications.

4. Women 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 entire female employee ratio is low at Shindengen, there are relatively less number of departments and/or positions where female employees are working in.
Shindengen is focused on workforce gender diversity and providing women with opportunities to lead. Gender equality is undamental to our ability to make progress and for our business to more broadly move beyond the need for target-setting to an environment where true gender equality is achieved.

Current initiatives include:

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

With the new graduates recruited in FY 2018, proportion of female employees joining as new graduates reached 30% of the total new recruited employees, resulting in 10% improvement from the last year.

Shindengen Group companies are also preparing “Research and analysis of female employees’ status and issues in the workplace”, “Development and Notification of action plans” and “Information disclosure”.

5. Diversity Seminars

  • Diversity Seminar
    Diversity Seminar

In March 2017, Shindengen held a diversity seminar that approximately 100 employees attended. At this seminar, external diversity-experts spoke on topics including “subconscious gender bias” and the “gender communication gap between management and female employees.” Shindengen is pursuing “promotion of female success” as an important issue, and we will raise the ratio of women among the new graduates, improving proportion of female employees throughout the company, engaging female employees even more, and encouraging them to play an active their part lively in the company’s operation.
Diversity Seminaro

6. Equal Employment: Disabilities and Ageing Employees

Shindengen Group is committed to being an employer of equal opportunity. We strive to provide opportunities to people with disabilities, as well as people approaching the retirement age.
An example of this, is the ‘second career system’ which is committed to re-hiring retirees of 60 years of age and extending their career up to 65 years old.

7.Support of Success of Foreign Employees

At Shindengen, we realize in an increasingly globalized business world, it is essential to harness the strengths offered by individuals from a variety of backgrounds and cultures. We respect different values, cultures and experiences (regardless of nationalities, races and genders) and provide opportunities for employees to exhibit their characteristics. We consider 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 are engaged in those activities. Representatives of the group companies gather and present their improvement cases.

Annual Statistics for Number of Foreign Workers

Fiscal Year 2015

Fiscal Year 2016

Fiscal Year 2017

Number of foreign workers 21 23 20

Number of foreign workers at management level

6 6 6

(Within) Number of foreign workers at or above director level

0 0 0

Consolidated number of foreign workers

2,567 2,453 2,684

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