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.
To confirm awareness about taking childcare leave from April 2022, Shindengen set up an application section for childcare leave on the birth notification form on the internal intranet. In addition, Shindengen Three E sent messages about men taking childcare leave to employees as it strives to foster an environment in which it is easy to take childcare leave.
At the Shindengen, regarding the work-from-home policy implemented as a COVID-19 countermeasure, we adopted a flex-time system and have made it permanent from January 2021.

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

Annual Statistics for Maternity and Childcare Leave

FY 2019

FY 2020

FY 2021

Number of people obtaining maternity leave

5 5 3

Number of people obtaining childcare leave

10 11 11

(Within) Number of men obtaining childcare leave

6 6

Reinstatement rate following childcare leave (%)

88.9 100.0 100.0

Annual Statistics for Nursing Leave

FY 2019

FY 2020

FY 2021

Number of people obtaining nursing leave

3 0 2

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 the Fiscal 2021 Award as an excellent company providing a good workplace environment and benefits to workers from the Vietnam Labor Union, which is part of the national trade union center of the Vietnam General Confederation of Labour. Shindengen Vietnam has many female employees, and the average age of its employees is relatively young. Upgrading its work environment to enable it to adapt to changing workstyles is stimulating the hiring of mid-career female employees.

  • The Vietnam Labor Union’s awards ceremony (Shindengen Vietnam)

Annual Statistics for Paid Holiday

FY 2019

FY 2020

FY 2021

Rate of taking paid holidays(%)          

66.4 54.5 55.0

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 2021, we added public qualifications and there were 27 prizes awarded for those who acquired public qualifications.

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

In April 2022, Shindengen notified the Ministry of Health, Labour and Welfare of its action plan regarding the Act on Women’s Promotion. Shindengen aims to upgrade its environment and foster a culture that will enable it to acquire Eruboshi certification by promoting diverse workstyles where everyone can thrive regardless of gender, increasing the number of women hired, and expanding the areas in which female employees are active.
Akita Shindengen held lectures led by female employees for specialized in-house training as part of efforts to realize spaces where all female employees who want to thrive at work can leverage their unique traits and capabilities. Going forward, the company will continue supporting opportunities to leverage capabilities so that all employees, including women, can discover targets and models that fit them personally.

Goal of its current initiative for the Act.

  • Expanding measures to get more female applicants and achieve a ratio of 30% or more of women among new hires;
  • Providing equal opportunity to female employees in a wide range of departments and occupations;
  •  Achieving a ratio of 30% or more of men taking childcare leave and encouraging diverse workstyles among men and women.

5.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 nationality, race, or gender) and provide opportunities for employees to demonstrate their character. We believe that this will create values and businesses that meet social changes and mentally enrich employees.

Change in number of foreign national workers

FY 2019

FY 2020

FY 2021

Number of foreign workers                                                                                        10 10 10

Number of foreign workers at management level                                                                   

2 2 2

Note: Excludes employees seconded to overseas Group companies.

6. Equal Employment: Disabilities and Ageing Employees

Shindengen is committed to being an equal opportunity employer. We strive to provide opportunities to people with disabilities and achieved a rate of 1.60% in FY 2021. Under its second career system, which rehires workers who retired at the set age of 60, Shindengen continuously employed people until age 65, but from September 2022 the Company has extended its mandatory retirement age to 65.

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