Respect for Human Rights

Basic Framework for Diversity

The KOKUYO Group promotes diversity as an essential initiative for sustainable growth and development. We are taking steps with the belief that diversity means creating a work environment where many positions and values are mutually recognized and various work styles are permitted, thus making it possible for each and every employee to draw on his or her innate abilities.

  1. ▼ Activity Highlights
  2. ▼ Basic Concepts
  3. ▼ Achieving a Good Work/Life Balance
  4. ▼ KOKUYO K Heart - Aiming to Becoming a Business Improvement Partner Essential for the Group

Heartland Co., Ltd., a Pioneer in Hiring People with Disabilities,
Marks its Tenth Anniversary

Heartland Co., Ltd., a Pioneer in Hiring People with Disabilities, Marks its Tenth Anniversary

President Tani giving a lecture at an employment development forum

President Tani giving a lecture at an employment development forum

Heartland Co., Ltd. was started as Kokuyo's second special subsidiary* following KOKUYO K Heart Co., Ltd. It is the first special agricultural production subsidiary in Japan. The company grows salad spinach using hydroponics and has received a great deal of attention from both inside and outside KOKUYO as a pioneer in hiring people with intellectual or physical disabilities and expanding the range of jobs available to them. Since its operation start, 4,200 people have visited the company, and 7,500 people with disabilities a year (a cumulative total of 70,000 people) have been received from outside institutions based on contractual agreements that allow people with disabilities to work and get paid on a piecework basis. In this way, Heartland is making a social contribution, in addition to hiring people with disabilities as its own employees. More recently, the company has been drawing national attention as a pioneer in "agriculture-welfare collaboration" for its goal of achieving an inclusive society by solving the agricultural labor shortage by employing people with disabilities. Heartland is also carrying out other various activities, for example, multiple major users of the Furniture Business Division came to tour the Heartland facility. In addition, Heartland personnel appeared as panelists at various types of lecture-style meetings and acted as instructors at an agriculture-welfare collaboration project contracted from the Osaka prefectural government.

In October 2017, Heartland marked its 10th year of operation with an anniversary party attended by many people, including current Heartland employees. Others who attended included people and organizations that had been involved in establishing Heartland, as well as people currently involved, such as previous employees, KOKUYO personnel who were involved in establishing Heartland, Osaka Prefectural Corporation for Agricultural Land Development and Greenery-Environment Promotion, Sennan City, and employees from facilities that hire persons with disabilities. As its next challenge, Heartland is currently trying to grow new vegetables such as coriander and kale, and plans to keep taking on new challenges as a pioneering special subsidiary.

* A special subsidiary is a subsidiary that makes special arrangements for hiring people with disabilities and is counted as one of the parent company's business sites in calculating its rate of hiring people with disabilities.

Basic Concepts

Basic Framework for Diversity

We believe that diversity means creating a work environment where many positions and values are mutually recognized and various work styles are permitted, thus making it possible for each and every employee to draw on his or her innate abilities. KOKUYO has identified the following four basic themes related to diversity:

Table
Sharing the significance of diversity initiatives Share the significance as a means of creating an atmosphere where it is easy to work Share the significance as a means of creating an atmosphere where employees can draw fully on their abilities Structuring a system and implementing it throughout the Company Develop a system to make flexible work styles possible Implement these systems throughout the Company Achieving a Good Work/Life Balance Create an environment where employees can achieve a good balance between work and their private lives Realize a highly productive work style Supporting the activities of a diversity of human resources Make the most of diverse human resources, regardless of nationality, ethnic origin, gender, age, religious beliefs, academic background, and other characteristics Promote an active role for female employees

Establishment and Penetration of Support Systems

The KOKUYO Group is working to make improvements in its systems to create an environment where it is easy to get a good balance between work and life, such as bearing children, raising them, and caring for senior family members. (The parts underlined are beyond the range of statutory provisions)

Statutory system for the purpose of child-rearing and nursing-care support*
Maternity leave Six weeks before childbirth (14 weeks for multiple-birth pregnancies) and eight weeks after childbirth
Spousal maternity leave A leave of absence granted when a spouse is giving birth. Two days for each childbirth.
Childcare leave A childcare leave is given until the day the child reaches the age of two. (For a child born in April, childcare leave is given until the end of April in the year the child reaches the age of two.)
Sick/Injured childcare leave Up to 5 days per year, or 10 days for two or more children, to look after a child below school age. (Can also be obtained in half-day units)
Family care leave Up to a total of 183 days for each person requiring nursing care. (Can be taken in up to 3 blocks)
Nursing care leave Up to 5 days per year per person requiring nursing care, or 10 days for two or more. (Can also be obtained in half-day units)
Short working hour system
  • Childcare: Until child finishes their third year in elementary school.
  • Nursing care: Up to three years per person requiring nursing care.
Teleworking Can be taken in 1-day units (up to 52 times in one year) or hourly units
  • Childcare: Until child finishes their third year in elementary school.
  • Nursing care: Up to three years
Re-employment system Eligible personnel include regular employees who left their jobs due to marriage, child-bearing, childcare, job relocation of spouse, study abroad, volunteer work, career change and other reasons recognized by the company

※The system is applied to KOKUYO and its principal subsidiaries (In principal, all employees are eligible for flextime work schedule. Flextime system without a core period introduced)

※Related information: "Number of Employees Taking Leave for Childbearing and Senior Care"

Achieving a Good Work/Life Balance

Kurumin Mark

The KOKUYO Group is committed to providing ideal working conditions withconsideration for achieving a good work/life balance. These efforts have beenrecognized by the government and four of the group companies have received acertification logo (nickname: Kurumin Mark) as of December 31, 2017.
The KuruminMark is a certification logo issued by the Ministry of Health, Labour and Welfare, whichpromotes the improvement of the nation's declining birth rate, based on the Law forMeasures to Support the Development of the Next Generation, to recognizecorporations and organizations taking an active stance in supporting child-raising.

[Companies that received the Kurumin Mark] As of December 31, 20176
KOKUYO Co., Ltd., KAUNET Co., Ltd.,
KOKUYO Marketing Co., Ltd., KOKUYO Engineering & Technology Co., Ltd.

Introduction of Teleworking System and Flextime System without a Core Period

KOKUYO has introduced a teleworking system on a daily or hourly basis for employees who have restrictions on time orplace due to child rearing or nursing care. The system allows employees to engage in both child rearing and work by using their spare time efficiently, such as the time before leaving to work in the morning or the time after finishing housework until going to bed. Therefore, the number of employees utilizing this system is increasing.

Furthermore, we aim to improve work-life balance and realize higher productivity byintroducing a flextime system without a core period and making working hours flexible.

Cross-industry Initiatives

We strive for collaborations that go beyond industry boundaries in order to promote diversity.

KOKUYO Participates in the Iku-Boss Project Alliance

Iku-Boss

KOKUYO has participated in the Iku-Boss Project Alliance sponsored by Fathering Japan since it started in December 2014.
In order for organizations to maximize the abilities of employees, management must understand that employees have time constraints due to factors such as childcare, care for elderly relatives and illnesses, and it is essential for the management to change their way of thinking. By participating in the Iku-Boss Corporation Alliance, participating advanced corporations with the same awareness of challenges can share their knowledge to make it an opportunity to reconsider their diversity management as well as working style and workplace climate. In addition, by considering the image of ideal supervisors (Iku-Boss) in the new era through the collaboration of corporate networks with the aim of developing further, KOKUYO strives to use it for the solution to challenges held by customers as a corporation that suggests new working styles.

Activities in Diversity Western Japan Workshop

KOKUYO participates in the Diversity Western Japan Workshop, in which about 50 companies located inthe Kansai region gather to share information and establish networks. Diversity promotion managers fromvarious companies gather and exchange opinions on themes such as reforms in the way of working, support for disabled people to take active roles, and support for a balance between work, child care andnursing care, and we make use of what we have learned in our own companies.

Activities in Union of Four Companies for Ideal Way of Working

For the purpose of making a working environment where each and every employee can play an active role, four companies with the same awareness of issues established a group to consider the ideal way of working.
In 2017, a cross-industry interchange was held, designed to help male employees think about work styles that enable both them and their partners to thrive at work.

KOKUYO K Heart Co., Ltd. Aiming to be a Pioneer in Hiring Persons with Disabilities

KOKUYO K Heart is actively expanding its business scope. The photo shows the Stationery Development Section.

KOKUYO K Heart is actively expanding its business scope. The photo shows the Stationery Development Section.

KOKUYO K Heart was started in 2004 with the goal of hiring persons with disabilities within the KOKUYO Group. The company is currently playing the role of a supporter of the KOKUYO Group, and all of its employees, including persons with no disabilities, seniors, and persons requiring mental health care, are working in their full capacities in various suitable positions.

The Act for Promotion of Employment of Persons with Disabilities was amended in April 2018, in which the legally required employment rate for people with disabilities was increased to 2.2%. In response, KOKUYO K Heart has been working with KOKUYO's business divisions to create job opportunities and hire more people with disabilities, and is now confident about reaching the 2.2% goal. Also keeping future amendments* in mind, KOKUYO K Heart is aiming to remain a pioneer in hiring people with disabilities by breaking down the stereotypical view that "people with disabilities can handle only simple tasks" and creating job opportunities for employees who have various disabilities.

* The April 2018 amendment of the Act for Promotion of Employment of Persons with Disabilities will raise the legally required employment rate for persons with disabilities to 2.2% for companies with 100 or more employees. The rate is then expected to rise to 2.3% by March 2021 and 2.5% by April 2023.