Human Resources Management

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. ▼ Basic Concepts
  2. ▼ The KOKUYO Group's Hiring of Persons with Disabilities
  3. ▼ Cross-industry Initiatives

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

Structuring a System

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 Leave of absence granted when a spouse is giving birth. Two days for each childbirth.
Childcare leave 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.)
Childcare leave to look after a sick/injured child Up to 5 days per year, or 10 days for employees with 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 employees with two or more children. (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"

The KOKUYO Group's Hiring of Persons with Disabilities

KOKUYO's history of hiring persons with disabilities dates back to 1940. It started with the employment of students of Osaka City School for the Deaf (present-day Osaka Prefectural Central Hearing Support School) at the former Imazato Factory where the present Head Office is located.

The turning point in KOKUYO Group's hiring of persons with disabilities was the business structural reform plan announced in 2002. The issue of how to handle the hiring of persons with disabilities by individual subsidiaries-formed from the splitting of KOKUYO-was examined, and the special subsidiary KOKUYO K Heart was established in September 2003. In addition, Heartland was established in December 2006 for the purpose of hiring persons with intellectual or mental disabilities.

KOKUYO Group's rate of hiring people with disabilities is 2.29% as of August 31, 2018.

Fair Held to Introduce KOKUYO Group's Special Subsidiaries (KOKUYO K Heart and Heartland)

Heartland

We Also Do Such Things! KOKUYO K Heart and Heartland.

From October 3 to 19, KOKUYO K Heart and Heartland held a fair at the Osaka Headquarters, Umeda Office, Tokyo Shinagawa SST Office, and Kasumigaseki Office under the theme "We Also Do Such Things! KOKUYO K Heart and Heartland." At both companies, which were selected as companies under Japan's Ministry of Economy, Trade and Industry's Diversity Management Selection 100, many employees with disabilities apply themselves in suitable positions taking on a variety of operations. At the fair, employees from both companies explained to visiting KOKUYO Group employees the history of KOKUYO's hiring of people with disabilities and the current state of the legally required employment rate for people with disabilities as well as the scope of operations and initiatives undertaken by KOKUYO K Heart and Heartland.

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 in the Kansai region gather to share information and establish networks. Diversity promotion managers from various 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 raising and nursing care, and we make use of what we have learned in our own companies.