social

Promotion of Diversity

Basic Concepts

KOKUYO aims to create 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. We have identified the following four basic themes related to diversity.

Table

Systems

Statutory System for the Purpose of Child-rearing and Nursing-care Support*

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)

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.

The KOKUYO Group's rate of hiring people with disabilities is 2.31% as of June 1, 2019.

Participating in the Iku-boss Corporation Alliance

Participating in the Iku-boss Corporation Alliance

KOKUYO has participated in the Iku-boss Corporation 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.

2019 Initiatives

  1. ▼ Creating Networks for Employees Involved in Child-raising
  2. ▼ KOKUYO Logitem’s “What I’d Like to Be” Office Visited Partner Company

Creating Networks for Employees Involved in Child-raising

Creating Networks for Employees Involved in Child-raising

KOKUYO conducts orientation for employees returning to work after childcare leave so that they can continue to work with peace of mind while balancing both child-rearing and work.

In addition, to enable information exchange and allow concerns to be discussed, KOKUYO also strives to create networks for employees involved in child-raising, such as lunches for fathers and mothers, and the KOKUYO Child-raising Network . Information is exchanged on themes related to balancing work and child-rearing, including skillful methods for utilizing the teleworking system and work styles after children have entered elementary schools.

KOKUYO Logitem’s “What I’d Like to Be” Office Visited Partner Company

KOKUYO Logitem’s “What I’d Like to Be” Office Visited Partner Company

The “What I’d Like to Be” Office, which aims to ensure diversity promotion and the advancement of women at KOKUYO Logitem, has been visiting partner companies since August last year to understand the state of activities to promote the advancement of women at other companies and obtain hints for future activities. This time, the office visited Kanriku Express Kansai Co., Ltd. With the first female center manager and female CFO, visitors were told that people at the company utilizes the meticulous attention to detail and ability to respond unique to women to conduct realistic activities. Going forward, KOKUYO hope to continue a wide range of interactions with other companies to incorporate good points into KOKUYO.