The data shown here supplement the information in the article “Work-life Balance” and “Workplace Diversity” at page 14 of the Hitachi Kokusai Electric Group CSR Report.
Hitachi Kokusai Electric (the “Company”) has developed and enriched childcare/nursing leave and reduced hours working systems, etc. to help workers’ child rearing and nursing care. In addition to these, it is now promoting several measures aiming to harmonize its employees’ work (job) and their personal life from more diverse standpoints. The measures include reviewing of their past working style, reducing of overtime work, and so forth.
Certification mark “Kurumin”
Recognizing the importance of achieving a good balance between “a sound and comfortable life” and “rewarding and fulfilling work,” the Company has been working to develop and enrich programs that help workers realize a good balance between work and family responsibilities such as child rearing and nursing care.
In April 2012, the Company was granted a certification mark (affectionately nicknamed “Kurumin”) under the “Act on Advancement of Measures to Support Raising Next-Generation Children” by the Ministry of Health, Labor and Welfare.
The Company has a program for an employee to take a leave while receiving payroll, for the purpose of self-enlightenment at a college in or out of Japan, at a graduate school for businessmen, or to obtain a qualification. The program started in the fiscal year 2013, and the total of 3 employees have taken the leave.
The Hitachi Kokusai Electric Way prescribes that the Company “respects the diversity of its human resources and provides them with the opportunity and environment to enhance and perform their abilities,” while our Guidelines and Commitments prescribe that we “respect the diversity, character and individuality of all employees; provide a mentally and physically rewarding, safe and healthy work environment as well as opportunities for further training and growth.”
Based on those policies, we promote the employment of people with disabilities and the reemployment of older employees.
We have adopted a reemployment system for older workers that allows employees who have reached retirement age to extend their employment to age 65. Many employees choose to utilize this system, which enebles them to pass on their long-accumulated experience and professional skills to younger workers.
To promote the employment of people with disabilities, we operate an internship program for disabled job candidates that allows the Company to assess the interns work skills and environment, etc. We hire interns for more permanent roles after the internship is complete. As of June 1, 2017, we satisfied the mandated employment quota (2.0%). We will promote our Group-wide drive to further increase employment opportunities and hire more people with disabilities.
As for the employment of female and foreign personnel and the promotion of these to management level, we set goals and proceed as planned.
We intend to continue our efforts to arrange a lively workplace environment by making much of the personalities of individual workers in order to gain the satisfaction of each and every colleague.
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