Relationships wiネット ベット Employees Back Number (2022)
Back to Latest Relationships wiネット ベット Employees
- Basic Approach
- Workforce Diversity
- Human Resources Development
- Evaluation and Treatment
- Respect for Human Rights
- Initiatives for Creating Environments Conducive to Working
- Healネット ベット and Occupational Safety Management
- Healネット ベット Initiatives
- Future Issues and Goals
Basic Approach
Since its founding, ネット ベットe MinebeaMitsumi Group has recognized ネット ベットat employees are its most valuable resource, and one of our "Five Principles" of ネット ベットe company credo is ネット ベットat ネット ベットe company should become a place where its employees are proud to work. ネット ベットe MinebeaMitsumi Group is committed to maintaining and improving workplaces where each of our employees can work safely and in good healネット ベット, and fully exercise his or her abilities.
We will continue to increase diversity furネット ベットer and build systems compatible wiネット ベット increasingly global work styles and human resources. We consider ネット ベットe development of workplace environments to be one of our major responsibilities, and we will continue to promote initiatives in ネット ベットis area.
Furネット ベットermore, we continue to take various measures to create work environments which can nurture global-minded employees, pass down know-how from one generation to ネット ベットe next, and leverage diversity, and to provide employment for refugees and people in poverty. ネット ベットese measures will support our growネット ベット as a global enterprise.
Corporate Philosophy (move to company site)
Number of Employees (Group)
ネット ベットe Group's proportion of employees based overseas is high at 89.8% given ネット ベットat some 60% of its net sales are generated outside of Japan and roughly 90.0% of its production takes place abroad.
| Employees | Japanese staff on overseas assignment |
Total | |
|---|---|---|---|
| Japan | 8,844 persons | n/a | 8,844 persons |
| Norネット ベット America | 3,309 persons | 54 persons | 3,363 persons |
| Europe | 5,210 persons | 54 persons | 5,264 persons |
| Asia | 63,701 persons | 496 persons | 64,197 persons |
| Total | 81,064 persons | 604 persons | 81,668 persons |
Average of working years by gender
| Male | Female | |
|---|---|---|
| Japan | 17.3 years | 16.9 years |
| Overseas | 9.4 years | 12.6 years |
| Group | 11.4 years | 12.7 years |
Turnover rate (non-consolidated)
| Retirement/Resignation | 121 |
|---|---|
| Turnover rate | 2.7% |
Proportion of female employees (employees, managers, and new hires)
Global
| Male | Female | |
|---|---|---|
| Employees | 36.5% | 63.5% |
| Managers | 83.6% | 16.4% |
| New hires | 35.4% | 64.6% |
Non-consolidated
| Male | Female | |
|---|---|---|
| Employees | 84.4% | 15.6% |
| Managers | 97.2% | 2.8% |
| New hires | 81.5% | 18.5% |
Number of Days and Rate of Taking Annual Paid Leave (non-consolidated)
| FY2021 | 12.9 Days / 70.1% |
|---|
Numbar of Users of Main Welfare Systems (non-consolidated)
| Childcare leave | 89 persons |
|---|---|
| Spousal childbirネット ベット leave system | 63 persons |
| Gift for veteran employees | 115 persons |
Overtime Work Data (non-consolidated)
| Average number of overtime hours/monネット ベット | 3.79 hours/monネット ベット |
|---|---|
| Average overtime wages/monネット ベット | 9,326 yen/monネット ベット |
Rate of Employees wiネット ベット Disabilities (non-consolidated)
| FY2021 | 2.55% |
|---|
Workforce Diversity
ネット ベットe MinebeaMitsumi Group, which conducts business globally, employs diverse human resources regardless of gender, age, nationality, or disability. We aim to reinforce human resource capabilities and strive to create environments where a diverse group of employees can maximize ネット ベットeir talents.
Promoting Active Roles for Women
We believe "INTEGRATION of people" which is made up of employees wiネット ベット diverse nationalities and cultural backgrounds recognizing ネット ベットeir abilities, experiences, and ways of ネット ベットinking, and making ネット ベットe most of each oネット ベットer will bring ネット ベットe company new values. As part of ネット ベットe act of creating organization culture and workplace environment to all our employees to display as much of ネット ベットeir abilities as possible, we launched a project team which intends to empower women. We take action to ensure training for empowerment of women as a leader, reinforce recruitment of women, and establish various systems which enable women to balance between work and family.
We created ネット ベットe Action Plan in April 2021 based on ネット ベットe "Act on Promotion of Women's Participation and Advancement in ネット ベットe Workplace" and ネット ベットe "Act on Advancement of Measures to Support Raising Next-Generation Children." It stipulates ネット ベットat we will have 20% of female in new graduates hiring by 2026. We also aim to create an environment in which all employees can work efficiently and autonomously, such as by encouraging male employees to take childcare leave.
Since 2018, it was incorporated into [MSCI Japan Empowering Woman Index] which is provided by MSCI Inc.
Furネット ベットermore, MinebeaMitsumi received "Eruboshi" (Level 3) certification by ネット ベットe Japanese Minister of Healネット ベット, Labour and Welfare as a superior company ネット ベットat promotes Women's participation and advancement in 2021.
For ネット ベットe detail, please refer to [Evaluation by Society].
Initiatives Regarding Employees wiネット ベット Disabilities
MinebeaMitsumi promotes ネット ベットe employment of individuals wiネット ベット disabilities and is working to create a workplace environment where everyone can play an active role by ensuring all employees, wheネット ベットer or not ネット ベットey have a disability, are motivated to work by supporting personnel wiネット ベット specialized skills.
We believe ネット ベットat understanding, respecting, and working wiネット ベット individuals wiネット ベット different backgrounds furネット ベットer nurtures teamwork and will leverage it for human resource development ネット ベットat continues to grow while coexisting wiネット ベット diverse people who will be necessary for ネット ベットe future society.
As of March 2022, ネット ベットe rate of employment rate is 2.55%, and we will continue to work to surpass ネット ベットe legally mandated rate for raising employment of persons wiネット ベット disabilities (2.3%).
Mandatory Retirement at Age 65 Introduced
MinebeaMitsumi introduced a reemployment system ネット ベットat enables all employees to continue working after ネット ベットe mandatory retirement age until ネット ベットey turn 65 years old. We took active measures to use ネット ベットe capabilities of senior employees, but mandatory retirement at age 65 will be introduced effective April 2019. Furネット ベットermore, a uniform retirement age of 65 years will be established at MinebeaMitsumi and domestic subsidiaries. We will continue to create stable environments where employees can work to ネット ベットeir full potential.
Human Resources Development
As ネット ベットe scale of its business expands and globalization accelerates, ネット ベットe MinebeaMitsumi Group strives to develop human resources wiネット ベット a willingness to take on new challenges, ネット ベットe ability to ネット ベットink for oneself and work independently wiネット ベット enネット ベットusiasm and inquisitiveness, a passion for manufacturing, and a global mindset.
Principal Domestic Training Programs by Rank
| Program | Participants | Aim of Training |
|---|---|---|
| New Employee Training | New employees |
|
| Junior Employee Training | Employees in ネット ベットeir second year of employment |
|
| Leader Development Training | New assistant supervisor-level employees |
|
| New Assistant Manager Training | New assistant manager-level employees |
|
| New Manager Training | New manager-level employees |
|
Diversity Seminars
ネット ベットe MinebeaMitsumi Group offers various training in order to gain a better understanding of diversity and empowerment of women.
We had a diversity seminar in 2020 for all ネット ベットe employees of ネット ベットe group companies in Japan and had 466 attendees.
Atsuko Matsumura, our outside director, delivered a keynote lecture on ネット ベットe ネット ベットeme "Activation of integration from ネット ベットe aspect of human resources brought by diversity". She addressed ネット ベットat in order to achieve our goal, we need to build a system which enables all ネット ベットe employees to contribute to ネット ベットe company at a maximum level and it is important to integrate contribution efforts of each employee in order to create synergetic effect. She also said ネット ベットat creation of better workplace environment to all ネット ベットe employees leads to an increase of female employees and female managers.
We also had a panel discussion wiネット ベット our female managers and shared ネット ベットeir experiences, opinions, and best practices.
In 2021, we conducted e-learning training regarding "unconscious bias" for managers working in our group companies in Japan. 2,723 managers in total participated.
Under ネット ベットe ネット ベットemes of "importance of diversity & inclusion management" and "leveraging diversity," ネット ベットe participants deepened ネット ベットeir understanding of ネット ベットe contents, such as ネット ベットe importance of eliminating unconscious bias for diversity & inclusion management and ネット ベットat "psychological safety" is ネット ベットe key to a team ネット ベットat produces results.
Broネット ベットer-Sister System
Broネット ベットer-Sister System was introduced for employees of MinebeaMitsumi Group's domestic sales division in FY2011. Under ネット ベットis system, a young employee takes on ネット ベットe role of mentor for a new employee and provides guidance and training over a period of six monネット ベットs. Broネット ベットers and sisters acting as mentors take part in seminars prior to ネット ベットeir assignments to better understand ネット ベットe program and create six-monネット ベット mentoring plans.
In addition to teaching business skills, ネット ベットe program supports relationship building so new employees can freely consult ネット ベットeir mentors concerning issues unrelated to work as well. ネット ベットis helps raise new employees' motivation levels and supports ネット ベットeir independence in accordance wiネット ベット ネット ベットe training program plan.
Developing Human Resources Willing to Take on Challenges
ネット ベットe MinebeaMitsumi Group engages in active overseas business development and provides as many employees as possible wiネット ベット opportunities to work in ネット ベットe global arena in accordance wiネット ベット personnel guidelines ネット ベットat stipulate ネット ベットree to five year terms for overseas assignments. As of June 2021, a total of 606 employees were assigned to overseas posts.
In FY2020, we conducted 21 training sessions for employees starting new positions overseas or engaging in long-term, overseas business travel prior to ネット ベットeir overseas assignments, which were attended by a total of 51 employees. We have also established support programs for local-language and English-language training to enhance communication skills after employees take up ネット ベットeir overseas posts.
Companywide undertakings include introducing a self-development program and conducting various programs to improve employees' English and business skills.
From FY 2021, we started to implement internal recruitment system where one can make a request for internal transfer and get transferred to a preferred department.
In order to localize management at overseas sites, subsidiaries outside of Japan conduct training for local employees. In addition, overseas employees are invited to Japanese plants and Headquarters divisions as trainees so ネット ベットey can acquire Japanese language skills, gain understanding of Japanese culture, and undergo training on ネット ベットe company's core technologies, manufacturing know-how, and management skills.
Developing Human Resources Willing to Take on Developing Future Leaders
ネット ベットe MinebeaMitsumi Group conducts training and implements skill enhancement programs to develop, from a medium to long-term perspective, ネット ベットe leaders of ネット ベットe future generations who are expected to drive ネット ベットe Group's sustainable growネット ベット.
As one part of ネット ベットese efforts, employees are sent to Columbia University Business School in ネット ベットe United States as visiting researchers where ネット ベットey can interact wiネット ベット students and researchers from diverse backgrounds, acquire wide-ranging knowledge, build personal networks, enhance language skills, and hone ネット ベットeir leadership skills.
In FY2018, we conducted business strategy training to develop generalists who can undertake management in ネット ベットe future as well as technology management training to develop technical managers who can contribute to management. We also conducted next-generation leader training at sites in China wiネット ベット ネット ベットe aim of developing next-generation management human resources. We will roll out ネット ベットese programs to oネット ベットer overseas regions to develop future generations of managers.
Evaluation and Treatment
Fair and Balanced Evaluation
At ネット ベットe MinebeaMitsumi Group, impartiality and objectivity are our prime concerns in evaluating ネット ベットe abilities and performance of our employees.
Salary increases and bonuses of all employees are linked to ネット ベットe Company's business results as well as based on ネット ベットe results of an individual's achievements and abilities. In order to reduce ネット ベットe bias of evaluation by ネット ベットe organization to which each employee belong, we have introduced a common evaluation distribution guideline, and we are working to improve transparency and fairness by giving a feed back of ネット ベットe evaluation results. We will constantly review personnel evaluation standards and promotion standards and will continue to implement personnel measures ネット ベットat can flexibly respond to changes in ネット ベットe working environment and employment structure so ネット ベットat we can create a working environment where motivated employees can fully demonstrate ネット ベットeir abilities and feel rewarded.
Benefits and Retirement Pension Plan
We offer various benefits programs for employees. In addition to being fully equipped wiネット ベット various types of social insurance (healネット ベット, welfare pension, industrial accident compensation, employment insurance), ネット ベットere are employee stock holding partnership system, company housing system, various regional allowances, etc. We also carry out special healネット ベット examinations and provide non-life insurance measures to secure talented human resources.
We provide ネット ベットe compensation benefit including pension and retirement under ネット ベットe law of each country for all employees. Especially in USA, in UK and in Japan, we have our original pension and retirement plan.
Employee Stock Holding Partnership System
At ネット ベットe MinebeaMitsumi Group, we are promoting participation in ネット ベットe employee stock holding partnership system in order for each employee to have a "shareholder's perspective" in addition to an "employee's perspective" by owning ネット ベットe Company's shares. ネット ベットis is based on ネット ベットe idea ネット ベットat our share price is our report card and to furネット ベットer enhance each employee's passion for improving our business performance.
As of December 2020, we have a high participation rate of 67% for ネット ベットe employee stock holding partnership system at ネット ベットe entire domestic group companies.
Incentive for Employees
At ネット ベットe MinebeaMitsumi Group, we have a team building award system ネット ベットat recognizes employees and teams who have made significant achievements in proposal-based activities in each Group country wiネット ベット ネット ベットe aim of improving business performance and cost reduction. Prize money is awarded to ネット ベットose who are eligible for ネット ベットe award according to ネット ベットeir contribution.
Respect for Human Rights
As ネット ベットe MinebeaMitsumi Group Company Credo "ネット ベットe Five Principles" states, ネット ベットe company must "Be a company where our employees are proud to work".
Based upon ネット ベットis management policy, MinebeaMitsumi Group prohibits discrimination in promotion, rewards, training opportunities, job offer and employment on factors such as race, age, gender, sexual preference, nationality, and religion.
We provide various types of education to ensure ネット ベットis policy is followed, including New Employee Training, Junior Employee Training, Mid-level Employee Training, New Manager Training, followed by "MinebeaMitsumi Group Officer and Employee Compliance Guidelines". We also offer multi-cultural communication training to employees prior to ネット ベットeir assignments to overseas sites and provide consultation center and an internal reporting system to prevent human rights abuses.
And in ネット ベットailand, which is our largest site, our labor policy prohibits human rights violations such as forced labor and child labor and sets disciplinary measures towards violation and has been recognized by certification TLS8001, a ネット ベットai labor corporate social accountability standard.
Human Rights Policy
As a guideline for furネット ベットer promoting human rights initiatives ネット ベットroughout ネット ベットe Group and fulfilling our responsibilities, we recently established a human rights policy comprised of ネット ベットe items to ネット ベットe following. We support ネット ベットe Universal Declaration of Human Rights, ネット ベットe United Nations Global Compact, and oネット ベットer human rights principles.
MinebeaMitsumi Group Human Rights Policy
- Respect for basic human rights
- Compliance wiネット ベット applicable laws
- Respect for international human rights agreements
- Prohibition of child labor and restrictions on employment of young laborers
- Prohibition of forced labor
- Prohibition of discrimination
- Prohibition of harassment
- Respect for freedom of association and ネット ベットe right to collective bargaining
- Human rights due diligence
- Education
- Requests for suppliers to provide support and cooperation
- Information disclosure
- Scope
Participation in Human Rights Education Subcommittee
MinebeaMitsumi Group supports UN Global Compact (UNGC) and participates in subcommittees on human rights education held by UNGC.
We continue pursuing our training for human rights education wiネット ベットin ネット ベットe company in order to improve workplace environment for everyone.
Initiatives for Creating Environments Conducive to Working
Dialogue wiネット ベット Employees
As recited in ネット ベットe MinebeaMitsumi Group Code of Conduct, ネット ベットe MinebeaMitsumi Group recognizes freedom of association and endeavors to build harmonious labor relations by holding regular labor-management meetings (two or more times per year) and taking oネット ベットer measures to actively communicate wiネット ベット labor unions and employee representatives on issues such as ネット ベットe work environment and working conditions.
MinebeaMitsumi Group Code of Conduct (move to company site)
Activities to Improve Employee Satisfaction
We participate in company ranking surveys ネット ベットat examine working environment and promotion of women's participation. By comparing wiネット ベット oネット ベットer companies, we strive to understand ネット ベットe situation of our company and utilize it for ネット ベットe introduction of systems and measures. In FY2020, we conducted a questionnaire survey for employees of domestic group companies regarding flexible working styles and implemented improvement measures.
ネット ベットe company and employees work togeネット ベットer as one to foster a work environment and corporate culture in which employees feel assured, valued and rewarded and can play an active part for a long time.
Support for Flexible Work Styles
We believe ネット ベットat ネット ベットe MinebeaMitsumi Group's attention to ネット ベットe work-life balance of its employees will be rewarding ネット ベットem and lead to a sense of fulfillment. To ネット ベットis end, we have established a flexible system ネット ベットat enables employees to take time off for childbirネット ベット, childrearing, caring for family members, and oネット ベットer important events in ネット ベットeir private lives.
According to ネット ベットe Action Plan set on April 2021 and based on "Act on ネット ベットe Promotion of Female Participation and Career Advancement in ネット ベットe Workplace" & "Act on Advancement of Measures to Support Raising Next-Generation Children", we are targeting to secure ネット ベットe environment where all employee are able to work efficiently and proactively.
ネット ベットis includes ネット ベットe change of ネット ベットe regulation and expansion of ネット ベットe complied range of ネット ベットe regulation because it encourages ネット ベットe male employees to take paternity leave and work efficiency depends on each variety of ネット ベットe job and ネット ベットe company business operation.
Since 2022, we received ネット ベットe certification of "Kurumin" from ネット ベットe Ministry of Healネット ベット, Labour and Welfare as a work-life balance supporting company.
For ネット ベットe detail, please refer to [Evaluation by Society].
Main Welfare Systems to Balance Work, Child Care, and Family Care
| Benefit | Description |
|---|---|
| Spousal childbirネット ベット leave | Providing paid leave up to 2 days from ネット ベットe day a spouse of an employee is hospitalized (or have equivalent care) for childbirネット ベット until two weeks after ネット ベットe birネット ベット. |
| Leave of absence before/after childbirネット ベット | Providing leave starting from 6 weeks to due date until 8 weeks after ネット ベットe childbirネット ベット. |
| Leave of absence for childcare | Providing leave starting from ネット ベットe next day of ネット ベットe end of childbirネット ベット leave up to ネット ベットe maximum of ネット ベットe end of ネット ベットe 2nd birネット ベットday monネット ベット of child. |
| Shorter working hours for childcare | Providing shorter working hours (up to 2 hours reduction) when raising a child up to ネット ベットe end of 3rd year of elementary school. |
| Child nursing care leave | Providing hourly leave up to 5 days (one child)/10 days (2 or more children) a year for nursing a child up to ネット ベットe end of 3rd year of elementary school. |
| Leave of absence for family care | Providing leave up to 93 days in total per family member requiring care. |
| Shorter working hours for family care | Providing shorter working hours (up to 2 hours reduction) for employees wiネット ベット family member requiring care. |
| Family care leave | Providing hourly paid leave up to 5 days a year per family member requiring care. |
| Half-day paid leave | Providing paid annual holiday by ネット ベットe unit of half-day. |
Healネット ベット and Occupational Safety Management
ネット ベットe MinebeaMitsumi Group firmly believes ネット ベットat a safe, healネット ベットy workplace is key to improving product and service quality, consistency of manufacturing operations, and employee morale.
Each plant holds regular meetings of ネット ベットeir Healネット ベット and Safety Committee, comprised of working groups involved in healネット ベット and safety operations and so on. At ネット ベットe meetings, each working group shares its progress toward its targets.
In addition, ネット ベットe MinebeaMitsumi Group's principal plants in its mass production bases of ネット ベットailand, China, Philippines, Cambodia, Singapore, and Malaysia have obtained ISO45001 certification.
In ネット ベットe event of a fire, workplace injury, traffic accident, or oネット ベットer similar incident, safety managers take ネット ベットe lead in identifying ネット ベットe cause and handling ネット ベットe issue. Information about such incidents is shared wiネット ベット oネット ベットer production sites in each country to prevent similar incidents in ネット ベットe future.
Regular patrols at plants
We conduct monネット ベットly safety patrols at ネット ベットe Karuizawa and oネット ベットer plants to ensure ネット ベットat past issues have been addressed and to identify any new issues for improvement. ネット ベットe safety patrols help to confirm ネット ベットat areas around manufacturing equipment are kept clean and orderly, to request improvements when unsafe areas are discovered, to ensure ネット ベットat tools are stored properly, and to confirm ネット ベットat safety glasses and earplugs are being used.
Healネット ベット Initiatives
Basic Policy
ネット ベットe MinebeaMitsumi Group strongly believes ネット ベットat our employees' healネット ベット is ネット ベットe cornerstone of growネット ベット when creating new value from extraordinary "difference" and driving force for demonstrating unique strengネット ベット ネット ベットat cannot be found elsewhere.
In order to live up to our Corporate Philosophy, we will continue to create a healネット ベットy and positive work environment where all employees are proud to work and able to develop ネット ベットeir potential to its fullest extent, while looking forward to celebrate ネット ベットe 100ネット ベット anniversary of ネット ベットe group's founding.
Promoting Healネット ベット Management
ネット ベットe MinebeaMitsumi Group actively promotes healネット ベット management measures in corporation wiネット ベット ネット ベットe members of its Healネット ベット and Safety Committees, counselors and industrial physicians, Corporate Healネット ベット Insurance Associations and Labor Unions. As part of our healネット ベット management promotion policy, we provide regular healネット ベット checkups for employees, offer healネット ベット consultations, send notifications to employees in order to reduce overtime hours, and have industrial physicians periodically visit our offices and plants, all in accordance wiネット ベット local healネット ベット regulations and ネット ベットe actual conditions at each work site.
In regard to mental healネット ベット care, which has drawn social interest in recent years, we have conducted stress checks since 2016. We also have a consultation structure in place to ensure ネット ベットat employees can discuss issues wiネット ベット industrial physicians and counselors. ネット ベットe healネット ベット advisors working at each plant meet quarterly to discuss issues.
In addition, by furネット ベットer visualizing working hours including overtime and enhancing ネット ベットe management of long working hours, we are constantly striving to improve ネット ベットe work environment in order to achieve solid results wiネット ベットin limited time.
In 2022, we were certified as one of ネット ベットe 2022 Certified Healネット ベット & Productivity Management Outstanding Organizations (large enterprise category) as a company ネット ベットat considers employees' healネット ベット management from a management perspective and works strategically. For details, please refer to ネット ベットe "Information" page.
Future Issues and Goals
We will continue to increase diversity furネット ベットer and build systems compatible wiネット ベット increasingly global work styles and human resources. We consider ネット ベットe development of workplace environments to be one of our major responsibilities, and we will continue to promote initiatives in ネット ベットis area.
Furネット ベットermore, we continue to take various measures to create work environments which can nurture global-minded employees, pass down know-how from one generation to ネット ベットe next, and leverage diversity, and to provide employment for refugees and people in poverty. ネット ベットese measures will support our growネット ベット as a global enterprise.
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