Relationships with Employees Back Number (2021)
Back to Latest Relationships with Employees
- Basic Approach
- Workforce Diversity
- Human Resources Development
- Evaluation and Treatment
- Respect for Human Rights
- Initiatives for Creating Environments Conducive to Working
- Health and Occupational Safety Management
- Health Initiatives
- Future Issues and Goals
Basic Approach
Since its founding, the MinebeaMitsumi Group has recognized that employees are its most valuable resource, and one of our "Five Principles" of the company credo is that the company should become a place where its employees are proud to work. The MinebeaMitsumi Group is committed to maintaining and improving workplaces where each of our employees can work safely and in good health, and fully exercise his or her abilities.
We will continue to increase diversity further and build systems compatible with increasingly global work styles and human resources. We consider the development of workplace environments to be one of our major responsibilities, and we will continue to promote initiatives in this area.
Furthermore, we continue to take various measures to create work environments which can nurture global-minded employees, pass down know-how from one generation to the next, and leverage diversity, and to provide employment for refugees and people in poverty. These measures will support our growth as a global enterprise.
Corporate Philosophy (move to company site)
Number of Employees (Group)
The Group's proportion of employees based overseas is high at 89.8% given that 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 | 8,572 persons | n/a | 8,572 persons |
| North America | 3,449 persons | 52 persons | 3,501 persons |
| Europe | 5,452 persons | 50 persons | 5,502 persons |
| Asia | 66,090 persons | 504 persons | 66,594 persons |
| Total | 83,563 persons | 606 persons | 84,169 persons |
Average of working years by gender
| Male | Female | |
|---|---|---|
| Japan | 17.3 years | 17.2 years |
| Overseas | 9.6 years | 12.4 years |
| Group | 11.4 years | 12.5 years |
Turnover rate (non-consolidated)
| Retirement/Resignation | 103 |
|---|---|
| Turnover rate | 2.3% |
Proportion of female employees (employees, managers, and new hires)
| Male | Female | |
|---|---|---|
| Employees | 36.3% | 63.7% |
| Managers | 82.6% | 17.4% |
| New hires | 41.0% | 59.0% |
Number of Days and Rate of Taking Annual Paid Leave (non-consolidated)
| FY2020 | 12.1Days / 65.6% |
|---|
Numbar of Users of Main Welfare Systems (non-consolidated)
| Childcare leave | 80 persons |
|---|---|
| Spousal childbirth leave system | 59 persons |
| Gift for veteran employees | 115 persons |
Overtime Work Data (non-consolidated)
| Average number of overtime hours/month | 2.89 hours/month |
|---|---|
| Average overtime wages/month | 6,743 yen/month |
Rate of Employees with Disabilities
| FY2020 | 1.74% |
|---|
Workforce Diversity
The 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 their talents.
Promoting Active Roles for Women
We believe "INTEGRATION of people" which is made up of employees with diverse nationalities and cultural backgrounds recognizing their abilities, experiences, and ways of thinking, and making the most of each other will bring the company new values. As part of the act of creating organization culture and workplace environment to all our employees to display as much of their 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 the Action Plan in April 2021 based on the "Act on Promotion of Women's Participation and Advancement in the Workplace" and the "Act on Advancement of Measures to Support Raising Next-Generation Children." It stipulates that 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.
Furthermore, MinebeaMitsumi received "Eruboshi" (Level 3) certification by the Japanese Minister of Health, Labour and Welfare as a superior company that promotes Women's participation and advancement in 2021.
For the detail, please refer to [Evaluation by Society].
Initiatives Regarding Employees with Disabilities
To actively encourage the employment of individuals with disabilities, MinebeaMitsumi works with business divisions to investigate workplace environments where persons with disabilities can succeed and strengthens collaboration with public employment security offices with jurisdiction, schools for the handicapped, employment and livelihood-support centers for persons with disabilities, and other organizations. As of March 2021, the rate of employees with disabilities was 1.74%. We plan to bolster efforts to achieve the legally mandated rate for raising employment of persons with disabilities (2.3%).
Our initiatives also take into consideration improvement of the workplace environment by ensuring that all employees, whether or not they have a disability, are motivated to work by supporting personnel with specialized skills.
Mandatory Retirement at Age 65 Introduced
MinebeaMitsumi introduced a reemployment system that enables all employees to continue working after the mandatory retirement age until they turn 65 years old. We took active measures to use the capabilities of senior employees, but mandatory retirement at age 65 will be introduced effective April 2019. Furthermore, 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 their full potential.
Human Resources Development
As the scale of its business expands and globalization accelerates, the MinebeaMitsumi Group strives to develop human resources with a willingness to take on new challenges, the ability to think for oneself and work independently with enthusiasm 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 their 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
The 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 the employees of the group companies in Japan and had 466 attendees.
Atsuko Matsumura, our outside director, delivered a keynote lecture on the theme "Activation of integration from the aspect of human resources brought by diversity". She addressed that in order to achieve our goal, we need to build a system which enables all the employees to contribute to the 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 that creation of better workplace environment to all the employees leads to an increase of female employees and female managers.
We also had a panel discussion with our female managers and shared their experiences, opinions, and best practices.
Brother-Sister System
Brother-Sister System was introduced for employees of MinebeaMitsumi Group's domestic sales division in FY2011. Under this system, a young employee takes on the role of mentor for a new employee and provides guidance and training over a period of six months. Brothers and sisters acting as mentors take part in seminars prior to their assignments to better understand the program and create six-month mentoring plans.
In addition to teaching business skills, the program supports relationship building so new employees can freely consult their mentors concerning issues unrelated to work as well. This helps raise new employees' motivation levels and supports their independence in accordance with the training program plan.
Developing Human Resources Willing to Take on Challenges
The MinebeaMitsumi Group engages in active overseas business development and provides as many employees as possible with opportunities to work in the global arena in accordance with personnel guidelines that stipulate three 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 their 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 their overseas posts.
Companywide undertakings include conducting TOEIC testing every other year and conducting various programs to assess and improve employees' English skills. In FY2015, we introduced an open rotation system that allows employees to volunteer for transfer to a different department, and to date, more than 31 employees have made use of this program to undertake new work.
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 they can acquire Japanese language skills, gain understanding of Japanese culture, and undergo training on the company's core technologies, manufacturing know-how, and management skills.
Developing Human Resources Willing to Take on Developing Future Leaders
The MinebeaMitsumi Group conducts training and implements skill enhancement programs to develop, from a medium to long-term perspective, the leaders of the future generations who are expected to drive the Group's sustainable growth.
As one part of these efforts, employees are sent to Columbia University Business School in the United States as visiting researchers where they can interact with students and researchers from diverse backgrounds, acquire wide-ranging knowledge, build personal networks, enhance language skills, and hone their leadership skills.
In FY2018, we conducted business strategy training to develop generalists who can undertake management in the 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 with the aim of developing next-generation management human resources. We will roll out these programs to other overseas regions to develop future generations of managers.
Evaluation and Treatment
Fair and Balanced Evaluation
At the MinebeaMitsumi Group, impartiality and objectivity are our prime concerns in evaluating the abilities and performance of our employees.
Salary increases and bonuses of all employees are linked to the Company's business results as well as based on the results of an individual's achievements and abilities. In order to reduce the bias of evaluation by the 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 the evaluation results. We will constantly review personnel evaluation standards and promotion standards and will continue to implement personnel measures that can flexibly respond to changes in the working environment and employment structure so that we can create a working environment where motivated employees can fully demonstrate their abilities and feel rewarded.
Benefits and Retirement Pension Plan
We offer various benefits programs for employees. In addition to being fully equipped with various types of social insurance (health, welfare pension, industrial accident compensation, employment insurance), there are employee stock holding partnership system, company housing system, various regional allowances, etc. We also carry out special health examinations and provide non-life insurance measures to secure talented human resources.
We provide the compensation benefit including pension and retirement under the 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 the MinebeaMitsumi Group, we are promoting participation in the 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 the Company's shares. This is based on the idea that our share price is our report card and to further enhance each employee's passion for improving our business performance.
As of December 2020, we have a high participation rate of 67% for the employee stock holding partnership system at the entire domestic group companies.
Incentive for Employees
At the MinebeaMitsumi Group, we have a team building award system that recognizes employees and teams who have made significant achievements in proposal-based activities in each Group country with the aim of improving business performance and cost reduction. Prize money is awarded to those who are eligible for the award according to their contribution.
Respect for Human Rights
As the MinebeaMitsumi Group Company Credo "The Five Principles" states, the company must "Be a company where our employees are proud to work".
Based upon this 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 this 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 their assignments to overseas sites and provide consultation center and an internal reporting system to prevent human rights abuses.
And in Thailand, 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 Thai labor corporate social accountability standard.
Human Rights Policy
As a guideline for further promoting human rights initiatives throughout the Group and fulfilling our responsibilities, we recently established a human rights policy comprised of the items to the following. We support the Universal Declaration of Human Rights, the United Nations Global Compact, and other human rights principles.
MinebeaMitsumi Group Human Rights Policy
- Respect for basic human rights
- Compliance with 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 the 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 within the company in order to improve workplace environment for everyone.
Initiatives for Creating Environments Conducive to Working
Dialogue with Employees
As recited in the MinebeaMitsumi Group Code of Conduct, the 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 other measures to actively communicate with labor unions and employee representatives on issues such as the 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 that examine working environment and promotion of women's participation. By comparing with other companies, we strive to understand the situation of our company and utilize it for the 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.
The company and employees work together 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 that the MinebeaMitsumi Group's attention to the work-life balance of its employees will be rewarding them and lead to a sense of fulfillment. To this end, we have established a flexible system that enables employees to take time off for childbirth, childrearing, caring for family members, and other important events in their private lives.
According to the Action Plan set on April 2021 and based on "Act on the Promotion of Female Participation and Career Advancement in the Workplace" & "Act on Advancement of Measures to Support Raising Next-Generation Children", we are targeting to secure the environment where all employee are able to work efficiently and proactively.
This includes the change of the regulation and expansion of the complied range of the regulation because it encourages the male employees to take paternity leave and work efficiency depends on each variety of the job and the company business operation.
Since 2022, we received the certification of "Kurumin" from the Ministry of Health, Labour and Welfare as a work-life balance supporting company.
For the detail, please refer to [Evaluation by Society].
Main Welfare Systems to Balance Work, Child Care, and Family Care
| Benefit | Description |
|---|---|
| Spousal childbirth leave | Providing paid leave up to 2 days from the day a spouse of an employee is hospitalized (or have equivalent care) for childbirth until two weeks after the birth. |
| Leave of absence before/after childbirth | Providing leave starting from 6 weeks to due date until 8 weeks after the childbirth. |
| Leave of absence for childcare | Providing leave starting from the next day of the end of childbirth leave up to the maximum of the end of the 2nd birthday month of child. |
| Shorter working hours for childcare | Providing shorter working hours (up to 2 hours reduction) when raising a child up to the 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 the 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 with 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 the unit of half-day. |
Health and Occupational Safety Management
The MinebeaMitsumi Group firmly believes that a safe, healthy workplace is key to improving product and service quality, consistency of manufacturing operations, and employee morale.
Each plant holds regular meetings of their Health and Safety Committee, comprised of working groups involved in health and safety operations and so on. At the meetings, each working group shares its progress toward its targets. In addition, the MinebeaMitsumi Group's principal plants in its mass production bases of Thailand, China, Singapore, Philippines, and Malaysia have obtained ISO45001 certification.
In the event of a fire, workplace injury, traffic accident, or other similar incident, safety managers take the lead in identifying the cause and handling the issue. Information about such incidents is shared with other production sites in each country to prevent similar incidents in the future.
Regular patrols at plants
We conduct monthly safety patrols at the Karuizawa and other plants to ensure that past issues have been addressed and to identify any new issues for improvement. The safety patrols help to confirm that areas around manufacturing equipment are kept clean and orderly, to request improvements when unsafe areas are discovered, to ensure that tools are stored properly, and to confirm that safety glasses and earplugs are being used.
Health Initiatives
Basic Policy
The MinebeaMitsumi Group strongly believes that our employees' health is the cornerstone of growth when creating new value from extraordinary "difference" and driving force for demonstrating unique strength that cannot be found elsewhere.
In order to live up to our Corporate Philosophy, we will continue to create a healthy and positive work environment where all employees are proud to work and able to develop their potential to its fullest extent, while looking forward to celebrate the 100th anniversary of the group's founding.
Promoting Health Management
The MinebeaMitsumi Group actively promotes health management measures in corporation with the members of its Health and Safety Committees, counselors and industrial physicians, Corporate Health Insurance Associations and Labor Unions. As part of our health management promotion policy, we provide regular health checkups for employees, offer health consultations, send notifications to employees in order to reduce overtime hours, and have industrial physicians periodically visit our offices and plants, all in accordance with local health regulations and the actual conditions at each work site.
In regard to mental health 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 that employees can discuss issues with industrial physicians and counselors. The health advisors working at each plant meet quarterly to discuss issues.
In addition, by further visualizing working hours including overtime and enhancing the management of long working hours, we are constantly striving to improve the work environment in order to achieve solid results within limited time.
Future Issues and Goals
We will continue to increase diversity further and build systems compatible with increasingly global work styles and human resources. We consider the development of workplace environments to be one of our major responsibilities, and we will continue to promote initiatives in this area.
Furthermore, we continue to take various measures to create work environments which can nurture global-minded employees, pass down know-how from one generation to the next, and leverage diversity, and to provide employment for refugees and people in poverty. These measures will support our growth as a global enterprise.
Back Number
