Relationships with Employees

• Basic Approach
• Employees Data
• Respect for Human Rights
• Workforce Diversity
• Human Resources Development
• Evaluation and Treatment
• Initiatives to Create Good Work Environment
• Occupational Safety and Health
• Health Initiatives

Basic Approach

The strength of the MinebeaMitsumi Group is our global and diverse workforce cultivated through overseas expansion and M&A since the Company's founding, and the ongoing expansion and evolution of our manufacturing expertise.
As we take on the challenge of pursuing the Eight Spear strategy, and to solve social issues, we focus on developing and acquiring "leaders who look at the big picture, and who strengthen and evolve business through ingenuity, leadership execution skills" and "engineers who boldly confront the challenge of solving social issues through the deepening and INTEGRATION of technologies."
We strive to maximize organizational strength by fostering INTEGRATION of our diverse talents.

Corporate Philosophy (move to company site)

Human resources policy

We create new value by actively accepting differences, and take on the challenge of reform to increase corporate value and realize our management strategy.

Human resources strategy

We will discover, secure, and develop "sharp talents" individuals who can drive the business forward on their own, take on new challenges, and continually grow the Company.

Employees Data

Respect for Human Rights

Human Rights Policy

The MinebeaMitsumi Group regards respect for human rights of all stakeholders concerned in our corporate activities as a key issue of the basic management policy. In order to fulfill our social responsibilities as a global corporation, we have built a human rights due diligence system and support the guiding principles on Human Rights such as the Universal Declaration of Human Rights and the United Nations Global Compact. We also have the MinebeaMitsumi Group Human Rights Policy, consisting of the following items.

Education and Training

For our group's employees to have a deeper understanding of our company's basic management policies, including respect for human rights, we provide a variety of comprehensive training programs and education such as: e-learning programs aimed at promoting understanding of "business and human rights," onboarding training, stratified training based on the "MinebeaMitsumi Group Officer and Employee Compliance Guidelines," harassment prevention training and multi-cultural communication training to employees prior to their assignments to overseas.

Initiatives regarding Employee Human Rights

In Thailand, which is one of our largest overseas bases, our labor guidelines prohibit and impose penalties on human rights violations such as forced labor and child labor and we have obtained certification under TLS8001, Thailand's labor protection standard. At our Cebu plant in the Philippines, all 8,798 employees attended training based on the RBA Code of Conduct and learned about labor, health/safety, and ethics.
Also, we have established a whistle-blowing system and consultation desk so that our group employees and retired employees can report and consult on human rights-related issues and troubles, and we strive to prevent and reduce human rights violations by disseminating information on our company intranet and other medium.

Participation in Human Rights Education Subcommittee

The MinebeaMitsumi Group continually participates in the sectional meeting on human rights education organized by the United Nations Global Compact and collects information. As a company committed to respecting the human rights of all stakeholders, we will continue to promote respect for human rights throughout the group in collaboration with each responsible department, reduce human rights violation risks, and enhance our corporate value.

Participation in Initiatives

Workforce Diversity

The MinebeaMitsumi Group serves as a global enterprise that carries out and employs 90% of its diversified workforce abroad. Everything including our products and plants are diverse and the source of our technological innovation comes from its diversity.
As we have undergone numerous instances of business integration, we uphold our spirit of equality in the promotion of human resources, allowing excellent human resources to play an active role irrespective of company of origin. We also actively recruit core human resources from outside.
In addition, we hold diversity seminars and employee networking events to realize "INTEGRATION of talent" which employees of diverse nationalities, genders, ages, and lifestyles recognize each other's abilities, experiences, and ways of thinking, and take advantage of each other. We continually hold these seminars and events and strive to create an environment where diverse human resources can demonstrate their full potential.

• Awards to MinebeaMitsumi Group by external organizations related to good work environment (105KB/1page)

Promoting Active Roles for Women

As part of the act of creating organizational culture and workplace environment in which all employees can fully demonstrate their abilities, we are promoting projects specifically aimed at promoting the active participation of women. We provide training for women so that they can play an active role as leaders and managers, strengthen the recruitment of women, and create various systems that make it easier to balance between work and childcare.
The action plan formulated 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, we have set a goal of increasing the proportion of women in new graduate recruitment to 20% or more by 2026. We also aim to increase the rate of male employees taking childcare leave, creating an environment where all employees can work efficiently and autonomously.

Since 2018, the company was incorporated into "MSCI Japan Empowering Woman Index" which is provided by Morgan Stanley Capital International Inc.
In 2021, MinebeaMitsumi received "Eruboshi" (Level 3) certification by the Japanese Minister of Health, Labour and Welfare as a company that promotes Women's participation and advancement. We also obtained the "Kurumin" certification from the Tokyo Labor Bureau in 2022 as a child-care supportive company.
For the detail, please refer to [Evaluation by Society].

The action plan based on "Act on the Promotion of Female Participation and Career Advancement in the Workplace" and "Act on Advancement of Measures to Support Raising Next-Generation Children" (408KB/2pages)

Initiatives Regarding Employees with Disabilities

MinebeaMitsumi promotes the employment of individuals with disabilities and is working to create a workplace where everyone can play an active role with a sense of satisfaction by providing guidance from employees with specialized knowledge.
We believe that understanding, respecting, and working together with individuals who have different backgrounds further nurtures teamwork and we will make the most of it to foster human resource development that continues to grow while coexisting with diverse people.

Human Resources Development

As the scale of our business expands and globalization accelerates, the MinebeaMitsumi Group strives to foster human resources who is willing to take on the challenges of achieving goals and making changes, have ability to think and take the lead with enthusiasm with a passion for manufacturing while cooperating with team members of various nationalities.

Main domestic Stratified Training Programs

Developing the Next Generation Leaders

One of the important management issues is the early selection and development of leadership candidates who will help accelerate the medium-term management plan.
Our group discovers candidates from a variety of angles, including recommendations from each of the current chief and head of business unit, 360-degree evaluations of leadership behavior, and logical thinking ability diagnostic tests. We have developed a human resources pool with a three-layer structure of "candidates for a chief" "candidates for a head of Business Unit" and "young and mid-career high-potential leaders.'' We provide practical training that takes into account the circumstances of each individual candidate.
We also continuously offer an opportunity to study at Columbia University Business School and Hitotsubashi University's Financial Leadership Program, etc.
As part of our efforts to develop human resources of our overseas subsidiaries who will take on the role of local managers in the future, we send employees from major overseas group companies such as Thailand, China, the Philippines, and Germany, to Japan for one year to gain a broader perspective and management perspective.

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 constantly review personnel evaluation standards and promotion standards and will continue to implement 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, employees' pension insurance, industrial accident, employment insurance), there are employee stock holding partnership system, rental housing provided by the company, 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 the USA, the 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.

Incentive for Employees

At the MinebeaMitsumi Group, we have a team building monetary award system that recognizes employees and teams who have made significant achievements in proposal-based activities with the aim of improving business performance and cost reduction. This team building activity started in 2019 and is now expanding and evolving globally.

Initiatives to Create Good Work Environment

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 a 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)

Improvement of Employee Engagement

From the perspective of our company's sustainable growth, we believe that employee engagement is an important management indicator.
In June 2023, we conducted our first employee engagement survey targeting Japanese employees in order to understand the current state of our company and formulate and implement improvement plans.
Our overall score for "sustainable engagement" (ratio of favorable responses) was 60%, which is below the level that is generally considered to be no problems. On the other hand, our company's strengths (high degree of empathy for our corporate philosophy and attitude toward social contribution, clear and high level of understanding of our own goals and objectives) and improvement issues (transformation for the next generation, operational efficiency, communication/cooperation, talent management, etc.) became clear, and it came to light that there is a lot of room for future improvement. Furthermore, the survey showed the response rate was high for the first survey, at 85%, demonstrating the active participation of our employees.

Based on the survey results, we identified six areas for improvement: (1) creating an environment that allows work to proceed efficiently and effectively, (2) having products and services that meet our customers' needs in ahead of others, (3) creating a culture where challenges are encouraged, and (4) the company's attitude toward incorporating employee opinions, (5) strengthening human resources, and (6) creating a healthy work environment. We have started to formulate a future action plan with a focus on the company's commitment to improving above areas and began systematic efforts to improve company-wide engagement in FY 2024.

Support for Flexible Work Styles

We believe that the MinebeaMitsumi Group's consideration for employees' work-life balance is an important issue that leads to a sense of satisfaction and 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.
In the action plan formulated 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, we set our aim to further promoting and increasing the rate of male employees taking childcare leave, etc. We also consider to improve the system and expanding the scope of application to enable effective work styles according to the company's business and job type so that we can create a workplace where all employees can work efficiently and autonomously.

We obtained the "Kurumin" certification from the Tokyo Labor Bureau in 2022 as a child-care supportive company. For the detail, please refer to [Evaluation by Society].

The action plan based on "Act on the Promotion of Female Participation and Career Advancement in the Workplace" and "Act on Advancement of Measures to Support Raising Next-Generation Children" (408KB/2pages)

Main Welfare Systems to Balance Work, Child Care, and Family Care

Occupational Safety and Health

Guidelines

MinebeaMitsumi group (hereinafter referred to as the "Group") outlines its policies on occupational safety and health in the "MinebeaMitsumi Group Code of Conduct," (hereinafter referred to as the "Code of Conduct") to ensure that all officers and employees of the Group take appropriate actions in safety and health management. Integrating occupational safety and health into its global CSR procurement framework, the Group distributes the "MinebeaMitsumi Group CSR Procurement Guidelines," based on the Code of Conduct, to its business partners, seeking their understanding and cooperation.

Click here for MinebeaMitsumi Group Code of Conduct (move to company site)

Click here for MinebeaMitsumi Group CSR Procurement Guidelines

Excerpt from MinebeaMitsumi Group Code of Conduct

Safety and Health Management System

To achieve a workplace free from work-related accidents, the Group has established a cross-functional organization, the Group Central Safety and Health Committee. This committee collects safety and health issues from its domestic and overseas sites to enhance safety and health management standards and promote a safe, healthy work environment across the Group.
Additionally, each site regularly holds the Safety and Health Committee meetings, attended by members of specialized subcommittees focused on areas such as safety and health. These meetings serve to share progress on each subcommittee's goals. In the event of a work-related accident, fire, or other incidents, the committee promptly investigates the causes and implement countermeasures.

Obtained ISO 45001 Certification

The Group has earnestly expanded its business overseas, ahead of many other companies since 1970's. To comply with the laws and regulations of each country, the Group has established safety and health management rules and procedures, set up safety and health committees, and implement initiatives. The Group's major mass production sites, including major factories in Thailand, China, the Philippines, Cambodia, Singapore, and Malaysia, have obtained certification for the international standard "ISO 45001*," the international standard for occupational safety and health management system that drives continuous improvement. The Group is committed to providing a safety and healthy workplace for its local employees.

* An international standard issued by the International Organization for Standardization (ISO) for Occupational Health and Safety Management System (OHSMS) aims to achieve the provision of a "safe and healthy workplace," "the prevention of work-related accidents and diseases," and "the improvement of occupational health and safety performance."

The sites of the Group that have obtained ISO 45001 certification (246KB/1page)

Initiatives for Occupational Safety and Health Management

Disaster Prevention and Response Measures in Case of Occurrence

The Group prioritizes disaster prevention by addressing even minor near-miss incidents in daily manufacturing operations. In the event of a work-related accident, fire, other incident, the Group promptly investigate the cause and implement corrective measures. Additionally, the Group shares this information across all global sites to help prevent the recurrence of similar incidents.

Regular Safety Patrols in Factories

As part of initiatives of the Safety and Health Committee, each plant of the Group regularly implements safety patrols by each subcommittee, to review previous findings, assess any environmental changes in the manufacturing site, inspect and identify hazardous areas, and discover areas for improvement. The Group also ensures thorough organization and tidiness around manufacturing equipment, proper storage of tools, and strict use of protective gear such as safety glasses an earplugs.

Response to Work-Related Accidents

The Group braces for unexpected work-related accidents at factories and offices by keeping AED, wheelchairs, stretchers, and other emergency equipment on hand. Additionally, the Group regularly conducts emergency reporting drills to ensure thorough awareness of response procedures in the event of an accident.

Safety Training and Internal Certification System

The Group conducts safety and health training for employees engaged in tasks that prioritize health and safety in the factory environment. In addition to legally required qualifications such as work supervisors, some the Group subsidiaries have established their own certification systems based on internal standards to ensure employees work safely.

Data on Work-Related Accidents

Health and Wellness Initiatives

Basic Policy

The Group strongly believes that our employees' health is the cornerstone of growth when creating new value through extraordinary "difference" and it is a driving force for demonstrating unique strength that cannot be found elsewhere.
In order to realize our corporate philosophy, the Group aims to celebrate our 100th anniversary by actively working to create a work environment where each employee is proud to work, be healthy and active, and able to show their abilities.

Health Management Promotion

The Group promotes employees' health maintenance not only by conducting statutory regular health checkups, but also age-specific examinations for lifestyle-related disease and thorough medical checkups. In addition, industrial physicians, health nurses, and other occupational health staff at domestic factories hold regular meetings to promote and improve health management across the entire Group.

Health Management for Overseas Employees

The Group has established in-house first-aid rooms with enhanced environments and services exceeding local regulatory requirements at its large-scale factories in Thailand, Cambodia, and the Philippines. These facilities are staffed 24/7 by doctors and nurses dispatched from partner hospitals, ensuring that all employees have access to prompt initial treatment for illness and injuries, as well as complimentary medication.

Health-Promoting Initiatives

As an initiative for promoting health literacy*, the Group regularly holds line-care (for those in managerial positions)/self-care trainings under the various health-related themes, including "Fostering a health-conscious workplace environment," "Mental health," "Physical activity routine," and "Why sleep matters." In addition, individuals eligible for Specific Health Guidance receive four months of personalized coaching to improve their dietary habits, followed by an evaluation of their progress.
As part of employee-engagement events, the Group also implements semi-annual walking event using smartphone apps, to help each individual develop exercise habits, and have also set up training gyms within its facilities, striving to create an environment that promotes health and well-being.

* Health literacy refers, broadly, to the ability of individuals to "gain access to, understand and use information in ways which promote and maintain good health" for themselves, their families and their communities.

Support for Balancing Work and Medical Treatment

As a support measures for balancing work and treatment, the Group has established leave and work systems that accommodate treatment needs. Additionally, the Group conducts regular meetings with both the employee and their supervisor in the returning department to encourage understanding of the support for balancing work and treatment.

Stress Assessment

Regarding mental health management, which has gained increasing social attention in recent years, the Group introduced stress assessments in fiscal year 2016. In addition to efforts to improve the workplace environment, the Group has established a system where employees can consult with occupational physicians, nurses, and psychological professionals.

Note: Participation rate for fiscal year 2024 was 92.9%.

Health-Centric Management Strategy Map

Health and Productivity Management Outstanding Organization Certification

The Health & Productivity Management Outstanding Organization Certification is a system jointly established by the Ministry of Economy, Trade and Industry and Nippon Kenko Kaigi, aimed at creating an environment where companies practicing excellent health management are socially recognized and honored.
MinebeaMitsumi has obtained the certification for three consecutive years since 2022.
We will continue to actively work towards creating an even more supportive environment where each employee takes pride in their work, stays healthy, thrives, and is able to fully demonstrate their capabilities."

Health and Productivity

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