Relationships with Employees

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."
Furthermore, we have defined our "Human Resources Management Policy," which expresses our philosophy, principles, and strategy toward human resources. This policy positions the strengthening of organizational capability through the development and optimal utilization of autonomous personnel as a key material issue in our HR strategy.

Corporate Philosophy (move to company site)

Human Resources Management Policy

We highly value employees who deliver results through initiatives aligned with our "ideal talent profile," regardless of nationality, sex, age, academic background, life plan, and such. With this in mind, we are determined to provide them with appropriate treatment according to the one's evaluation results and encourage them to take on new challenges. Together, we will build an organization where diverse talent—united by a shared commitment to our corporate philosophy—can act with autonomy and initiative, achieving sustainable growth and creating a brilliant future together with our employees.

Ideal Talent Profile "Group of Self-Driven Talent Who Deliver Results"

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 the Thai operation, our company's largest overseas base, human rights violation like forced labor and child labor are strictly prohibited and penalties are enforced in accordance with the labor guideline. Moreover, they are accredited with TLS8001-2020 certification, Thai's labor protection standards. All workers at the Cebu Plant in the Philippines (7,762 employees) attended the RBA code of conduct-based training sessions in which they learnt about occupational safety, health, ethic, etc.
Furthermore, to prevent human rights violations, we have established a whistle-blower system and consultation desk for our company group's employees and retirees, enabling them to report or seek advice on any human rights-related issues. Relevant information is communicated through the internal intranet and such.

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

DEI Promotion

At the MinebeaMitsumi Group, overseas-based employees accounts for approximately 90% of our group-wide workforce, with each product and factory having its own distinctive characteristics. Such diversity drives our technological innovation.
We believe the corporate culture that creates new values by defying conventional wisdom is the foundation of our INTEGRATION activities, promoting DEI initiatives with enthusiasm.
In personnel appointments, we actively promote talented individuals based on the "spirit of equality", regardless of their previous companies.

Women's Empowerment

As we strive to build encouraging organizational culture and environment where employees can perform the best of their capabilities, we are doubling down on women's empowerment.
In light of this, we have set a goal of achieving 8% in the ratio of female workers in the managerial positions (MinebeaMitsumi's standalone target) as a specific KPI. Measures are being vigorously implemented as one unified team under the management leadership.

Awareness Reform Seminars to Promote Women's Empowerment Held (FY2024)

In FY2024, we held three internal seminars between October and December 2024. These seminars aimed at fostering a shift in mindset among both current management and female employees. For management, we emphasized that DEI is essential to business strategy and stressed the importance of an inclusive organizational culture where diverse talents can thrive, encouraging behavioral change. Meanwhile, female employees heard from Outside Directors and colleagues with diverse career paths. Drawing on their real-world experiences, these speakers conveyed the importance of proactive career design and the appeal of management roles, fostering motivation for career advancement. Throughout the seminar series, participants shared the importance of recognizing and discussing "unconscious bias" across roles and positions. Participants provided numerous positive responses, such as "It motivated my career development" and "I understood the importance of advancing DEI," making this an opportunity that also contributed to enhancing employee engagement.

Next-Generation Female Leader Development Program "Women Leaders Program (WLP)" Launched

Recognizing the urgent need for systematic development of female managers, the next-generation female leader development program WLP was launched starting in fiscal year 2025, to secure diverse perspectives that enhance decision-making quality. This program supports participants in breaking free from traditional, uniform leadership stereotypes. It empowers each individual to maximize their strengths and establish their unique leadership style, fostering their growth into next-generation leaders who will bring significant value and transformation to the organization. Participants will systematically acquire the skills and mindset needed to lead change. They will then undertake a practical team project themed "Breaking Our Company's 'Norms'," presenting their findings directly to senior management. Concurrently, the Unconscious Bias Training is provided for participants' supervisors to foster an inclusive organizational culture that supports women's empowerment across the entire company.

Evaluation by Society

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)

"DEI Promotion Month" Hosted

In FY 2025, July was designated as "DEI Promotion Month," featuring six events focused on creating vibrant workplaces where diverse employees thrive and exploring autonomous career development. The "Global Career Talk," attended online by over 800 employees from 12 countries worldwide, featured five panelists from Japan, Thailand, the Philippines, China, and Germany with diverse backgrounds. They discussed their careers centered on their "My Passion." This event served as an opportunity to reaffirm our diversity as a global company and to reflect on how employees can work authentically. Approximately 150 employees participated in the "Dementia Supporter Training Workshop," featuring presentations by certified care workers and support organizations. They acquired foundational knowledge about dementia and learned how utilizing support services can help balance work and caregiving responsibilities. Additionally, the "Creating a Workplace that Embraces Individuality Seminar" provided a valuable opportunity to understand one's own unique personality and traits, learn the fundamentals and value of hiring people with disabilities, and consider how to build a workplace where everyone can thrive authentically. Through these activities, we aim to heighten employee awareness of DEI, further deepen our corporate philosophy of "Sogo," and contribute to the sustainable enhancement of corporate value.

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.
Furthermore, to deepen internal understanding of employment of people with disabilities and foster a more inclusive workplace culture, we actively accept workplace internships from special needs schools and similar institutions.

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

Instilling and Implementing Our Corporate Philosophy

We place high importance on every employee deeply understanding the Corporate Philosophy as the foundation for enhancing our corporate value over the medium to long term. Therefore, starting with new hire training and continuing through various level-specific and core talent training programs, our executives directly lecture on the Corporate Philosophy, continually sharing our significance in society, the code of conduct for all employees, and the foundation for all business decisions.
Furthermore, to embody the Corporate Philosophy in daily operations, we are also promoting a company-wide "Team Building Activity." This activity involves employees from departments that normally have little interaction forming teams and collaborating to contribute to the realization of our philosophy. For newly integrated entities and new hires, we provide dedicated training and briefings on the purpose and key elements of this activity. This effort is aimed at swiftly enhancing organizational unity and quickly fostering our INTEGRATION (Sogo) culture.

Developing the Next Generation Leaders

We have established a talent pool consisting of potential successors of Headquarters Chiefs, General Managers of Regional Affairs, Heads of Business Unit, Group Executive Officers, as well as prospective junior employee, realizing effective human resources allocation and trainings.
The following three selective training programs based on individual talent requirements was launched in FY2024: Next Leaders Program (NLP), Future Leaders Program (FLP), and HIPO Leaders Program (HLP). Selected candidates from domestic and overseas sites have attended these programs. The objectives are:
To acquire necessary mindsets, perspectives, skills, etc;
To develop global leaders' broad perspective, strategic vision, and executive capabilities;
To facilitate interaction among top talents; and
To help participants rediscover the source of their MY PASSION.

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

MinebeaMitsumi Group promotes Team Building Activity, a system that awards a cash prize to employees or teams at the end of a fiscal year who delivered significant results in line with our corporate philosophy through their INTEGRATION activities with departments not involved in day-to-day operations.
Launched in 2019, this activity has grown into an international program with a total of 420 teams from 18 countries participating.

Employee Engagement Improvement

Results of Employee Engagement Survey

We have announced internally and externally that improving employee engagement is a critical management focus and are pursuing company-wide efforts to advance it. In the survey conducted in December 2024, we expanded the target respondents from four main group companies (MinebeaMitsumi/MITSUMI ELECTRIC/U-Shin/ABLIC) to 21 domestic companies. The score comparison over the years in these four companies showed steady improvement in 13 categories out of 16 categories, as well as 49 questions out of 60 questions, fueled by initiatives implemented in FY2024, including the town hall meeting, dialogue-style management training sessions, workplace-level engagement improvement activities, and so on. The score item called "sustainable engagement score" increased by 1.26 to 61 compared to 60 in the previous survey.

Initiative Policy for FY2025

Based on the hypotheses derived from identified issues, we are further advancing kaizen activities by linking headquarters-led initiatives and division-, business unit-, and on-site-led initiatives.
Specifically, under headquarters-led initiatives, we are working on (1) communicating company-wide messages, (2) transforming management practices, and (3) revising our HR systems. In alignment with these efforts, divisions and business units (workplaces) are driving improvement initiatives based on an analysis of their current situations, advancing them through the PDCA cycle.

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)

Moreover, President or Vice President visit our domestic main sites in a planned way to have a direct dialogue with employees. The purpose of holding this event is to let employees truly feel our company's serious commitment to employee engagement and to motivate each individual to reflect on the future management reforms within our company.

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

At MinebeaMitsumi Group, we have a refined health management system to keep our employees' health in a good condition. In addition to the statutory regular health check-up, age-specific lifestyle disease check-up and comprehensive medical check-up are offered, allowing for early diagnosis and treatment.
In addition, occupational health staff—including industrial physicians and public health nurses from our domestic plants—hold regular meetings to share and enhance health management initiatives, thereby promoting the creation of a work environment where all employees can work with peace of mind.

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 Building Activity

We regard each employee's health as a vital management resource and are promoting multifaceted activities to enhance health literacy and improve overall well-being.
Specifically, we regularly conduct e-learning programs on topics such as mental health, exercise habits, and the importance of sleep to encourage employees to reflect on their own health and to discern accurate information. In addition, to raise health awareness among female employees, we have launched breast awareness initiatives—including demonstrations using breast cancer models—to promote self-checks for the early detection of breast cancer.
Furthermore, to make health promotion enjoyable, we are actively enhancing employee participation and workplace environments. For example, we host app-based walking events twice a year and have installed training gyms within our facilities to help employees easily incorporate exercise into their daily routines.

Balancing Work and Medical Treatment

To allow our employees to balance both work and medical treatments, our company Group has established relevant regulations and health management room, offering an extensive health support system for our employees.
For employees on leave, occupational physicians and public health nurses conduct interviews and, in close collaboration with workplace supervisors and the HR department, develop individualized return-to-work plans to ensure a smooth and reassuring transition back to work. Even after their return, we provide ongoing support through regular interviews, striving to create an environment where employees can continue working without undue strain.

Stress Check System

In response to the growing social attention on mental health care, we introduced a stress check system in fiscal year 2016. In addition to using the results to improve workplace environments, we have also established consultation services—staffed by occupational physicians, nurses, and psychological professionals—to ensure that employees can seek advice at any time.
MinebeaMitsumi's stress check participation rate for fiscal year 2024 was 92.2%, demonstrating that this program has become deeply embedded in our employees' health management practices.

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 been certified as Certified Health & Productivity Management Organization consecutively 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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