DiversityDiversity
The Organo Group Company Code of Conduct prescribes that we "create a comfortable workplace so that individual employees can fulfill their potential," and declares that we respect the human rights, diversity, and individuality of every employee, and do not discriminate based on nationality, gender, beliefs, physical condition, or social status. We also believe that creating an inclusive environment where diverse talent with knowledge and experience across various areas is respected is the driving force behind sustainable growth, and that the exchange of diverse perspectives drives the innovation that enhances Organo's corporate value. We are engaged in various measures, including promoting women's empowerment, employing people with disabilities, utilizing global and senior talent, providing childcare support, and reforming workstyles. This is the Organo Group's concept of diversity.
Initiatives
■ Women’s empowerment
We are establishing maternity and childcare-related systems that exceed legal requirements so that female employees raising children can balance childcare and their careers, and we continue to promote measures that support flexible workstyles. We have also set a KPI under our material issue to increase the number of women in management to 50 by 2030 in our domestic group companies, and we are promoting the appointment of women to management positions. In recognition of our initiatives, the Minister of Health, Labour and Welfare awarded us the Eruboshi certification, which is given to companies that promote an environment where women can demonstrate their abilities and have an active role in the workplace.
■ Employment of people with disabilities
We continue to expand the employment of people with disabilities. To help create workplaces where people with and without disabilities can work together effectively, we conduct training for general managers of departments, branches, and factories on relevant laws and the characteristics of specific disabilities, deepening their understanding of disability employment.
■ Utilization of global talent
As we expand our business overseas, we continue to promote the employment and training of global talent who can leverage diverse values and cross-cultural experiences.
■ Development of the internal environment to ensure diversity
We continue to develop an environment in which all of our diverse employees, with their unique personalities and backgrounds, can demonstrate their abilities and realize growth. Female employees have been assigned to construction management departments, which previously were staffed mainly by male employees, and consideration is given to diverse backgrounds — for example, by enhancing Japanese-language education for foreign national employees and establishing prayer rooms — so that employees with diverse backgrounds can thrive.
■ Utilization of senior talent
We have introduced a reemployment program for employees up to age 70, enabling them to continue working and leveraging the skills and expertise they have cultivated even after the mandatory retirement age of 60.
■ Support for childcare
We have introduced a childcare leave system available to both women and men, along with a reduced working hour system for childcare covering children up through the third grade of elementary school, to support flexible workstyles for each stage of life.
■ Workstyle reform
We have introduced flextime options without core time, a half-day paid leave system, and a telework system to support flexible and efficient workstyles, and we promote the use of ICT to streamline operations. As part of measures to increase the paid leave utilization rate, we encourage employees to take extended vacations by combining their paid leave with summer vacation or special paid leave (offered after 15 and 25 years of service).
■ Achieved top rating of three stars in Eruboshi certification
In recognition of Organo's initiatives in promoting women's empowerment, we have been certified as an excellent company by the Minister of Health, Labour and Welfare.
Established under the Act on the Promotion of Women's Active Engagement in Professional Life, Eruboshi is a certification system tied to laws enacted to realize a society where women can fully demonstrate their individuality and abilities. Under this system, companies are evaluated in five areas: (1) recruitment ratio, (2) length of continuous service, (3) working hours, (4) ratio of women in management positions, and (5) diverse career paths.
Organo was certified as meeting requirements in all five areas.
Organo has introduced various measures to allow employees to balance childcare and careers, such as support systems that exceed legal requirements and a system that enables employees to change career tracks and advance their careers. We have also formulated a general employer action plan in accordance with the Act on the Promotion of Women's Active Engagement in Professional Life, and will continue to consider the work-life balance of our employees and promote an environment where women can demonstrate their abilities and have an active role in the workplace.
Creating Comfortable Workplaces
Creating workplaces in which human rights are respected
We respect the human rights and diversity of all our employees and continue to promote workplaces where they can work with peace of mind. Through e-learning courses on corporate ethics, compliance, and harassment prevention, established consultation channels, and awareness-raising activities, we foster understanding of human rights and promote related actions across the organization. We also aim to foster a culture of mutual respect and realize workplaces where everyone can thrive.
Engagement with Labor Unions
We have entered into a collective bargaining agreement with Organo's labor union and maintain harmonious labor-management relations. Through regular labor-management council meetings with senior management in attendance, we work to disseminate our management policy and ensure that the opinions of union members are reflected in our management strategy and policies.
Work-Life Balance
Organo has established various systems to support flexible workstyles to enhance the work-life balance of our employees. We continue to promote efforts to eliminate long working hours and are working to create systems that support employee health.
Reducing non-statutory overtime is one of the material issues of the Organo Group. To address long working hours, we are reviewing our work execution system through organizational reform and improving work efficiency through the use of digital transformation (DX). As a result, the number of employees who worked non-statutory overtime exceeding 600 hours per year in FY2022 decreased significantly.
Organo has also established a generous maternity and childcare-related system that exceeds legal requirements. For example, employees are provided with 100% of their wages during maternity leave, leave for hospital visits during pregnancy, and prenatal and postnatal leave (six weeks before and eight weeks after childbirth). The rate of childcare leave taken by female employees in FY2022 remained at 100%, consistent with previous years, while the rate for male employees increased dramatically from 2.3% in FY2018 to 55.3% in FY2022. We also take the life events of our employees into consideration — we have introduced a reduced working hour system for childcare covering children up through the third grade of elementary school, and a system that enables employees to change career paths and work in limited geographical areas. Some female employees have taken on management positions after returning from childcare leave, demonstrating that we offer a stable environment for women to build careers.
We have also introduced flextime options without core time, a half-day paid leave system, and a telework system to support flexible and efficient workstyles, and we promote the streamlining of operations through information and communication technology (ICT). As part of measures to increase the paid leave utilization rate, we have established paid leave incentive days and encourage employees to take extended vacations by combining paid leave with summer vacation or special paid leave (offered after 15 and 25 years of service).
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