Harnessing a Diverse Range of Human Resources
Promotion of diversity
AISIN Group actively promotes the diversity and inclusion that is needed to achieve sustainable growth. A variety of measures are in place to foster a work culture that accepts diverse values and enables each of our employees to make maximum use of their abilities and live a fulfilling life.
Aisin Seiki also holds the Iku Boss Academy for managers to engage each workplace in the task of promoting diversity. Through initiatives such as this, we are driving the development of management-level employees who can achieve a healthy balance between ease of working and higher productivity. By FY2018, there were Iku Boss Academy graduates in every department performing staff functions. From FY2019, we have expanded our activities into our technical workplaces, making the general premise of this work more firmly entrenched and deeply understood throughout the whole company.
We also began working on initiatives to promote understanding of the LGBT community, and are actively working to build inclusive environments.
Examples of initiatives to systematically support active roles for female employees (Aisin Seiki)
- Established a mentoring scheme that enables female employees to consult with senior employees regarding their concerns about issues such as career building or finding a work-life balance
- Issued the “Work-life Balance Support Guide for Mothers, Fathers and Iku Bosses,” a handbook aimed at management personnel and female employees offering support for finding a healthy work-life balance, for the purpose of promoting a greater understanding of our work-life balance support system.
Promoting more active roles for female employees
AISIN Group actively supports career development and work-life balance for our growing number of female employees to enable them to actively take advantage of career opportunities in AISIN Group and continue working in rewarding positions.
- Initiatives for FY2019
- Career Development Program for Women (CDP) designed to foster individualized development of female employees aspiring to take managerial positions
- Social events with women from the Toyota Group for professional development of female management
- Initiatives to promote understanding of the LGBT community among all of our management, including e-learning and workplace meetings
Work-life balance support
AISIN Group creates an environment in which employees can choose from a wide range of work styles to suit the stage of life they are currently in. In recent years, Aisin Seiki launched a telecommuting system and short working hour system for family care, along with a leave and short working hours system for employees undergoing fertility treatments, to further enhance measures to support work-life balance.
Creating a workplace in which people with special needs can thrive
AISIN Group is working to develop a working environment in which people with special needs can thrive, and increase the number of employment opportunities available to people with special needs.
AISIN Group has continuously held joint interview sessions for people with disabilities since FY2018. The third session was held in February 2019, and was attended by representatives from 20 companies in AISIN Group.
A special subsidiary called Aisin Well Smile Co., Ltd. will be established in October 2019, with plans to begin operations in April 2020. In addition to putting in place working conditions that are better suited to the needs of people with special needs and creating and building on employment opportunities, we are providing operational support for employees with special needs in each of our companies.
Looking ahead, AISIN Group members will continue to promote collaborative activities, and work to improve workplace environments and expand the range of areas in which people with special needs can thrive.
Establishment of an environment where our employees can work as long as they want
AISIN Group establishes systems for the re-employment of workers after retirement, including programs for limited hours or days of work, in response to varied requests from retirees. We re-employ all interested personnel, observing all relevant laws and regulations.
The five core companies in AISIN Group hold seminars for employees in their 50s, providing advice on points such as our re-employment system, health and the pension and retirement allowance system to help them plan the continuation of their career and their lifestyle after they reach retirement age.
We are also working to increase motivation for re-employed individuals through initiatives such as establishing technical legacy coaching sessions to pass on their advanced skills as part of efforts to further expand the re-employment of retirees.
Measures for work-life balance
Shortening work hours
To encourage a work-life balance, concerted measures are taken between our management and employees with the aim of encouraging more employees to take shortened working hours and annual paid vacations.
- [Zero cutting of annual paid vacations]
This initiative aims to ensure planned use of annual paid leave and to prevent loss of paid vacations that employees were entitled to take but failed to take in time. Targets for paid vacations to be taken differ between individual employees (ranging between zero and 20 days).
- [Minimum 14 days]
This initiative aims for all union members to take at least 14 annual paid vacations per year. The target number of paid vacations to be taken is the same for all employees (14 days).
Monthly average overtime worked (Aisin Seiki)
Annual paid leave taken (Aisin Seiki)
Ranked fourth in Top Companies with High Rate of Paid Vacations Taken
We were ranked fourth in Top 300 Companies with High Rate of Paid Vacations Taken (Comprehensive List of CSR Companies for Employment and Personnel Utilization), as researched by Toyo Keizai Inc.
Work-life balance support system
In addition to schemes stipulated by law, we are also advancing work style reforms that will enable employees to create career paths without excessive stress or strain.
Examples at Aisin Seiki
|Telecommuting system||Allows employees in administrative or engineering positions who have a child aged 11 or younger as of April 1 or a family member requiring nursing care to work a part of or full day from home.|
|Short working hour
system for child care
|Allows employees who have a child aged eight or younger as of April 1 to work reduced hours in accordance with the age of the child.|
|Parental leave||Allows employees to take a leave of absence for a requested period until the child reaches the age of two.|
|Family-care leave||Allows employees to take a leave of absence for a requested period to care for a family member. Maximum three years in total per family member.|
|Short-term family-care leave||Allows employees to take leave of 10 days a year for one person requiring nursing care or leave of 20 days if there are two or more persons requiring nursing care.|
|Anshin (secured) holidays||Employees can carry over up to 20 days of unused annual paid leave to cover personal illness, nursing care, childbirth or child care.|
|Family allowances||AISIN Group pays allowances for children and family members requiring nursing care, disability assistance or other support|
Number of regular employees/managerial personnel (Aisin Seiki)
|Administrative workers in
management track position*1
|Technical workers in
management track position*1
|Workers in professional track
positions at production sites, etc.*1
|Workers in practical work
|Number of managerial personnel*2||1,870
- *1 The lower numbers indicate the percentage of female out of all employees.
- *2 The lower numbers indicate the percentage of female out of all managerial personnel.
Average length of service (Aisin Seiki)