The Daikin Group believes it is our people who make us competitive. A company can only grow stronger by having a diverse range of employees working within an organization that is conducive to mutual understanding of one another's distinct values and that allows everyone to shoot for a lofty goal.
Our Group Conduct Guidelines state that while respecting diverse values and approaches to work, we shall mutually accept our respective differences, act in harmony, gather the abilities we possess, and strive to be a Group in which each member expresses his or her ambitions and then takes bold actions with great passion and perseverance to realize those ambitions.
10. Respect for Human Rights and Diversity
We shall respect the human rights of each and every employee and shall not engage in conduct that discriminates on the basis of nationality, race, ethnicity, religion, color of skin, age, gender, sexual orientation, or disability. Diversity in individual values is enthusiastically accepted, and we shall work to make the unique talents and abilities of each and every person the driving force of the organization.
Based on this philosophy, we strive for diverse management in which we make the most of the talents of all people, regardless of their nationalities, ages, genders, sexual orientation, gender identity, or level of able-bodiedness.
The Daikin Group's employee make-up is becoming increasingly diverse, with a greater number of non-Japanese and women in our ranks. Since introducing our rehiring system in 1991, we have been making greater use of Daikin's experienced retirees.
|Number of employees||6,810||1,084||6,839||1,151||6,844||1,189||6,896||1,232||7,002||1,286|
|Average range of services (years)||16.4||10.3||16.6||10.3||16.7||10.5||16.9||10.8||17.3||11.3|
|Number of managers||951||22||957||29||984||36||1,013||47||1,030||53|
|Number of board members||47||1||46||1||48||1||49||1||48||1|
|Number of foreign nationals||38||20||47||29||52||21||48||25||52||28|
* Includes employees on loan
Daikin Industries, Ltd. has striven to maximize the talents of female employees to create identical working conditions for both men and women in order to reach our goal of using the talents of all employees to the fullest. To greater maximize the talents of women at bases and in divisions, we hold hearings with leaders in charge of this in each division as part of efforts to tackle issues throughout Daikin Industries, Ltd.
By the end of fiscal 2020, our goal is to have at least one female officer and 100 female managers (10% of all managers; rate as of end of fiscal 2017 was 4.9%, or a total of 53 comprising 8 department managers and 45 section managers). We are carrying out numerous efforts to this end: measures aimed at speeding up training for future female managers, awareness training for male managers and female employees, and support for workers making an early return to work from childcare leave so that maternity leave and childcare leave do not inhibit an employee's career advancement.
At overseas companies, we are increasing the numbers of females who are base heads and directors (including current personnel).
In fiscal 2017, as part of diversity efforts we are carrying out jointly with the Osaka University and the National Institutes of Biomedical Innovation, Health and Nutrition, we conducted joint research by female research leaders, and under the cross appointment system we dispatched a female researcher from the TIC to work as an assistant professor.
For our efforts to foster female employees and help women achieve a work-life balance, in August 2016, Japan's Ministry of Health, Labour and Welfare (MHLW) awarded Daikin the highest level of certification (L-boshi certification), which is given to companies that show excellence in promoting the talents of women in the workplace. In March 2018, we were also granted "Nadeshiko Brand" designation by METI and the Tokyo Stock Exchange (TSE) as a company that is exceptional in promoting women's success in the workplace. This was the fifth time, and the fourth consecutive year.
On June 19, 2017, as part of seminars to educate female engineers, we held the Female Engineers Networking Forum (for the second time), a joint event with the Kansai Electric Power Co., Inc., Kawasaki Heavy Industries, Ltd., Kobe Steel, Ltd., and NTT Docomo, Inc. On November 27, 2017, we held the third edition of this forum jointly with the Kansai Electric Power Co., Inc., Kawasaki Heavy Industries, Ltd., Kobe Steel, Ltd., Daiwa House Industry Co., Ltd., and Ezaki Glico Co., Ltd.
Lectures led by female instructors were held twice: the Lecture on Rethinking Women's Working Styles on July 7, 2017 (speaker: Hiroko Kawamoto, Executive Vice President, ANA Strategic Research Institute Co., Ltd.); and Steps to a Borderless Career on October 20, 2017 (speaker: Kakuko Yoshida, United Nations Environment Programme).
As of the end of March 2018, women accounted for 15.5% of all employees of Daikin Industries, Ltd.
Starting in fiscal 2013, we began our policy of hiring more women for technical and skills positions. As a result, women periodically hired accounted for more than 30% of all new employees hired for the fourth consecutive year.
In fiscal 2015, we began collaborating with universities to hold lectures, round-table discussions, and internships that would help prepare women for careers, and we stepped up efforts to hire more women. Our goal is to take on 100 women a year through our periodic hiring and have women account for 17% of all employees, which exceeds the 15.5% average (fiscal 2013) for the manufacturing industry.
In fiscal 2017, we launched the Women in Engineering Recruiter Team to help female engineers at all universities find employment.
There were 131 women newly hired in April 2018, 30% of all those hired.
In 2001, Daikin Industries, Ltd. became one of the first companies in Japan to introduce a re-employment system. Retirees wishing to continue working at Daikin following retirement can use their skill and knowledge in a flexible employment system that allows them to work reduced hours and on call.
Since introducing this system, over 100 have been re-employed each year. In fiscal 2017, there were 457 retirees working under this system at Daikin. Seventeen of these re-employed veterans have been assigned to overseas posts so that they can impart their superior skills and know-how to our bases in other countries.
We are working to raise motivation among these re-employed veterans by giving bonuses to those demonstrating outstanding contribution to company performance.
All group companies in Japan have also had this re-employment system since fiscal 2006, when Japan put into effect the Revised Law Concerning Stabilization of Employment of Older Persons. Those applying for this system may work until they are 65, with their working hours and pay scale decided on by labor and management.
The contribution of these experienced workers is becoming more important with Japan's declining birthrate and aging population. We plan to place these workers in positions that are best for them by considering their requests and expertise and by having them consult with their superiors.
|1979||Retirement age extended from 55 to 60.|
|1991||Introduction of re-employment system for employees up to 63.|
|2001||Age raised from 63 to 65.|
|2004||Senior Skill Specialist contract employee system introduced.|
|2005||Experience worker revitalization project started.|
|2006||System introduced at Daikin Group companies in Japan.|
Based on the belief that the cumulative growth of all individuals leads to the Daikin Group's development, we have faith in people's unlimited abilities, whether they are able bodied or disabled, and we strive to maximize their talents in becoming a corporate group in which employees can continue to work with enthusiasm and pride.
In 1993, based on the Act on Employment Promotion etc. of Persons with Disabilities, Daikin Industries, Ltd. established Daikin Sunrise Settsu Co., Ltd. (DSS), a cooperative venture with the Osaka Prefecture and Settsu City governments. The company began with 16 employees with disabilities.
In June 2018, a new DSS business premises was completed.
The goal is to increase the number of employees with disabilities from the current 143 to 210 by 2023.
DSS strives to provide these people with an environment conducive to working so that they have the opportunity to make the most of their talents.
We also strive to hire persons with disabilities not just at DSS but at Daikin Industries, Ltd. and Daikin Group companies.
In April 2018, Daikin Industries, Ltd. hired seven new employees with disabilities.
As of the end of fiscal 2017, 2.28% of workers in the Daikin Group are disabled, a percentage above the legal requirement.
*1 Legally, one severely disabled person employed is counted as two people with disabilities.
*2 Disabled persons employment rate = number of people with disabilities employed / number of people employed.
Daikin Overseas Bases Hire Disabled Workers
Daikin Air-conditioning (Shanghai) Co., Ltd. has been doing all it can to hire people with disabilities and it currently has 58 disabled employees. In April 2014, the company was recognized by the government as an occupational training base for people with disabilities.
In November 2016, Shanghai Open University and Shanghai Educational TV Station jointly hosted an international conference at which employees of Daikin Air-conditioning (Shanghai) performed a dance to "Flame of Youth." The performance was well received.
In December 2017, employees took part in the Shanghai regional disabled persons skills competition of the 2017 China national skills competition, where they came in second place in embroidery, nails, and artisan weaving.
These are just a few examples of how disabled employees at Daikin in China are taking the initiative to make their mark in society. Daikin Industries (Thailand) Ltd. has 25 disabled employees, and Daikin Compressor Industries Ltd. has 16 disabled employees.
As Daikin's business globalizes, we are trying to globalize our management as well by promoting more employees at overseas bases to managerial positions at their bases. We have the Global Daikin Leadership Development Program for locally hired managers at worldwide bases in order to give them the capabilities to run Daikin subsidiaries in their own countries.
As of the end of fiscal 2017, local nationals accounted for about 46% of the presidents at overseas Daikin bases and about 48% of the directors.
In addition, outstanding personnel hired at overseas bases are being chosen and trained for positions as officers at Daikin Industries, Ltd. (Group head office). (2 officers as of end of fiscal 2017.)
As Daikin's business becomes increasingly globalized, Daikin Industries, Ltd. is aggressively hiring university graduates from countries such as India and China.
As of December 2017, there were 86 foreign nationals from 14 different countries working at the head office, an indication of Daikin efforts to include a diverse range of nationalities in its ranks.
Daikin Industries, Ltd. has a variety of training for Japanese employees who will be working at overseas bases so that they are able to respect the values of local employees and communicate with them properly.
The goal of this training is to help the appointees adapt as smoothly as possible to their new country by boosting their knowledge of things like its current affairs, people's thinking and values, and the main considerations when doing business there, as well as by deepening their understanding of Our Group Philosophy, which is the unifying force for all group employees. Some of the appointees will take language training if necessary.
In fiscal 2017, 98 employees took part in this training.
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