Daikin 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 disability. This goes for both periodically hired employees and career hires.
Daikin is fundamentally committed to local employment. The Daikin Group's employee make-up is becoming increasingly diverse, with a greater number of non-Japanese and women in our ranks.
|Number of employees||7,180||1,368||7,352||1,440|
|Average range of services (years)||17.9||11.9||16.9||11.0|
|Number of managers||1,063||59||1,100||63|
|Number of board members||47||1||48||1|
|Number of foreign nationals||54||30||62||31|
|Number of companies||Number of employees||Number of companies||Number of employees|
|Daikin Industries, Ltd. (Only)||1||7,254||1||7,499|
|Domestic Group (Excluding Daikin Industries, Ltd.)||30||5,243||29||5,380|
|Others (Latin America,Middle East,Africa, e.t.c)||43||3,387||61||5,134|
|Women as % of all employees||28%||28%|
Daikin aims to create workplaces conducive to working for all employees, regardless of things like nationality and gender.
Daikin Industries, Ltd. held training for approximately 500 officers, managers, and leaders on LGBT* matters and workplace considerations, giving participants knowledge they could immediately use on the job and better understand LGBT. We also clarified definitions of human resource rules on marriage and gender to recognize things like common-law marriage (including same sex partners) and gender identity (what gender a person identifies himself or herself as).
Since 2011, Daikin Industries, Ltd. has accelerated efforts to maximize the talents of women as one of its key social measures.
As of the end of fiscal 2019, there were 63 female managers. We are also holding awareness training for managers and employees, and expanding measures to support a balance between work and childcare. As a result, the number of employees who return from childcare leave within one year is increasing with each passing year. This percentage has risen from around 30% in 2011 (9 people; 32%), when we launched initiatives to maximize the talents of women to about 50% as of March 2019 (31 people; 49.2%). Again, in fiscal 2019, we strove to foster new female managers through leader training for women who are candidates to be managers and leaders.
We continue to promote other efforts to maximize the talents of women through various training, seminars and networking sessions.
For efforts such as these to support female employees looking to forge a career, in March 2020, we were granted "Nadeshiko Brand" designation by the Ministry of Economy, Trade and Industry (METI) and the Tokyo Stock Exchange (TSE) as a company that is exceptional in promoting women's success in the workplace. This was the seventh time, and the sixth consecutive year.
Daikin Industries, Ltd. launched two educational programs with Osaka University in October 2019. The Female Engineering Leadership Program teaches young female employees of Daikin about exhibiting their own unique leadership alongside science-related female graduate students. In addition, the Childcare Leave Career Support Program provides employees of Daikin access to classes taught at Osaka University during their childcare leave. These represent some of the first educational programs conducted between a company and university. They are helping to advance the careers of women and increase their skills.
As of the end of March 2020, women accounted for 16.4% (1,440) of all employees of Daikin Industries, Ltd.
Starting in fiscal 2013, we began our proactive policy of hiring more women for technical and skills positions. As a result, the percentage women hired accounted for more than 30% of all new employees hired for the sixth 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. We have hired 100 women a year through our recruitment with the target of having women account for 17% of all employees as is the average for the entire manufacturing industry.
From 2018, we held internships for women studying sciences and roundtable discussions with employees to provide opportunities for women to think about their careers together.
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 2019, local nationals accounted for 47.1% of the presidents and 48.6% of the directors at overseas Daikin bases.
In addition, outstanding personnel hired at overseas bases are being chosen and trained for positions as officers at Daikin Industries, Ltd. (Group head office).
As Daikin's business becomes increasingly globalized, Daikin Industries, Ltd. is aggressively hiring university graduates from countries such as India and China.
As of the end of March 2020, there were 93 foreign nationals working at Daikin Industries, Ltd., an indication of Daikin efforts to include a diverse range of nationalities in its ranks.
Daikin Industries, Ltd. is hiring more and more foreign nationals as its business becomes increasingly globalized, and one way we are accelerating this diversity is by focusing on giving foreign nationals a more active role at Daikin. The number of these employees is on the rise at the head office. In October 2018, we published a Japan Living Guide containing information to facilitate the start of their life and work in Japan for new hires from overseas and for intern trainees from abroad. In November 2018, we published a handbook for workplaces with foreign national employees to facilitate communication and provide hints about how to develop their careers. Also, we provide Japanese lessons for foreign national employees.
Workshops for Foreign National Employees
We held a workshop for foreign national employees for them to discuss their own personalities and strengths with the goal of providing a workplace environment where individuals embrace diverse values and can contribute their personalities and strengths, regardless of nationality, race, ethnicity, religion or language.
Cross-Cultural Communication Seminar for Foreign National Employees Held Jointly with Other Companies
In November 2019, we held a cross-cultural communication seminar for foreign national employees jointly with Kawasaki Heavy Industries, Ltd., Kobe Steel, Ltd., and Sumitomo Electric Industries, Ltd. During the seminar, the six dimensions of Hofstede model was used to understand the differences between Japanese culture and participant's own culture and learn about methods of utilizing one's own personality and strengths in their daily work.
In addition, the new learning and awareness gained from discussions and interactions with the foreign national employees of other companies helped to expand horizons and deepen participants' awareness of their own work.
Based on the belief that the cumulative growth of all individuals leads to the Daikin's development, we have faith in people's unlimited abilities, regardless if they have a disability or not, 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.
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.
For the Daikin Group in Japan, we have established a target to achieve an employment rate of persons with disabilities of 2.5%, which exceeds the legally stipulated ratio of 2.2%.
We also strive to hire persons with disabilities not just at DSS but at Daikin Industries, Ltd. and Daikin Group companies.
In April 2020, Daikin Industries, Ltd. hired three new employees with disabilities.
As of the end of fiscal 2019, 2.44% of workers in the Daikin Group are disabled, a percentage above the legal requirement.
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 55 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 Education Television 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.
These are just a few examples of how disabled employees at Daikin are taking the initiative to make their mark in society. Daikin Industries (Thailand) Ltd. has 25 disabled employees, and Daikin Compressor Industries, Ltd. has 17 disabled employees.
In 2001, Daikin Industries, Ltd. became one of the first companies in Japan to introduce a re-employment system. Retirees aged up to 65 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 2019, there were 486 retirees working under this system at Daikin. Twenty-four of these re-employed veterans have been assigned to overseas posts, where they are imparting 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 attendance rate and personnel evaluation determined using standards set 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.|
In fiscal 2019, Daikin Industries, Ltd. carried out a range of educational activities to cultivate a workplace culture and change people's thinking with the aim of further tapping into the talents of a diversity of employees.
As with the previous year, management training was held for managers to get participants to think and take action toward making maximum use of the capabilities and unique characteristics of all employees and building an organization that spurs innovation and gets results for Daikin. A total of 31 managers took this training.
In December 2019, for young employees in their second year with Daikin, we held self-growth step-up training, the aim of which is encourage employees to think for themselves about their long-term career, and acquire the know-how and skills to accelerate their growth. This training was a chance for 311 participants to hear lectures and hold discussions with colleagues and take a good look at themselves and their goals. In addition, in June 2019 we held self-growth step-up training for fourth year employees, with a total of 238 participants.
We also held training for Japanese employees slated to work at overseas bases. 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. In fiscal 2019, 88 employees took this training.
Find out more in your region.