Daikin Industries, Ltd. stresses a work life balance for employees. We have a range of systems and measures that allow us to make use of a diverse range of human resources.
The company has established an action plan that is already underway for helping employees both men and women, with children continue both work and home duties with peace of mind. We have been certified as a company complying with the Act on Advancement of Measures to Support Raising Next-Generation Children. We have put efforts into strengthening systems for both childcare leave and childcare support and encouraging male employees to take more childcare leave.
To allow this diverse range of employees to work under flexible conditions and working hours, we use the flex time system. We also have a discretionary work system that can be taken advantage of by not just the R&D department but also by employees in other company departments conducting duties such as planning, proposals, and surveys related to company operations.
Thanks to these efforts to give employees flexible working conditions and working hours, Daikin had an employee turnover of just 3.9% (including mandatory retirement age employees) in fiscal 2019: this is far below the average of 14.9% for all industries in Japan (according to a 2017 survey by Japan's Ministry of Health, Labour and Welfare).
Daikin Industries, Ltd. strives to create an environment where employees can continue their jobs even after having children.
Since 2012, we have been holding seminars on returning to work from childcare leave for employees and their bosses. These seminars provide a place where participants can share thoughts and know-how that will help them work in a way that contributes to the workplace while also maintaining a work-life balance, and where they can think about how to build a long-term career. For double-income households, couples need each other's cooperation if they are to properly balance work and childcare. Therefore, since August 2018, the husbands or wives of the person returning to work have also been taking part in these seminars on returning to work from childcare leave.
In fiscal 2013, we began offering the full support of outside specialists to employees searching for daycare facilities for their children. Besides providing information on daycare facilities and how to go about finding a suitable one, this service offers advice and counseling for everyone from pregnant mothers to those ready to put their children in a daycare facility. This service is used by employees taking childcare leave.
In municipalities all over Japan, more and more parents are having trouble finding daycare facilities for their children. Moreover, a lack of knowledge and information on finding daycare means increasing numbers of families cannot get their children into facilities at the desired time. In June 2017, we began giving daycare and childcare leave support seminars to provide information on finding daycare and how to make the most of life while on childcare leave. The seminars are for employees planning to take childcare leave (for at least two months, including maternity leave).
Furthermore, from March 2020, we introduced a system to match people who cannot return to work because they do not have daycare with company-owned daycares* with an opening, in an effort to further facilitate the return to work from childcare leave.
In January 2016, Daikin introduced a work-at-home system to give employees the chance to work at home yet still continue to take on the challenges of their jobs. This system provides three choices: full-time employees can work up to once a week at home; employees returning to the workplace less than six months after starting childcare leave can work up to four times a week at home; and employees can have more freedom in choosing when and where they work. This system was established to help workers making an early return to work from childcare leave. It is used in the case when employees must make an early return to the company due to pressing work. It has taken firm root among employees and is being used more and more each year.
We will continue to help employees achieve an ideal balance of work and childcare while also using their talents to the fullest.
Daikin Industries, Ltd. encourages male employees to take extended leave for childcare and aims to create a work environment in which male employees feel comfortable taking childcare leave.
In December 2016, we launched a policy to recommend that all male employees with a recently born child take at least five days of childcare leave.
As part of our initiatives to encourage male participation in childrearing, during the seminar held in June 2019 for employees returning to work after childcare leave, the scope of attendance was expanded from employees returning to work and their supervisors to include partners of employees returning to work in case of marriages between employees. (Breakdown of participants: 56 employees returning to work, 49 supervisors, and 20 partners).
Also, the Handbook on Balancing Work and Childcare published in August 2019 included a section for male employees. This handbook is given out to all male employees whose spouse gave birth.
As a result of these efforts, 95.82% of male employees took childcare leave in fiscal 2019. We will continue to encourage men to take part in childcare as well as create an environment where both men and women balance their jobs and family duties.
Daikin Industries, Ltd. achieved the targets of its first action plan based on the Act on Advancement of Measures to Support Raising Next-Generation Children. For this, the company was certified by the Osaka Labour Bureau (Ministry of Health, Labour, and Welfare).
|1992||Introduction of childcare leave system and shortened working hours for parents|
|2005||First action plan based on the Act on Advancement of Measures to Support Raising Next-Generation Children (Next-Generation Act)|
|2007||Creation of second action plan under the Next-Generation Act
Introduction of childcare cafeteria plan
|2010||Reassessment of childcare leave and family care leave in accordance with the revised Child Care and Family Care Leave Act|
|2012||Creation of third action plan under the Next-Generation Act (implementation period: April 2012–March 2014)
Revision of childcare cafeteria plan
Commencement of seminars for employees returning to work after childcare leave
|2013||Introduction of daycare facilities assistance service|
|2014||Creation of fourth action plan under the Next-Generation Act (April 2014–March 2019)
Revision of childcare cafeteria plan
Introduction of flexible working conditions and subsidies for childcare service fees to help workers making early return to work from childcare leave
Trial system for allowing employees to work up to once a week at home
|2016||Introduction of work-at-home system
Commencement of initiatives for encouraging male employees to take childcare leave
|2017||Commencement of seminars on daycare and childcare leave support|
|2019||Creation of fifth action plan under the Next-Generation Act (April 2019–March 2024)
Commencement of program to support career advancement during childcare leave
Introduction of matching service for company-owned daycares
Under our family care leave system, employees can take leave up to a maximum of 365 days, which can be taken continuously or broken up into numerous leave blocks. Under this system, we have also increased from once to three times the number of leave blocks that can be taken for each time that member's condition becomes such as to require care.
With our system for adjustment of working hours for family care (under which employees can opt to work a staggered or flexible work schedule, or a shorter six-hours-per-day schedule), for each family member who requires care, employees can break their use of this system into two or more times over a period of three years starting from initial use of this system. (This is in addition to days taken under the family care leave system.) And under our short family care leave, employees can now take leave in units of half a day.
|Pension||Defined contribution pension|
|Paid leave||Seniors' leaves system||The employee gets three days of paid leave between the month the employee turns 55 and retirement age.|
|Participation in Japan Overseas Cooperation Volunteers||Employees may be allowed to take time off work for this.|
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