Human Resources
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 4.4% (including mandatory retirement age employees) in fiscal 2021: 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. In 2014, we achieved the targets of our 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).
Going forward, we will continue to help employees achieve an ideal balance of work and childcare while also using their skills to the fullest.
Symbol Showing Certification as a
Company Supporting Employees
Childcare Efforts
Creating a work environment that supports the balance between life and career for both male and female employees | |
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Seminar for Employees Returning from Childcare Leave | <Purpose>
<Details> <Targets> <Results in Fiscal 2021> |
Creating an environment that encourages male employees to take childcare leave | <Purpose> <Details> |
Supporting early return from childcare leave | <Purpose> <Details>
<Results> |
Osaka University’s Support Program on Career Development During Childcare Leave | <Purpose> <Details> <Results in Fiscal 2021> |
Employees looking for daycare facilities | |
Daycare facilities concierge service | Introduced in 2013, this service provides comprehensive support from experts on search for daycare facilities, which includes information on how to conduct searches and details on daycare facilities, as well as getting advice from experts. |
Daycare and Childcare Leave Support Seminars | In addition to the daycare facilities concierge program, we began to host seminars in 2017 to share information on how to look for daycare facilties, know-how and examples of other employees. The aim of the seminar is to provide reference and address concerns on searches for daycare facilities to facilitate a smooth entrance for the children. <Results in Fiscal 2021> |
Matching employees with company-owned daycares | In order to support employees in finding daycare for their children, we began the mattching service for employees with company-owned daycares in 2019. We list daycares that are owned by the company with openings on the website, and support employees with a smooth application to put their children into daycare facilities. |
In fiscal 2020, as a result of the amendment to the Child Care and Family Care Leave Act, the internal system was changed, which enabled family care leave to be taken in hourly units.
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 one 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 hourly units.
Pension | Defined contribution pension | |
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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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