Sustainability Social Contributions
We regard human resources, our greatest asset, as “human assets.” We respect the human rights, personalities, and diversity of our employees, and we promote the creation of an environment where each and every employee can work with joy, pride, and vitality through various measures and health support to enhance their skills and abilities.
|Man||560 persons||533 persons||423 persons||396 persons||402 persons|
|Woman||220 persons||217 persons||190 persons||181 persons||186 persons|
|Total||780 persons||750 persons||613 persons||577 persons||588 persons|
|Number of retirees||39 persons||52 persons||※153 persons||48 persons||20 persons|
※For FY2020, due to the solicitation of voluntary retirement.
Policy and Basic Approach
We respect human rights, individuality and diversity and do not discriminate in any way.
- We will not discriminate in employment and will provide equal opportunity.
- We respect the diversity, personality, and individuality of our employees and eliminate discrimination and harassment.
- We will establish a personnel treatment system that allows diverse human resources to fully demonstrate their individual abilities.
Women in management
|Number of Women Managers||4.1%||5.9%||6.7%||6.3%||8.0%|
Support for Senior talent
|Number of Senior Employees
(Over 60 years old)
|25 persons||35 persons||39 persons||27 persons||31 persons|
Childcare and nursing care
We have established systems for childcare leave, childcare work, nursing care leave, and nursing care work, with the aim of harmonizing employees’ family life and work life, and operate them according to the following applicable periods.
<Childcare leave> Up to the end of the fiscal year in which the child becomes two years old.
<Childcare Work> Up to the day the child is born until the day the child enters junior high school.
<Nursing care leave> 365 calendar days from the start of the leave.
<Nursing care Work> Up to three years per calendar year from the start of use, with no limit on the number of times the employee may request leave.
|Persons of childcare leave||41 persons||35 persons||34 persons||27 persons||23 persons|
We will provide appropriate health care management for all employees with the aim of realizing a safe and comfortable work environment that respects the spirit of challenge.
Mental health care approach
<Mental health care>
Mental health training by our occupational health physician is regularly held for each role. “Stress checks” are conducted once a year, as they have been every term.
|Implemention rate of Stress checks||84.2%||85.4%||92.6%||95.1%||96.7%|
<Regular health check>
Health checkups are conducted for all employees.
|Health checkup rate||84.9%||93.6%||95.0%||97.2%||98.4%|
Work System Reform
Our goal is to provide a “comfortable work environment,” “a place where employees can grow,” and “a place where employees can feel a sense of their own existence” for Work System Reform.
Details of the System
We are working to create and operate systems for a comfortable work environment, such as the “hourly leave system,” the “overtime compensatory leave system,” and the “refreshment leave system for long years of service.
Working time management
|Acquisition rate of paid holidays||72.6%||72.7%||58.5%||63.3%||67.9%|
|Actual Overtime Hours
|11.9 Hours||11.2 Hours||19.4 Hours||21.1 Hours||19.6 Hours|
Human resource development
Purpose / Policy
The purpose of human resource development is to cultivate the ability of employees to carry out their job responsibilities necessary for the achievement of management objectives.
Our education and training programs consist of three pillars: On-the-Job-Training, Off-the-Job-Training, and self-development, and are implemented based on the following policies.
1. Strengthen and promote the linkage between the role standards set for each employee qualification and the training system.
2. Promote the cultivation and revitalization of an organizational culture by incorporating into the training curriculum the qualities and elements necessary to fulfill the role standards for each qualification in the qualification-specific training.
3. Aim to put the effects of training into practice in the field, and to make the knowledge, skills, and ideas learned in training programs take root by putting them into practice in the workplace.
4. To contribute to raising the level of employees at each Group company from the perspective of strengthening the consolidated management structure of the Group.
Academic support ： Marubun Research Promotion Foundation
Marubun Research Promotion Foundation was established in 1997 with the aim of strengthening the industrial technology foundations both in Japan and abroad, and of contributing to the sound development of the Japanese economic society in harmony with the international community.
Marubun Research Promotion Foundation has supported international research activities through “Exchange Research Grant Project” and “Research Achievement Award Project” for young researchers at universities or national public research institutes and continue to contribute to the development of creative industrial technologies of next generation.
The program has supported a number of researchers whose research achievements have later been greatly recognized, such as Hiroshi Amano, who received the Marubun Academic Award in 2000, and his nominator, the Isamu Akasaki, who was awarded the Nobel Prize in Physics in 2014.