Recruitment and Workplace Environment Maintenance
In addition to our continued commitment to provide employment for people with disabilities, we also strive to cultivate a work environment in which the diverse backgrounds and values of employees are respected and in which employee welfare and happiness is a priority.
Employment of People with Disabilities
In 1980, we established a special-purpose subsidiary aimed at employing people with disabilities. We were among the first six companies in Japan to do so. For its outstanding action in hiring and training young people, this subsidiary was in 2018 granted Youth Yell certification from Japan’s Ministry of Health, Labor and Welfare, the second special-purpose company in Japan to be certified. As of the end of 2019, we had achieved a 4.1% employment rate for people with disabilities. We are now working to raise this to 4.4%, which is double the statutory requirement.
Support for Raising the Next Generation
In February 2019, we received Platinum Kurumin accreditation under the Act on Advancement of Measures to Support Raising Next-Generation Children in Japan. In the past, we had received Kurumin accreditation four consecutive times, testament to our support of employees raising children. This time, we were accredited under the stricter requirements of the Platinum Kurumin mark in recognition of the efforts we made with our Fifth Action Plan (ending in 2018), under which we implemented measures encouraging employees to take annual paid leave and male employees to take childcare leave, and tobuild a pleasant working environment.
In addition to striving for a workplace where all employees can achieve a work-life balance, under our Women’s Empowerment Project we hold events for female employees to exchange information and opinions with staff at other firms. We are also working to nurture female leaders for positions in management.
6th Action Plan (Outline) (April 1, 2018 to March 31, 2021)
- Childcare leave
- Women: To achieve more than 75% utilization rate
- Men: To achieve more than 13% utilization rate of those whose spouse has given birth
- Introduction of a new system, and strengthening of exisiting systems, to allow diverse work styles
- Measures to reduce overtime work
- Promotion of use of annual paid leave
Responding to Globalization
In order to respond to the rapid globalization of our operations, we are actively hiring foreign nationals and cultivating global personnel who can work effectively anywhere in the world. We are also improving group synergy via personnel exchange between Japan and overseas subsidiaries, and among some overseas subsidiaries. In the future, we are considering creating a global human resource system in order to gain even greater synergy.
Human Rights Initiatives
In line with the spirit of our corporate philosophy structure, respect for human rights are set forth in our Code of Conduct and Principles of Activities. Led by our committee on human rights issues, we perform human rights education and participate in and dispatch executives to projects run by administrative and external groups. Our company is a board member of the Shiga Prefecture Human Rights Issues Liaison Committee. Based in Shiga Prefecture, where our main operations are located, this committee allows us to play a leading role in promoting human rights in the region.
Response to the UK Modern Slavery Act
In developing its business globally, the NEG Group recognizes the importance of respecting human rights in each country and region, including those in supply chains. Electric Glass Fiber UK, Ltd., an overseas group company based in the United Kingdom, has issued a statement in response to the UK Modern Slavery Act, enacted in 2015.