Social Initiatives
Diversity and Inclusion
Promoting and Encouraging Women in Workforce
We have drawn up an action plan to enable female employees to shine in a variety of fields, based on the Act on Promotion of Women’s Participation and Advancement in the Workplace, and we are promoting the action plan through PDCA. The percentage of female employees at companies in the manufacturing industry tends to be low, and there are few women in management positions at Sodick as well. To reverse this situation, we emphasize the active participation of women in workforce in recruiting and promote the creation of a framework that encourages the growth of each employee and an environment in which they can use their skills regardless of their gender.
As a materiality KPI for promoting diversification of human resources, we are promoting initiatives to increase the ratio of women in management positions (at least 5% by 2026).
※You can see the entire Directors and Audit & Supervisori Board Membersable by scrolling horizontally.
| Target | Actual | |||
|---|---|---|---|---|
| 2026 | 2020 | 2021 | 2022 | |
| Ratio of women in management position |
5% or more | 1.5% | 1.5% | 2.9% |
Advancement of Global Human Resources
We were quick to adopt a global perspective in developing our business, and have actively sought out foreign national hires. As of December 31, 2022, around 63% of our workforce is based overseas. The presence of foreign national employees will be indispensable as we work to further globalize our business. Understanding their perspectives will help us advance localized strategies and strengthen our marketing capabilities.
We also promote the use of global human resources by hiring locally for executive positions and some locations have female presidents.
We also actively accept foreign technical interns from factories in China and Thailand, and provide guidance on manufacturing technology.
Promoting the Active Roles of Employees Who Are Senior Citizens
Starting on April 1, 2018, Sodick uniformly set the retirement age as the first March 31st after the employee’s 65th birthday, and also introduced our Senior Program which allows workers to select a diverse array of work styles at the age of sixty. From the first March 31st after they turn sixty, we limit factors in response to employees’ changing circumstances, such as their working hours, number of work days, work duties, and work locations. This establishes an environment in which they can work with peace of mind. We are striving to revitalize our organization through the realization of dual-track career paths, by giving broad consideration to extending the retirement age, career planning for each individual employee, and the Company’s HR strategy.
Hiring employees with Disabilities
Sodick holds an investment stake in Kibi NC Training Center Corp., which provides vocational training to people with disabilities. We run farms, where employees with disabilities grow herbs and vegetables. We are also working on improvements to the work environment, such as installing a dedicated parking lot for disabled workers and making all facilities barrier-free, to actively hire people with disabilities at our headquarters and the multi-factory at Kaga.