Diversity Promotion
Diversity Promotion
The maximization of the capabilities and strengths of diverse employees is critical for active innovation and corporate growth. Based on this belief, the KIOXIA Group has positioned the promotion of diversity as one of its integral management policy visions.
Policy on Diversity Promotion and Management Structure
Policy on Diversity Promotion and Management Structure
KIOXIA Group promotes diversity in order to be able to quickly respond to the business environment and to diversifying market needs. We are endeavoring to create a culture that enables a diverse range of employees to play active roles irrespective of gender, nationality, or whether they live with a disability.
We are positioning KIOXIA's Human Resources and Administration Division as the organization charged with promoting diversity; it will work on advancing diversity as a general human resource issue.
Promoting the Career Development of Female Employees
Promoting the Career Development of Female Employees
KIOXIA Group is promoting ways for female employees to succeed at work.
In FY2019, we launched a Diversity Promotion Committee and identified issues that disrupt the career development of female employees.
Main data concerning promoting the career development of female employees, KIOXIA
Main data concerning promoting the career development of female employees, KIOXIA
Item | Actual |
---|---|
Percentage of managers who are female*1 | 3.3% |
Percentage of officers who are female*1 | 0% |
Percentage of recruits who are female*2 | Administrative 33.3% Technical 7.8% |
Gender balance of employers*1 | Male 91.4% Female 8.6% |
Average length of service*1 | All 17.2 years (Male 17.6 years, Female 12.8 years) |
*1 As of April 1, 2019
*2 New graduate employees as of April 1, 2019
Recruiting More Non-Japanese Employees and Utilizing Them Effectively
Recruiting More Non-Japanese Employees and Utilizing Them Effectively
As part of our diversity promotion program, we are increasing the recruitment of non-Japanese employees.
In addition to employing people who have studied in Japan as foreign exchange students, we have been carrying out a global recruitment program in an effort to directly recruit students graduating from foreign universities.
Employment of People with Disabilities
Employment of People with Disabilities
As of June 2019, the percentage of employees with disabilities was 1.55%* in KIOXIA.
* The percentage of employees with disabilities includes those in KIOXIA and our special subsidiary KIOXIA Etoile Corporation.
Activity Example: Sign Language Club
Activity Example: Sign Language Club
KIOXIA Group provides employees with monthly sign language lessons at the “KIOXIA Sign Language Club”. At the club, employees with impaired hearing serve as instructors, teaching sign language to facilitate smooth communication and providing information to promote understanding of those with hearing disabilities.
Promoting Work-Life Balance
Promoting Work-Life Balance
KIOXIA constantly strives to enhance our employees' work-life balance. At KIOXIA Group companies, each employee is encouraged to undertake different working styles and methods that help increase productivity.
Consideration and Reduction of Working Hours
Consideration and Reduction of Working Hours
In KIOXIA in FY2019, average annual total working hours per employee was 1,897*, and the average annual total of non-scheduled working hours per employee was 365*.
KIOXIA Group is making the transition to a style of work that does not depend on overtime. The purpose is to better utilize our diverse workforce and to promote a better work-life balance.
*Covers time-based pay employees only
Key systems and measures regulating working hours in FY2019, KIOXIA
System/measure | Overview |
---|---|
Flexible Work System | Flextime system |
Long Leave System | Employees can take a maximum of 20 days of accumulated leave for clear and meaningful objectives, such as self-development, social contribution activities, nursing, and also for treatment of non-occupational injuries and diseases, and other conditions, including infertility. |
Annual paid vacation | To promote employee rejuvenation, KIOXIA is encouraging the utilization of all annual paid vacation. |
Making working hours more visible | KIOXIA has introduced systems including "Work Record Display" to increase the transparency of working hours. |
Addressing long working hours at workplaces | We implement measures in various divisions and business sites to address the problem of long working hours, and publish case studies on our intranet site to spread good practice among departments (e.g. having employees declare their target leaving time, forbidding employees from coming to work on Sundays in principle, banning late-night overtime in principle, setting "focus hours," and banning meetings outside normal working hours in principle). |
Activity Example: Using the system to make working hours visible
Activity Example: Using the system to make working hours visible
In order to effectively monitor the working conditions of our employees, KIOXIA Group has started using a “Work Record Display” system to give better visibility of working hours to employees and their managers.
The Work Record Display system draws employees’ attention to overtime work hours on a weekly basis.
Supporting employees in their balancing of work with childcare/nursing care
Supporting employees in their balancing of work with childcare/nursing care
KIOXIA Group helps employees to balance their work and personal lives. We have implemented various measures in excess of our legal obligations, and continue to make them more adaptable and flexible. Under our Hourly-Unit Annual Leave system, when taking leave in excess of one hour, employees can take leave on a quarter-hourly basis instead of hourly.
The Major Supporting Systems for Employees' Work and Childcare (FY 2019, KIOXIA)
System | KIOXIA system | As required by law | ||
---|---|---|---|---|
Childbirth/Child- rearing | Childcare leave | Period | Until the end of the month in which the child turns 3 years old | Up to 1 year old except when certain requirements are met |
Number of times | Up to three times per child | Up to once per child | ||
Paternity leave | Up to 5 paid days holiday consecutively or separately, within 6 weeks of the birth | ― | ||
Short-time shift | Target | Employees raising children who have not yet completed elementary school | Employees raising children under three years old | |
Others | 1. No limits on the number of times one can apply 2. Possible to combine with flextime system 3. Can be set in 15-minute units |
― | ||
Hourly leave system | Leave is available in 1-hour units. If more than one hour is taken at a time, however, employees may take leave in 15-minute units thereafter. | ― | ||
Family care | Family care leave | Up to 365 days in total per person requiring nursing care | Up to 93 days in total per person requiring nursing care | |
Hourly leave system | Leave is available in 1-hour units. If more than one hour is taken at a time, however, employees may take leave in 15-minute units thereafter. | ― | ||
Returning to work | Subsidies for expenses | Allowance for raising the next generation | To be provided in respect of each eligible child (children being taken care of by a spouse working for another company are also eligible for the allowance.) | |
Welfare system “Teatime” | For child-rearing, nursing care, etc., points will be worth 1.2 to 1.5 times their normal value. | |||
Mutual understanding program | The program offers the opportunity for employees to discuss future career plans and any necessary arrangements with their manager and HR personnel before taking a leave of absence or after resuming work, thus helping to reduce any concerns of the employees who take such leave. | |||
Reemployment system (return to work system) |
Established a system to reemploy employees who had to resign for the following reasons: 1. In order to accompany a spouse who has been transferred (within 5 years) 2. In order to provide nursing care for those requiring it (within 3 years) 3. Childbirth, childcare, or raising children (within 3 years) |
Benefits
Benefits
Corporate Pension Plan
Corporate Pension Plan
To help support employees after their retirement, we offer a Corporate Pension Plan – a defined benefit scheme. This complements their state pension provided under Japan's welfare pension insurance scheme. We also introduced a defined contribution pension scheme aimed at broadening employees' post-retirement options.
Teatime, a selective welfare system
Teatime, a selective welfare system
KIOXIA offers a selective welfare system called “Teatime” which allows employees to make choices according to their needs and receive benefits from a wide range of welfare programs. The system also covers support for childcare and nursing care, including the cost of day-care centers, child-rearing, education, and nursing care.
Message from the Executive Officer in Charge of CSR
A message to our stakeholders.
Introducing the CSR activities of the KIOXIA Group which contribute to the development of a sustainable society.
KIOXIA Group Initiatives in Support of the SDGs
KIOXIA Group will continue to develop a sustainable society by contributing to the SDGs through its business.