Efforts for Diverse Working Styles and Work-Life Balance
Efforts for Diverse Working Styles and Work-Life Balance
As demand for various values and working styles increases along with employee life events including childbirth, childcare, and nursing care of family members, Amano is working to allow employees to have options for efficient working styles and help them achieve work-life balance, according to the type of work and based on proper labor management.
Childcare Leave System
In the past few years, the rate of childcare leave taken by women has been 100%, but it has been low at 1% for men in FY2019 and 3% in FY2020. Therefore, we have made active announcements, including disclosing information on the outline of our childcare leave system for both men and women. Also, as an action plan based on the Act on the Promotion of Women's Active Engagement in Professional Life, we set a target of at least 5% male childcare leave, and achieved 6% in FY2021. The amendment of the Act on Childcare Leave, which has been in force since April 2022, is also supporting these efforts, and in FY2022, the rate of childcare leave taken by men increased significantly to 20%.
Reduced Working Hours System
It is one type of workstyle in response to life events, such as using the system not only to balance work and childcare after returning from childcare leave but also for nursing care and other purposes.
Paid Leave System
The annual holidays are set at 127 days, with consecutive holidays during the Year-end and
New Year, Golden Week, and Obon holidays.
In addition to paid leave, employees are also entitled to special leave such as anniversary holiday (1 day) and refreshment holidays (up to 10 days). In addition, paid leave can be taken not only on a daily basis, but also on a half-day or hourly basis, and is widely used for a variety of purposes.
Women’s Career Development
We make the following efforts, aiming to create a work environment where women can play an active role, as well as a company that is easy to work for.
Efforts based on the Act of Promotion of Women's
Participation and Advancement in the Workplace we have developed and made
public our action plan based on the Act of Promotion of Women's Participation and
Advancement in the Workplace since FY2016.
In the first period, we set and achieved our target to hire 70 female employees by the end of FY2020, and in FY2021 we developed the second period action plan. We have achieved a rate of taking childcare leave system of at least 5% for men. From FY2023, our target will be raised to at least 50%.
target 1 :
Raise the percentage of female workers in the workforce to 20%.
target 2 :
Raise the childcare leave rate of male workers to over 50%.
Achievements and goals related to the active participation of women
|Fiscal 2022 results
|Goals by March 2026
|Ratio of female managers
|Ratio of managers among female employees
|Differences in wages between male and female workers*
Career training for female employees
We conduct “Women's Activity Training” to encourage our employees think about their own career based on work-life balance and to promote their future growth. The number of trainees achieved are as follows.
- FY2019: 18 trainees
- FY2020: 15 trainees
- FY2021: 21 trainees
- FY2022: 16 trainees
We respect the personality and individuality of each employee and ensures a sound workplace environment free from harassment and discrimination because of ideology, beliefs, religion, nationality, race, sex, disability, property and place of origin.
Employment rate of people with disabilities
In order to promote the active participation of people with disabilities, we encourage their participation in the Abilympics* with the aim of improving their skills and motivation.
*Abilympics … Held for people with disabilities to compete against each other using skills developed through everyday work to improve vocational abilities, and to help companies and the public have an indepth understanding and awareness of people with disabilities, while promoting their employment.
Employment opportunities for senior workers
When our employees wish to continue working after reaching the mandatory retirement age (at
the end of the fiscal year of their 60th birthday), we extend their employment as part-time
contract workers (until the end of the fiscal year of their 65th birthday). About 90% of our
compulsory retirees are rehired every year and contribute to corporate growth and the
development of younger workers.
We also provide employees who end their parttime contracts after reaching 65 years of age with reemployment opportunities in parking lot management (customer service and replenishment of change and expendable supplies) at our Group company (Amano Management Service) to prepare them for new opportunities to use their knowledge, skills, and experience.
Employment of Foreign Nationals
We recruit new graduates and mid-career professionals regardless of nationality, and this has led to revitalization of the organization through intercultural exchanges. In addition, after joining the company, we provide support not only for work, but also to ensure that foreign national employees can live with peace of mind in Japan. We also hire foreign national executives and strive to develop a company with a global perspective.
We offer internships to students to deepen their understanding of work, our company, industry, and society. Several courses are available, including oneday courses to deepen understanding of our company and hands-on courses for several days of practical work.
The following Experiential Courses are held:
- Software Development Course
- Parking Product Development Course
- Production Technology Course
- Plant Design Engineering Course
- Customer Engineering Course
- Systems Engineering Course
- Group Discussion Course
* Available courses are changed every year.
Social Support Services
We have a “Social Support Service” outsourcing contract with the social welfare office for the
purpose of providing a comfortable work environment and supporting a family environment
where employees can feel secure in their lives.
In order to balance work and family life, this service provides consultation with experts about issues such as parental nursing care, post-retirement living plans and other issues, as part of welfare services.
In response to the spread of COVID-19 since around February 2020, we are working on flexible ways of working remotely, such as working from home. In addition, for positions where working from home is not possible, we have also devised work styles to stagger working hours, such as introducing shift work.<br> Since May 2023, when COVID-19 was categorized as a Class 5 infectious disease, onsite work has increased slightly, but teleworking continues to be one of the diverse ways to work.
Expanding Work Opportunities
Due to our company structure consisting of product planning to development , manufacturing, sales, and maintenance. there are many job opportunities available. We are cuurently working to expand opportunities even fur ther with the aim of enhancing employee's careers and optimizing our workforce. This is a new initiative that will enable employees to use their skills and proactively take the initiative to advance their careers.
Specialist Development System
We have introduced the Specialist Development System to nurture specialist resources with highly-specialized skills. We accredit them as specialists regardless of their position (leadership role, professional position, etc.). They contribute to improving corporate performance by utilizing their skills and creating new things. They also endeavor to pursue selfdevelopment and improve their expertise as pioneers in their fields.
Freedom of Association
We respect workers' fundamental labor rights that recognize their right to solidarity,
collective bargaining, and collective action.
Based on mutual honesty and trust, we work with the trade union to establish labor-management relationships through collective bargaining and other means, and to communicate effectively for the lasting development of the company.