For employees

We seek to create a comfortable work environment in which a diversity of people can work actively, pleasantly, and cheerfully, and have pride in their own company.

Employee data (as of March 31, 2017)

Gunze Limited Gunze Group
Man Woman Total
Number of employees 1,224 609 1,833 7,038
Average age 44 years 9 months 42 years 6 months 43 years 0 months -
Average length of service 20 years 8 months 18 years 11 months 20 years 1 months -

Employment of people with disabilities (Gunze Limited)

While ensuring that we meet the legally mandated level for the percentage of employees with disabilities, Gunze strives to continuously offer and maintain work opportunities for people with disabilities. Specifically, promoters of employment for people with disabilities at each office/factory are at work to identify appropriate workplaces and job categories for these employees. They also work in collaboration with Hello Work employment service centers to offer the best match between people with disabilities and workplaces/job categories. We also help these employees easily adapt to their workplace.

As of March 20, 2015 2.39%
As of March 20, 2016 2.28%
As of March 20, 2017 2.23%

Applicants of employee support initiatives (Gunze Limited)

In fiscal 2015, a male employee of Gunze applied for childcare leave for the first time in Gunze history. The number of applicants for short working hours for childcare has also been increasing annually, with more and more employees enjoying a balance between work and childcare. Going forward, Gunze will continue helping employees achieve a balance between work and family life by further strengthening employee support initiatives. For example, managers will interview employees before and after they take a childcare leave to share information.

FY2014 FY2015 FY2016 Outline of initiatives
Applicants for childcare leave 41 48 38 Until the first April 1 after the child reaches the age of 1 year or until the child’s age of 18 months, whichever comes later.
Applicants for short working hours for childcare 63 69 71 Until the end of March for the child in the third grade of elementary school. As a basic rule, “short working hours” refers to 6 hours of work. It is also acceptable to shorten work hours in a range of 30 minutes to 2 hours per day in increments of 15 minutes, if an employee so desires.
Applicants for child nursing leave 25 21 36 Until the end of March for the child in the third grade of elementary school. Employees may take a leave of 5 days in total per year to nurse a sick/injured child or take a child for vaccinations or health checkups. (Leave of 10 days in the case of 2 or more children). A nursing leave can also be taken in units of 1 hour. A leave within 4 hours is counted as a half-day leave and a leave of 5 hours or longer is counted as a 1-day leave.
Applicants for family care leave 1 2 3 1 year consecutively (for care of specified family members) in combined total with short working hours for family care taken (may divide a year into portions for care of the same individual).
Applicants for short working hours for family care 0 1 3 1 year consecutively (for care of specified family members) in combined total with family care leave taken. Up to 2 hours per day in increments of 30 minutes.
Applicants for nursing leave 1 1 1 5 days per year (for nursing or providing other care for specified family members, 10 days in case of 2 or more family members).

Empowering Women

Gunze group aims "a company where women and men work actively in a fair workplace, satisfactory and valuable to the individuals", and in 2013, the "Women's Kira Kira Promotion" section was set in the Personnel & General Affairs Dep.
Since 2016, based on "the Act on Promotion of Women's Participation and Advancement in the Workplace", "the general employer action plans" was carried out and we have been promoting the active social participation of women." Now, having feeling that certain achievements and common understandings were built within the company, we are to move forward the diversity management, additional to women's active participation.
Specifically, "Work Style Reform Committee" was created, and we shall advance diversity management, including promoting active social participation of women in the workplace, and to work efficiently corresponding to reforming the work life balance.

Cultivating a Corporate Culture that Respects Human Rights

To foster a workplace culture that respects human rights, Gunze participates in external human rights organizations such as Osaka’s Corporate Federation for Dowa and Human Rights Issues. We also ask employees to contribute essays regarding promotion of ethical conduct during Corporate Ethics Month, and to contribute slogans for human rights during Human Rights Week. These are a few of the ways that we strive to enhance awareness of human rights among employees.

Harassment prevention

To prevent harassment, Gunze annually offers training at each office as well as a training program for newly appointed harassment advisors. Most harassers are unconscious of the fact that their behavior is inappropriate, thus it is likely to escalate if victims do not make a report or consult with an advisor. Gunze aims to more widely inform employees of the availability of the harassment consultation room. Moreover, as for offices/factories with frequent occurrence of harassment issues, Gunze holds training sessions aimed at preventing harassment and enhancing communication.

Results of a questionnaire survey regarding harassment*

Percentage of respondents who responded “Yes” when asked if they had experienced harassment FY2014 FY2015 FY2016
I have experienced sexual harassment over the past year 2.4% 2.7% 1.8%
Sexual harassment has occurred in the department I belong to over the past year 3.5% 3.6% 2.5%
I have experienced power harassment over the past year 7.6% 7.9% 7.3%
Power harassment has occurred in the department I belong to over the past year 10.1% 11.1% 9.0%

As per results of employee satisfaction survey

Harassment prevention training at each office
As for power harassment, the degree of harassment is quantitatively assessed using a check sheet instead of just determining if a particular issue is power harassment or not. At the same time, a group discussion is conducted to deliberate on which part of the conduct was inappropriate and in what way a particular person should have behaved. Sexual harassment can also include unwanted conduct by a person of the same gender, or speech or behavior related to gender roles. As such, employees are encouraged to seek advice, even if they are not sure whether their case should be considered a harassment issue.

Harassment prevention training at each office

Prevention of Occupational Accidents

Gunze strives to create a safe and comfortable work environment free from occupational accidents. Under the leadership of the Employee Safety and Health Committee, we are working to minimize workplace risks through risk assessment, and strengthen employee education to ensure safety at work. Moreover, efforts are being promoted to raise safety consciousness among employees.

Occupational accident data
Year Accidents at work (injuries that required days off)
FY2014 25 cases (10 cases)
FY2015 34 cases (10 cases)
FY2016 26 cases (11 cases)

Promoting Mental Health

To protect employees from mental health problems, Gunze offers training to managers and allows employees to seek telephone-based advice. Going forward, Gunze plans to conduct stress checks at all offices/factories (including those with fewer than 50 employees, for which a stress check is not legally mandated). This will help employees assess the level of stress they are exposed to. Gunze will also work in collaboration with occupational health specialists to analyze workplace conditions and give advice to those exposed to heavy stress.