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.
- Empowering Women
- Cultivating a Corporate Culture that Respects Human Rights
- Prevention of Occupational Accidents
- Promoting Mental Health
|Gunze Limited||Gunze Group|
|as of March 31, 2019||1,133||570||1,703||6,607|
|as of March 31, 2020||1,177||566||1,743||6,185|
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, 2017||2.23%|
|As of March 20, 2018||2.05%|
|As of March 20, 2019||2.40%|
|As of March 20, 2020||2.10%|
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.
|FY2016||FY2017||FY2018||FY2019||Outline of initiatives|
for childcare leave
|15||15||19||11||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.|
for short working
hours for childcare
|70||75||73||59||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.|
for child nursing leave
|19||25||9||12||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.|
for family care leave
|2||2||3||0||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).|
for short working
hours for family care
|1||0||2||2||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.|
for nursing leave
|1||2||0||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).|
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.
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.
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)|
|FY2016||26 cases (11 cases)|
|FY2017||39 cases (14 cases)|
|FY2018||28 cases (7 cases)|
|FY2019||41 cases (12 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.