TAIYO YUDEN

Diversity

TAIYO YUDEN Group pledges to promote workforce diversity, respect the individuality of each employee, and ensure a fully discrimination-free workplace, as is explicitly stated in our CSR Code of Conduct. Also, based on the Diversity Policy, we aim to create a workplace that enables individual employees to fulfill their potential.

TAIYO YUDEN Group Diversity Policy

In order to ensure its sustainable development even as society changes, TAIYO YUDEN Group believes that it is vitally important to embrace diversity in its workforce with regard to individual differences in background and personal attributes, such as nationality, culture, gender, age cohort, and career path, and is seeking to invent completely new concepts and ideas from diversity-driven dynamic interactions. Recognizing the "value of being different," we will bring together unique individuals to establish a diverse workforce as a source of corporate competitiveness. Also, through creating a workplace where individual employees are motivated to exercise their abilities in order to perform well, we will take steps toward "employee well-being," an objective of our management philosophy. As such, we will pursue diversity as an important management issue.
To the above end, we will implement a range of initiatives to foster a workplace culture and environment that encourages a diverse range of employees to fulfill their potential and will operate relevant personnel development programs. Promoting these initiatives, we will enhance our personnel and organizational capabilities, and aim to become an excellent company with unique strengths.

Women's Empowerment Initiatives (TAIYO YUDEN)

TAIYO YUDEN draws up and carries out actions plans for women's empowerment in order to create an employment environment conducive to the motivated pursuit of careers by female workers. Details of the latest action plan are as follows.

Action Plan for Women's Empowerment

TAIYO YUDEN has established an action plan to create an employment environment conducive to the motivated pursuit of careers by female workers, as shown below.

  • 1. Plan period: 2 years from April 1, 2021 to March 31, 2023

  • 2. Key issue:

    To increase the percentage of women among the total number of new recruits and employees overall, as well as in the number of executives in managerial and supervisory positions.

  • 3. Targets, actions, implementation schedule

    Target 1: Increase the percentage of female new graduate hires to at least 30%

    Action:
    Create recruiting advertising plans with an emphasis on women’s career-building opportunities, looking to attract a larger number of female applicants and increase female recruits. (Starting April 1, 2021)

  • Target 2: Reduce gender difference in average length of service down to 2 years or less

    Action:
    Looking to create a workplace environment where both male and female employees are able and willing to pursue their career goals at TAIYO YUDEN over the long term, hold discussions and workshops attended by employee representatives selected through labor-management consultation in order to raise awareness of women’s career development. (Starting April 1, 2021)

Data on Female Employees at TAIYO YUDEN

Recruitment

Since FY2017, we have been implementing measures to increase the percentage of female new recruits to at least 30%. Although the percentage grew to exceed 40% in FY2020, it decreased to 28% in FY2021. We will continue working to achieve the target.

Personnel composition

We have been trying to increase the number of female recruits, and the percentage of female employees has remained at around 20% over the past few years.

The percentage of female employees in managerial positions is below 3%, although it has been on the rise in recent years. The development of female employees is a major issue in terms of closing the large gender gap in this area.

Average length of service

There has been no significant gender difference in average length of service over the past few years. We will continue working to provide a more employee-friendly workplace environment.

Average overtime hours per month

The average monthly overtime hours have remained unchanged over the past few years. The wide gender difference is attributable to the shiftwork performed in the manufacturing division.

Human Resources Internationalization (TAIYO YUDEN Group)

Number of employees by region

Promotion of local employees

TAIYO YUDEN Group actively hires and promotes local talent not only in Japan but also in other regions.
At overseas sites, the average percentage of local hires among the total number of employees in managerial positions is 83.2% (FY2020).

Percentage of local hires in managerial positions
Region Percentage
USA, Europe 52.9%
Greater China 86.7%
South Korea 87.0%
Singapore, Malaysia, Thailand 86.2%
Philippines 77.5%

Certifications (TAIYO YUDEN)

Certified as an Eruboshi employer

TAIYO YUDEN has obtained the three-star Eruboshi certification, a government program that acknowledges employers for carrying out outstanding activities to promote the empowerment of their female employees.
In this program, hosted by Japan’s Ministry of Health, Labour and Welfare, applicant companies prepare and submit action plans based on the Act on Promotion of Women’s Participation and Advancement in the Workplace, and evaluations are performed with respect to contributions to women’s career development in the following areas: (1) recruiting; (2) continued employment; (3) workstyle options, including work hours; (4) percentage of women in managerial positions; and (5) range of career path options.
We will continue to carry out appropriate initiatives to be able to meet expectations of employees and other stakeholders, thereby improving our corporate value.

Certified as a Kurumin employer

TAIYO YUDEN has obtained the Kurumin certification, a government program that acknowledges employers for carrying out outstanding activities to support working parents. This program is hosted by Japan’s Ministry of Health, Labour and Welfare. Applicant companies prepare and submit action plans based on the Act on Advancement of Measures to Support Raising Next-Generation Children, seeking to be certified as a "parent-friendly company" by satisfying certain criteria including achievement against targets set in the plan.

We offer an array of programs to help employees with different backgrounds and lifestyles to continue working, such as conditions and benefits that exceed statutory standards and the “cumulative leave” system that enables employees to take holidays for unspecified purposes.