TAIYO YUDEN

Region

Diversity Promoting Activities

TAIYO YUDEN Group is stipulating in "CSR Code of Conduct" that respecting diversity, characters and personalities of employees should be respected and that work-site environments without any discriminations should be ensured. Also, based on the diversity policy, Group will proceed to create a company where respective employees are able to express their full abilities.

TAIYO YUDEN Group Diversity Policy

Although the world is changing, in order to keep sustainable development in TAIYO YUDEN GROUP, the essential point is to have continuous creations of never-ever-heard concepts and ideas through the associations by diversified people with various differences such as nationality/ culture as well as gender, generation and career.
Accordingly, based on the concept of "Being different is worth while," regarding proceeding diversity by connecting and utilizing versatile personalities as the source for coporate competitiveness, and having an employee working with feeling job satisfaction as the realization of "Employee Well-being" for Management Philosophy, these are the important points for management issues. 
GROUP aimimg to be the excellent company with uniqueness and attractiveness as well as the continuous enhancement of human resources and organization,  by  conducting to build a mind and an environment which allows various people to play active roles, also by implementing human resource development.

Addressing for Promoting Female Activities (TAIYO YUDEN)

TAIYO YUDEN is drawing up and carrying out the action plans for promoting female activities in order to create employment environments where a lot of motivated females are able to participate actively.
Also, the information on female participation is announced such as following:

Action plan for Promoting Female Participation

TAIYO YUDEN is drawing up the following action plan to create the employment environments where a lot of motivated females are able to participate actively.

  • 1. Planning Period：April 1, 2019 to March 31, 2021

  • 2. Assignments of Company:

    ① Making higher female adoption rate and employee rate is necessary.

    ② Planned fostering/ promotion for making higher female rate occupying management position and supervisor.

  • 3. Target and Addressing Contents, Implementation Timing

    Target 1: New Female Graduate Rate 30%

    <Addressing contents>

    ● April, 2019 ～
    Recruit orientation, conducting presentations for females with home page and pamphlets.
    ● April, 2019 ～
    Positive acceptance of females through internship.

  • Target 2: Creating Environments for Promoting Female Positive Participation.

    <Addressing contents>

    ● April, 2019 ～
    Drawing up and promoting education programs with the purpose of fostering and positive participation of motivated females.

Information on Female Positive Participation

Recruiting Status

As for ratio of women hired, we have targeted 30% or more from FY2017 and exceeded 40% in FY2020.

Employee Structure

We are enhancing recruitment of female employees, while currently % of female employees in whole group is around 20%, and no big change has been found.
Manager rate is in increasing trend, however, female rate is only 1%, which shows a great gap compared to 15% of males. Fostering female employees become main issues.

Average Working Year

As for average working years, no big difference is found between males and females, but female working year is longer than male's.
In FY 2019, female working year got lower -0.6% compared to the last fiscal year, which seems to have been effected by the increase of recruiting females.
We will further address to create more workable work-site.

Monthly average of Overtime Hours

As for monthly average of overtime hours, no big change is found and is keeping almost the same level.
Also, for monthly average of overtime hours, the difference between males and females is big, which we think that the difference is effected by working shifts in Manufacturing Division.

Human Resource Internationalization (TAIYO YUDEN Group)

Number of Employees by Region

Applying Local Human Resources

In TAIYO YUDEN Group, even for the sites outside Japan, positive promotion for local excellent human resources have been conducted.
In companies overseas, promotion rate in managers for local human resources is 82.2%. (March, 2020)

Local human resource proportion
Region All Managers
USA, Europe 50.0％
China, Taiwan 87.5％
South Korea 87.8％
Singapore, Malaysia, Thailand 84.0％
Philippines 74.7％

Certifications (TAIYO YUDEN)

Certified as an "Eruboshi" Company and with the Highest Rating

We obtained "Eruboshi" certification with the highest three-start rating. This certification is given to companies implementing excellent measures for the empowerment of women.
"Eruboshi" certification is given by the Minister of Health, Labour and Welfare to companies that have met set criteria from among those that have formulated an action plan and made a relevant report to the Ministry in line with the Act on Promotion of Women's Participation and Advancement in the Workplace. The criteria relate to women's (1) employment, (2) continued employment, (3) work styles including working hours, (4) success in obtaining management positions (percentage of female managers), and (5) variety of career options.
We will continue to implement related measures to meet the expectations of employees and other stakeholders and thereby enhance our corporate value.

TAIYO YUDEN CO., LTD. Obtains "Gunma Prefecture Iki-Iki G Company Gold" Certification

TAIYO YUDEN CO., LTD. was certified by Gunma Prefecture as a company proactively supporting employees in making childcare/nursing care and work compatible, promoting women's empowerment at the workplace, and improving employees' work-life balance.