Relationship with Our Employees

Utilization of Diverse Human Resources

Diversity

Encouraging the participation of women in the workplace is one aspect of diversity promotion that we are working on. In order to promote women’s participation in the workplace, we feel it is critical to reform the corporate culture. Based on this mindset, we are organizing awareness reform training sessions for management (including officers) and training seminars aimed at female employees. We are striving to foster mutual awareness through continuous training.

We are also actively making an effort to employ overseas students. By employing overseas students from various backgrounds, we will be able to demonstrate the strengths of having diverse sensitivities and an international atmosphere, which will also help to strengthen diversity in the company overall.

In the training we conduct at the t ime new recruits join the company and in level-specific education, we are fostering understanding and communicating the need to effectively use the diversity in an organization, by accepting and recognizing the individual differences among employees, in order to enhance the Unitika Group’s power. This includes employees who are currently child rearing or caregiving, or who are recovering from an illness, have disabilities, are from overseas, identify as LGBTQ, or are young or elderly.

Work-Life Balance

In order to promote the balance between employees’ work and private lives, we have implemented “no-overtime days” to reduce the amount of overtime, and introduced child-rearing leave, caregiver leave, time off for sick/injured childcare, and time off for caregivers, all exceeding legal requirements.

For employees engaged in child rearing or caregiving and who request half-day paid leave very frequently, we have increased the maximum to 14 times (7 days) per year. We also have a system of shortened work hours for child-rearing.

This system allows employees with children who are aged three or older but have not completed the third grade in elementary school to reduce their work time by one hour. Also, we featured an article in the internal newsletter on “Discussion on male child-rearing leave: Creating a corporate culture where maleemployees can also easily in which four male employees discussed their their experience with child -rearing leave. This is on e way we are enc ouraging male employees to tak e child-rearing leave.

Page from the internal newsletter Page from the internal newsletter

Page from the internal newsletter

This system allows employees with children who are aged three or older but have not completed the third grade in elementary school to reduce their work time by one hour. Also, we featured an article in the internal newsletter on “Discussion on male child-rearing leave: Creating a corporate culture where maleemployees can also easily in which four male employees discussed their their experience with child -rearing leave. This is on e way we are enc ouraging male employees to tak e child-rearing leave.

Return Employment System

If a full-time employee who has been working for us for three years or more is required to leave the company for unavoidable family reasons (marriage, child-rearing, caregiving, work transfer of spouse, etc.), and later that situation changes and they are able to return to work, the Return Employment System gives that person a chance to come back and work for Unitika, based on the mutual desire of both the individual and the company.

Number of new employees and retired employees
(FY 2020 Full-time employees on a Unitika unit, includes assigned employees)
Number of people
Female Male Total
Number of new employees 17 70 87
Number of retired employees 16 48 64

*The number of retired employees includes those who have reached mandatory retirement.

Number and ratio of females at the management level (March 31, 2021 Unitika unit)
Number of people Ratio(%)
Females at the management level 13 4.6
Number of overseas students as new employees (new graduates) and ratio that are employed at head office (from graduate school and university, etc.) (FY 2020 Unitika unit, includes assigned employees)
Number of people Ratio(%)
Female Male Total
Foreign national overseas students (New graduates) 1 3 4 13.3
Number of employees taking child-rearing leave and caregiver leave
(Unitika unit, includes assigned employees)(People)
Employees taking childcare leave Employees taking caregiver leave
Female Male Female Male
FY 2016 15 4 0 0
FY 2017 12 5 0 1
FY 2018 11 6 0 0
FY 2019 10 2 0 0
FY 2020 5 3 0 0

* The return-to-work rate after taking child-rearing leave is 100%, with one person retiring after taking caregiver leave.

Safety and Health Initiatives

At the Unitika Group, the Central Safety and Sanitation Committee is implementing health and safety activities aimed at eliminating accidents that require time off from work at all production sites and group companies. In FY 2020 we launched the 18th Health and Safety Guidelines with the slogan of Safety First.
Regrettably in recent years there has been a trend of multiple occurrences of industrial accidents.

Therefore, we are conducting general safety inspections throughout the Group, and steadily implementing activities to reduce the hidden causes of accidents in workplaces. We are also supporting the physical, mental and emotional health of employees by introducing Return Support Guidelines, and following the situation at workplaces based on mental health checks.

Results of industrial safety and health activities over the last 10 years Results of industrial safety and health activities over the last 10 years

Therefore, we are conducting general safety inspections throughout the Group, and steadily implementing activities to reduce the hidden causes of accidents in workplaces. We are also supporting the physical, mental and emotional health of employees by introducing Return Support Guidelines, and following the situation at workplaces based on mental health checks.

Employees’Health

Mental Health Initiatives

Based on the Ministry of Health, Labour and Welfare’s “Guidelines for Maintaining and Improving Workers’ Mental Health,” we conduct mental health training both at the time new recruits join the company and when employees are promoted. We are actively working to promote the mental health of our employees.
We are also conducting stress checks every year, and implementing stress relief measures for those with a check result of high stress levels, as a primary preventive measure for mental health care.

Return Support Guidelines

We have established “Return Support Guidelines” to allow those who were away for an extended period of time to return to work smoothly.

Lifestyle Disease Countermeasures

We conduct blood tests and electrocardiograms, outside of what is required by law, at the once-a-year regular health checkups for employees aged under 35 years. We are also encouraging employees to take an interest in managing their health, before they become middle-aged and older.

Disease Prevention Measures

We administer influenza vaccinations to employees at each production site, and take measures to prevent employees from developing influenza and having it progress into a serious case.

COVID-19 Infection Countermeasures

We are strengthening the following initiatives to prevent the spread of COVID-19 in workplaces.

(1)Promoting telework

  • Reducing the rate of in-office work at workplaces (head office, etc.) where working from home is possible (target telework rate of 70%)

(2)Measures to prevent the spread of COVID-19 infections at workplaces and in meetings

  • Ensuring employees wear masks, thoroughly wash and disinfect their hands, and avoid the three c’s (closed spaces, crowded places, close contact)
  • remote participation, shorter times, small groups, good ventilation, and sufficient spacing between seats, etc.

(3)COVID-19 infection countermeasures for business trips and face-to-face meetings/interviews

  • Refraining as much as possible from business trips and face-to-face meetings/interviews at clients, and using remote participation, etc.
  • Asking employees to refrain from moving between production sites and affiliated companies within the Group (and when business trips and face-to-face meetings/interviews there are unavoidable, ensuring thorough infection prevention measures are being practiced in these places.)

Disaster Prevention and Readiness Initiatives

To prepare for major disasters like the earthquake and tsunami that devastated Tohoku in March 2011, disaster readiness measures are crucial both to fulfill the basic mission of protecting the lives of employees, as well as to uphold the responsibility to stakeholders of continuing business activities. In compliance with Japan’s Act on Promotion of Seismic Retrofitting of Buildings, the Unitika Group inspects structures and facilities of production sites. We also work to create self-supporting emergency energy supply systems, by providing for home generation facilities and working on production site energy conversion.

Disaster Readiness Training

The Unitika Group has reflected on the fire that occurred at the Uji Plant on January 8, 2019, and we are reviewing overall the fire prevention system and working to prevent the recurrence of such incidents. We are also actively carrying out accidents and natural disaster training, as well as doing drills at production sites in the spring and autumn seasons of fire prevention activities.

Additionally, as internal standards for managing safety at production facilities, Unitik a has enacted a set of “pre-evaluation policies” on safety sanitation and environmental effects at new facilities. As a disaster readiness measure when creating or renovating facilities, a total of two rigorous inspections (during design and upon completion) are carried out in compliance with these standards.

Preparation for Large-Scale Disasters

Unitika has established the Protocols for Returning Home, which encourages employees to stay at their workplaces if trains and other public transportation stop running due to large-scale disasters. This is to prevent employees from having difficulties in returning home, and to prevent them from obstructing the operations of police officers and fire fighters. We are also making other preparations such as storing disaster equipment, supplies, drinking water and preserved food. We have also established a system that allows us to handle requests for support from local residents in surrounding neighborhoods and for cooperation from local governments.

Integrated fire prevention and disaster prevention drills (Okazaki Plant)

Integrated fire prevention and disaster prevention drills (Okazaki Plant)

Fire prevention drill (Uji Plant)

Fire prevention drill (Uji Plant)

Promoting Awareness of Human Rights

Raising Human Rights Awareness

The Unitika Group Code of Conduct that is assigned to our employees specifies respect for human rights. We are working towards human rights awareness in the Group by setting up a human rights awareness promotion organization and conducting in-househ uman rights training for our employees including the president, executives and the presidents of our affiliates.

As a member of the Corporate Report Association of Human Rights Issue, Unitika works on human rights issues in a variety of ways, such as by gathering educational information on human rights. Based on our understanding that any kind of harassment is considered a violation of human rights, we have set up a support desk for sexual harassment, maternity harassment, and power harassment at each of our offices and affiliates, to raise the level of understanding and awareness of our employees.

Number of human rights training participants (FY 2020 P33 figures) (People)
Female Male Total
Number of human rights training participants 204 416 620

Elimination of Forced Labor and Child Labor

Unitika Group companies and overseas affiliates have made declarations of their refusal to take part in any form of forced labor or child labor in violation of international agreements, such as the International Covenants on Human Rights or the Convention on the Rights of the Child.

Fair Recruitment Practices

As a part of our fair employment activities, Unitika has created an original Unitika Employment Interview Manual based on the gist of the Employment Selection Guidelines issued by The Ministry of Health, Labour, and Welfare.

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