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Human Rights, Equal Opportunity, and Respect for Diversity
Seminars and edification
In Japan, we incorporate the education on human rights into the education by organizational level (e.g., for new recruits and new managers). Also, the seminars and group studies are held. In particular, since 2000, we have emphasized inhibitive education on sexual harassment and power abuse. This is a part of our education on compliance. Furthermore, we have confirmed the appropriate effect of the respective policies by group-standard self-check (Japan) and corporate check (overseas). Besides, we strive for the prevention by establishing whistle-blowing system (Japan).
Support for female associates to succeed
(DENSO Japan)
We believe that, in order to foster a corporate climate in which the “wisdom” is utilized across the associate attributes, in Japan the opportunities of success for female associates with high ability and motivation are indispensable. Following this belief, we are striving to furnish the suitable environment. Specifically, we have placed the following priority measures in DENSO Japan: 1) increase in the number of female managers and expansion of occasions for their success; 2) upgrade in motivation among female associates and the provision of edificatory opportunities; and 3) provision of occasions to rethink the awareness among superiors and in workplaces.
In fiscal 2006, we held the “Women’s Forum” as a part of edifying our awareness. Top management declared that the corporate-wide efforts would be made to support the success of associates. Also, we discussed promotion measures through lectures of advanced companies, panel discussions between female associates and management, and surveys.
Furthermore, in November 2006, we introduced anew the system to re-employ associates once have left the Company due to the transfer of their spouse. As such, we expanded the opportunities for women to succeed by their immediate contribution with the knowledge and experience fostered at DENSO.
Support for finding jobs after retirement
(DENSO Japan)
Amid our aging associates, since April 2006 DENSO Japan has introduced a new re-employment system named the “Career Associate System,” which extensively encompasses all our associates. This system aims to support the motivation to work and live and thus to strengthen the corporate competitive edge. As of April 2007, 160 associates have re-employed. In addition, in order to respond to the diverse requests on job finding, since April 2006 we have also introduced and have operated the “Senior Challenge System.” This system provides work opportunities outside the Company.
Furtherance of employing the disabled
(DENSO Japan)
For the employment of the disabled, ever since 1978 when DENSO Japan began the regular employment of the hearing impaired, we have proactively worked on expanding employment and occupational range, increasing education and seminars, and furnishing facilities. As of the end of fiscal year 2006, we have 417 disabled associates (356 in manufacturing, 61 in administration), who comprise 1.94% of our total workforce, exceeding the statutory employment rate. In addition, our special subsidiary of DENSO Taiyo Co., Ltd. currently employs 60 disabled associates in its business of manufacturing instrument clusters for mini vehicles. In the future, DENSO Japan will work to expand the scope of qualification for the disabled. At Japanese group companies the Company will work on furthering the employment of the disabled.
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