Equal Employment Opportunities and Diversity at Work
Employment of Persons with Disabilities
Promoting employment of people with disabilities
In conformance with the OMRON Principles, OMRON Corporation respects diversity at work. As part of this drive, OMRON Corporation is working to offer more job opportunities for persons with disabilities.
As of June 2012, the percentage of employees with disabilities was 3.11%, which is above the legally mandated level of 1.80%. This level includes employees at special subsidiaries charged with providing particular considerations for employees with disabilities. The average disabled employee ratio at OMRON Corporation and 23 Group companies in Japan was 2.22% as of June 2012, which is among the highest for the Japanese manufacturing industry.
In fiscal 2012, OMRON headquarters put together employment plans for people with disabilities made by its Group companies, for group-wide recruiting activities. Along with publication of guidelines for supporting people with disabilities at work by OMRON Corporation, OMRON also promoted group-wide efforts to increase the ratio of employees with disabilities.
Going forward, OMRON will continue to promote the employment of disabled persons, while at the same time striving to create a workplace in which workers with disabilities can work more easily and comfortably.
Employment of Persons with Disabilities (in Japan)
Post-retirement Re-employment System
Re-employment system for retirees
The amended law concerning stabilization of employment of older persons that came into effect in 2013 requires corporations to keep employees on the payroll until they reach the age of 65.
Although the retirement age of the employees of OMRON Corporation and OMRON Group companies in Japan is 60, OMRON Corporation introduced a re-employment system for retirees (called the “Elder Partner Program”) in fiscal 2001. Targeting all retirees as a basic rule, this system is intended to provide eligible persons who meet requirements with a working opportunity by directly concluding re-employment agreements.
A re-employment system for retirees has also been introduced at 17 major Group companies in Japan, securing jobs for employees up to age 65 under the conditions required by the continual employment system specified under the revised law.
［17 OMRON Group companies in Japan equipped with a re-employment system］
(as of April 1, 2012)
OMRON Relay and Devices Corporation; OMRON Amusement Co., Ltd.; OMRON Aso Co., Ltd.; OMRON Switch & Devices Corporation; OMRON Sanyo Co., Ltd.; OMRON Iida Co., Ltd.; OMRON Nohgata Co., Ltd.; OMRON Software Co., Ltd.; OMRON Laserfront Inc.; OMRON Field Engineering Co., Ltd.; OMRON Colin Co., Ltd.; OMRON Precision Technology Co., Ltd.; OMRON Business Associates Co., Ltd.; and OMRON Personnel Service Co., Ltd.;OMRON Automotive Electronics Co., Ltd.; OMRON Social Solutions Co., Ltd.; OMRON Healthcare Co., Ltd.
Female Employee's Activity Support
Promoting empowerment of women globally
“Respect for individuality and diversity” is one of OMRON’s Management Commitments. As such, OMRON believes that it is vital to motivate all employees to fully demonstrate their capabilities without regard to gender, nationality, or other non-performance-related attributes in order to achieve both individual development and development of the company. Aware of the importance of providing female workers with rewarding and motivational work, in fiscal 2012 OMRON set up a dedicated department to accelerate the empowerment of women at work. This department is separate from the conventionally available project team with members also assigned with other tasks.
Although this activity is being promoted across the global OMRON Group, the empowerment of women in the workplace is a particularly important issue for Japan among all developed countries. Therefore, OMRON aims to initially focus its efforts on improving working conditions so that women working at OMRON offices in Japan can take on more responsible roles in the workplace.
Setting targets to increase women in positions of responsibility
OMRON has been committed to recruiting a variety of talented people without regard to gender, while also striving to establish a working environment that can allow them to fully demonstrate their capabilities for the company’s business management.
OMRON has conventionally focused on empowering women in the workplace by taking various measures. Examples include a female leader training program targeting mid-career and assistant manager-class employees, as well as the creation of guidelines to help employees achieve work-life balance. Moreover, female employees have been encouraged to build and expand a human network, and have been given opportunities for self-study and development through participation in seminars, workshops, and information exchange meetings organized at each site.
Moreover, support initiatives for female employees who are experiencing important life events such as marriage and childbirth have steadily been improved and extended. These initiatives help such employees achieve a balance between work and personal lives. As a result of these efforts, the number of female leaders has gradually risen across the OMRON Group. As of April 2013, 278 women were in assistant-manager positions for the OMRON Group as a whole. However, women in managerial or upper-level positions or with specialist status number only 23 (as of April 2013). In the future, OMRON will encourage women to assume more active and responsible roles in the workplace so as to better contribute to raising OMRON’s corporate value.