Respect for Diversity

Message from the CEO

Message from the CEO

Diversity is a driving force for OMRON’s growth.

Empowering Women

Promoting empowerment of women globally

"Respect for all" is one of Our Values in the OMRON Principles. As such, OMRON believes that it is vital to motivate people with varied thoughts and value perceptions to fully demonstrate their capabilities and bring out their unique potential, 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, OMRON set up a dedicated department to accelerate the empowerment of women at work.

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, as the first step, is focusing its efforts on improving working conditions so that women working at OMRON offices in Japan can take on more responsible roles in the workplace.

Participation in the Council of Male Leaders Promoting Women’s Roles in Society

In May 2016, I began participating in the Council of Male Leaders Promoting Women’s Roles in Society, sponsored by the Cabinet Office. Promoting the active role of women in Japan is one of the most important issues facing Japan. At the same time, women are an indispensable part of the Omron push for diversity.

  1. The Council issued a declaration based on three concepts:
  2. (1) Taking the lead in promoting the role of women;
  3. (2) Disrupting the status quo; and
  4. (3) Developing networks of like-minded leaders.

This declaration closely resembles how Omron is supporting diversity in our company. Moving forward, I will continue to take opportunities to spread the message of diversity both inside our company and in public. I hope to help foster an environment in which every individual can exercise their own initiative and develop their own potential.

Yoshihito Yamada
President and CEO

“Declaration on Action” mark

Action Plan for Promoting the Role of Women

The Act on Promotion of Women's Participation and Advancement in the Workplace came into effect on April 1, 2016. In response, Omron created a set of specific goals and an action plan for promoting the role of women, based on the circumstances within each Omron Group company. We have formally published these goals and our action plan for public reference.
Through this initiative, we hope to further expand the role of women within the Omron Group. At the same time, we hope to foster an awareness and build a culture in which any employee can excel, growing as an individual together with the Omron Group.

Action Plan

Action Plan

Overview of Initiatives to Empower Women

Item Typical Initiatives
HR Development/ Promotion
  • Career development/skill development interview
  • Leader training, career training and networking opportunities for female employees
  • Staff development training for managers
  • Elimination of classification of employees into main career track and general staff work (2015)
  • Setting targets for the number of women in positions of responsibility (March end, 2019: 5%)
Work Style Reform
  • Flextime system
  • Setting days to leave work on time
  • Successive holidays taken by each employee (5 days)
  • Leaving work by 8 pm, keeping overtime within 2 hours per day
  • Support initiatives to encourage self-development, health promotion, and personal/family lives
Workplace Culture / Continuing Employment
  • Establishment of a diversity promotion department (2012)  
  • In-company diversity seminar/training
  • Awareness enhancement for entire workplace
  • - Delivery of top executive messages/introduction of role models
  • - Seminar on elderly care issues
  • - Participation in "Iku Boss (managers who support working women) Alliance"
  • Establishment of support initiatives to achieve balance between work and family care
  • [Overall]
  • Leave for moving to a new home due to job transfer of spouse, area-limited work arrangement, commuting by Shinkansen bullet train, and returning to work (career reentry initiative)
  • Leave for care of sick/elderly family member (for family members within the second degree of kinship, paid, half-day leave is also acceptable)
  • [Pregnancy/giving birth]
  • Leave for infertility treatment (365 days max., may divide a year into portions)
  • Maternity leave (8 weeks before and 8 weeks after childbirth)
  • Paternity leave
  • [Childcare]
  • Childcare leave (Until the end of March at the child's age of 2 years max.)
  • Short working hours for childcare (Until the child graduates from elementary school)
  • In-company daycare centers (Keihanna, Kyoto)
  • [Care for sick/elderly family]
  • Leave for care of sick/elderly family member (365 days max., may divide a year into portions)
  • Short working hours for care of sick/elderly family member (Until the need for care is eliminated, may divide into portions)
Recruitment / Employment
  • Proactive publicity
  • Mid-career employment of female leaders

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 let them put their capabilities to fullest use in the workplace.

OMRON implements various measures to further empower women in the workplace. 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 women's network, and have been given opportunities for self-study and development through participation in seminars, workshops, and information exchange meetings organized at each site.

As a result of these efforts, the number of female leaders has gradually risen across the OMRON Group. As of April 2016, 310 women were in assistant-manager positions for the OMRON Group as a whole. However, female managers (managerial or upper-level positions or with specialist status) numbered 36, or 2.3% of managers. OMRON plans to employ several female executives and increase the percentage of female managers to 3% by the end of fiscal 2016, and to 5% by the end of fiscal 2018.

Going forward, OMRON will continue to develop a workplace environment in which female employees can continue working even after experiencing important life events such as marriage and childbirth. OMRON will also cultivate a corporate culture that makes it no longer special for all highly motivated employees have equal opportunities to assume leading roles at work. By setting numerical targets, OMRON will also promote initiatives intended to encourage female employee working at OMRON to fully demonstrate their capabilities, so they can better contribute to raising OMRON's corporate value.

Number and percentage of female managers in the OMRON Group in Japan

Employment of Persons with Disabilities

Promoting employment of people with disabilities based on respect for diversity at work

In conformance with the OMRON Principles, OMRON Corporation is working to offer more job opportunities for persons with disabilities.

As of June 2015, the percentage of employees with disabilities at OMRON Corporation was 3.14%, which is above the legally mandated level of 2.0%. 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 25 Group companies in Japan was 2.41% as of June 2015. Both of these ratios are among the highest in the Japanese manufacturing industry.

Going forward, OMRON will continue to promote the employment of people with disabilities and empower them in their work. This will help make diversity in the workplace a key engine for the OMRON Group's growth, while at the same time allowing the Group to fulfill its social responsibilities.

Employment of Persons with Disabilities (in Japan)

Activities at special subsidiaries certified under the Act on the Promotion of the Employment of Disabled People

In 1972, OMRON Taiyo Co., Ltd. was established as Japan’s first factory run by people with disabilities. It reflected the philosophy of Dr. Yutaka Nakamura, founder of Japan Sun Industries (Taiyo-no-ie), an organization engaged in vocational training and support for people with disabilities. Dr. Nakamura’s enthusiastic drive to expand work opportunities for people with disabilities resonated with OMRON founder Kazuma Tateishi. This led to the establishment of OMRON Taiyo and another similar factory, OMRON Kyoto Taiyo Co., Ltd., in 1985. At present, the two companies have been certified as special subsidiaries under the Act on the Promotion of the Employment of Disabled People, providing many challenged people with work opportunities.

OMRON Taiyo and OMRON Kyoto Taiyo take advantage of the technological expertise that OMRON has accumulated in its production sites. Based on this, they have put all employees’ creative ideas to the fullest use in order to create a workplace environment in which people with disabilities can work easily and comfortably. This motivates all employees to fully demonstrate their skills and capabilities at work while also encouraging personal development. As a result, both companies successfully produce high-quality products.

A factory tour is also arranged for visitors from other companies, in order to widely disseminate OMRON’s knowhow in employing people with disabilities throughout society. In this way, OMRON is committed to expanding employment opportunities for people with disabilities.

  • OMRON Kyoto Taiyo
  • OMRON Taiyo
  • Achieved the workplace environment with safety and efficiency
    Right: OMRON TAIYO Co., LTD

Post-retirement Re-employment System

Re-employment system for retirees

OMRON Corporation and its Group companies in Japan have introduced a re-employment system for retirees. Targeting all retirees at the age of 60 as a basic rule, this system is intended to provide them with the opportunity to work until the age of 65 via re-employment agreements, as long as all requirements are mutually met.

To encourage those who have reached retirement age to continue making maximum use of the knowledge and experience they have developed even after retirement, OMRON conducts an interview with retirees about targets and results.

Going forward, OMRON will continue to devise initiatives aimed at empowering those over 60, so that they can assume leading roles in the workplace and enjoy fulfillment at work.

Other Support Initiatives for Diversity

Approach to LGBT* rights

OMRON implements various initiatives to support diverse members to work actively and comfortably.

Aiming to create a workplace that anyone can work in comfortably, OMRON began engaging with LGBT issues. As a first step, OMRON hosted a workshop in March of 2016 to increase understanding of the diversity of gender, and to consider how to deal with LGBT in the workplace. Maki Muraki, a representative of Nijiiro Diversity, a specified nonprofit organization engaged in strengthening public understanding of LGBT and providing support, was invited to give a speech. Listening to her speech, OMRON employees who participated in the workshop were able to deepen their understanding about the difficulties and problems that LGBT people face. Currently, OMRON is considering the launch of support initiatives and a review of organizational systems.

  • *LGBT stands for lesbian, gay, bisexual, and transgender.

A workshop to understand the diversity of gender was held at the Omron Kyoto Office
A workshop to understand the diversity of gender was held at the Omron Kyoto Office