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Diversity and Equal Opportunities

KPI

  • Item

    Female employee ratio

  • FY 2014 results

    (Consolidated) 9.5%
    (Domestic) 6.5%

Responsible departments

Global HR Department

Stance and target

Why is "Human Resources Diversity" a critical issue to be addressed?
Explanation of the reason and background

In order to achieve the targets of the Medium-term Management Plan GD100 (Grand Design 100) and increase our presence on a global level, it is necessary to promote the diversity of human resource even more so than up until now. We recognize that the building of frameworks that allow diverse human resources to perform to their fullest to be an important issue in order to create workplaces that will allow all employees to work happily and enthusiastically together.

Vision (attainment goal) / target

We will hire employees regardless of their nationality and gender. Note that there is no gap between the base salary and treatment of men and women currently employed at the company, and going forward we will maintain a situation in which there is no discrimination based on gender, race, religion, culture, etc.
Yokohama Rubber (non-consolidated) will maintain a ratio of women in managerial positions of at least 30%.

Measures for vision achievement

The following measures will be implemented to achieve our vision.

Employing diverse employees in managerial positions

Under the new human resources system GLOBAL introduced in July 2010, we aim to provide opportunities to employees with ambitions and capabilities. In addition, a regional-specific managerial position system was introduced in 2014. These are positions that work closely together with regions as human resources that fulfill an important function at domestic plants that are the core of Yokohama Rubber’s manufacturing.

Stable new graduate hiring and mid-career hiring according to business strategy

New graduates are stably hired from a long-term perspective. In addition, experienced employees (mid-career hires) are also hired depending on business needs.

Employment of people with disabilities

Up until now new employees with disabilities have been hired on a regular basis for mainly work within our existing operations that could be conducted regardless of their handicaps, and they have been accepted as new graduates on a regular basis at each business location. Going forward, we will commence with the development of new businesses in order to expand the scope of employment of people with disabilities.

Support of a work-life balance through various systems

We will develop and expand various programs to support the work-life balance of employees, including a childcare leave systems, a nursing care leave system, and shorter work hour system.

Support through seminars, etc.

Second life seminars will be held jointly by labor and management to support revitalization while employed life planning after reaching retirement age.

Review of FY 2014 activities

During FY 2014, we conducted the following activities and achieved the following results in ensuring the diversity of human resources and the provision of equal opportunities.

Employing diverse employees in managerial positions

With the introduction of a regional-specific managerial position system in July 2014, the general administrative position system was abolished and a system was adopted that allows all employees to aim for managerial positions regardless of gender or the form of employment upon entering the company. Furthermore, the standards for advancement have been disclosed in order to improve transparency.

Stable new graduate hiring and mid-career hiring according to business strategy

During FY 2014, 171employees were hired, and 283 employees resigned.
Of these, 53 were managerial positions (ratio of female employees of 38%).

Number of female employees (managerial positions: new graduates + mid-career) (unit: people)

  2012 2013 2014
Women 16 14 20
Men 36 30 33
Total 52 44 53
(Ratio of women) 31% 32% 38%

Employment of people with disabilities

From 2011, we started accepting interns from special needs high schools on the assumption of future employment. Moreover, in March 2012, in order to offer work places to an increased number of hires with disabilities, the Company launched operations at Yokohama Peer Support Co., Ltd., established for the employment of persons with disabilities. Subsequently, on May 31 the entity acquired recognition as a Special Provision Subsidiary under the Act for the Promotion of Employment of Persons with Disabilities (Disabled Persons Employment Promotion Act). We have focused on the employment of persons with intellectual disabilities since January 2012, and as of January 2015, 18 persons with disabilities were employed.
In addition, the four companies of Yokohama Rubber, Yokohama Peer Support, Yokohama Tire Japan, and Yokohama Rubber MB Japan have been recognized for having a disabled person employment ratio systems or as special subsidiaries in accordance with the grant system for employing persons with disabilities, and the employment rate of people with disabilities was 2.11% as of January 2015 (total for the four companies).

Support through our Systems

Childcare Leave System

Since 1992, we have supported our employees with a child less than 1 year old (up to 1 year and 6 months if certain criteria are met) with a childcare leave system. With respect to employees who obtained childcare leave in the period 2009 to 2011, the labor retention rate among them was 100%.*

* Deemed as being enrolled twelve months following reinstatement

Changes in the Number of Employees who have taken Childcare Leave (unit: person)

Changes in the Number of Employees who have taken Childcare Leave

Family-Care Leave System

Since 1994 we have deployed a system to support our employees with family members who need nursing care on a steady basis. Also, we are expanding the range for "nursing leave for children" (5 days/annually) which is to take care of the children who became ill, until their children enter the elementary school by the law.

Changes in the Number of Employees who have Taken Nursing Leave for Children (unit: person)

Changes in the Number of Employees who have Taken Nursing Leave for Children

Shorter Working Hour Scheme

Employees may utilize our shorter working hour scheme for those who have pre-school children or any family members who need nursing care upon the relevant employees’ request. Also, we have a staggered working hour system for those who have children with in the third year of primary school or younger.
Furthermore, since fiscal year of 2010 we have deployed a system for employees those who wish, located in the assigned area only without having relocation for the next two years.

Changes in the Number of Employees who have taken Shorter Work Hour Scheme (unit: person)

Changes in the Number of Employees who have taken Shorter Work Hour Scheme

Child-birth Leave and Child-care Leave

So far male employees had been entitled to take a paid two-day child-birth leave and an unpaid one-year child-care leave. The amendment on April 1, 2001, to up to ten days of leave until the child is one year old marks not only an increase in the number of leave days but also the number of leave takers has gone up by a wide margin.

Child-birth Leave and Child-care Leave

Issues and future improvement measures

In order to promote the employment of disabled persons going forward, by constantly working actively in activities such as the operations of Yokohama Peer Support Co., Ltd., we will strive to create a workplace so that all our diversified personnel can perform to the fullest. In addition, we will also promote the hiring of diverse human resources at overseas Group companies.