Diversity at JVCKENWOOD
We, JVCKENWOOD, consider "promoting diversity" to be one of our most important strategies and have initiated efforts to realize high employee satisfaction and dynamic corporate culture by valuing and retaining a diverse workforce.
By enhancing diversity, organizational values can be promoted more fully, which in turn fosters innovation. By promoting dynamic corporate culture and diversity, we will aim to create more values for our customers.
Action Plans/Numerical Target
JVCKENWOOD has set up the following action plan to promote diversity. In Phase 1, which lasted until April 2017, awareness programs, employee training and other similar measures were carried out with the aim of ensuring diversity as a well-established corporate culture (see the Activity Results for details). In Phase 2, which will last until April 2019, we will engage in the promotion of cultivation measures and global expansion.
In addition, as part of its initiatives to promote active participation by women, JVCKENWOOD is aiming to boost the ratio of female managers to 5.0% by 2020. As a result of the measures outlined above, the ratio of female managers rose from 2.1% in 2015 to 2.9% as of June 2017.
Content of Specific Efforts
(by April 2020)
- Implement Diversity Adoption
- Implement Diversity Training
- Investigate Systems for Diversity in Working Methods
- Have Special Events for Employees that Involved in Childbirth, Childcare, Elderly Care, etc.
On Promoting Diversity
JVCKENWOOD's Diversity Promotion Office plays a central role in implementing various activities aimed at building an organization that allows all employees to play active roles in various environments. One such initiative was the reinforcement of the harassment consultation scheme in April 2017. By establishing a scheme that makes it easier for employees to seek advice, incidents of harassment can be dealt with at an early stage. This not only mitigates serious risks for the company, but also helps to prevent harassment in the workplace, which is one of the major impediments to the promotion of diversity. In addition, through a variety of activities such as training for managers of female employees and child and nursing care seminars, which are based on the findings of employee opinion surveys, we are striving to create an environment and systems that will enable all employees to deepen their understanding of diversity and put it into practice.
We will continue to expand our systems and support activities to enable employees to juggle their jobs with their home lives. Our promotion of diversity will also include the recruitment of more foreign employees and the empowerment of people with disabilities.