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 awareness 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 employment of more people from overseas and people with disabilities.
I took two maternity leaves, once when I was 28 and again when I was 35 years old. When I had my first child, the only option available was to return to work full-time 2 months after giving birth. At the time, there were no childcare facilities for newborns so my child and I temporarily lived at my parents' home in Chiba Prefecture, where my commute to work took 2.5 hours each way. By comparison, when I had my second child, I was able to extend my maternity leave until my child was old enough to go to nursery. In addition, I was able to work part-time hours for a year after I started back at work. I really feel that having a good system in place is very important in enabling women to work through various life events.
I am now done with raising my children, but have started caring for my mother on the weekends. In addition to the childcare issue, caring for the elderly is also becoming a major social concern. I think it would be great if, by making it possible to work in more flexible ways, the workplace becomes the type of environment where all kinds of people can thrive.
April 1981 Joined IT Division, JVCKENWOOD
June 2013 Appointed as head of IT Division; oversaw IT strategy and the global IT environment.
Often visited overseas sales and production bases in US, Malaysia, Thailand, etc., on business
October 2015 Concurrently served in Diversity Promotion Department (current Diversity Promotion Office)
April 2016 Appointed as head of Diversity Promotion Department (current Diversity Promotion Office)
Present Serving as deputy head of Diversity Promotion Office
Deputy head of Diversity Promotion Office
To ensure diversity and create an environment where a variety of employees can work comfortably, we conduct employee trainings as follows.
To ensure diversity as an established part of our corporate culture, all employees in the JVCKENWOOD Group take diversity training using an e-Learning platform to foster an awareness of diversity among employees.
Employees also take seminars that help them to juggle their jobs with child and nursing care. The theme of the childcare seminar is Communication Skills for Encouragement That Can Be Practiced at Work. Participants learn on communication that is effective for child-rearing and on how to improve communication at work such as in cultivating subordinates. The nursing seminar provides lectures on the right mindset for nursing care and the basic knowledge required for when they eventually face a nursing care situation.
*For details, please see Initiatives to Support a Healthy Balance between Work and Family Life
In order to promote diversity, it is particularly urgent and important to promote women’s participation and advancement in the workplace. JVCKENWOOD supports female employees by offering them training and expanding childcare leave and other benefits to ensure that female employees can play an active part in the workplace. In particular, we recognize the low ratio of women executives as a medium- to long-term issue, continuing our efforts to train staff to enable them to continue working and increase the number of women executive candidates.
In order to raise the ratio of women executives, stratified training is provided to female staff to foster future women executives. In addition, diversity training is provided to executives to help them deepen their understanding of the concept and importance of diversity (to promote diversity to change oneself and change the way everyone works).
Work-childcare balance support seminar
Training on diversity for executives
Year by year JVCKENWOOD is strengthening its efforts to harmonize work and home life (work-life balance: WLB) so that it can help meet the needs arising from individual employees’ diverse lifestyles and work styles.
*For details, please see Initiatives to Support a Healthy Balance between Work and Family Life
In Japan, where the population is declining due to decreasing birth rates and increasing life expectancy, it has become increasingly important to hire talented employees, regardless of nationality, to secure a workforce and ensure the prosperity of the company. JVCKENWOOD has been active in hiring foreign employees and engaged in developing workplace systems to accommodate cultural and lifestyle differences. As of April 2019, 21 foreign employees work at our company. We expect the number to increase to 30 by FY2020. We will remain committed to hiring foreign employees and creating a workplace culture that can enable them to realize their full potential.
The JVCKENWOOD Group is a global company operating in 19 countries in the Americas, EMEA, APAC and China, with approximately 18,000 employees worldwide. We recognize that understanding and respecting the unique features of each region is extremely important in paving the way for our smooth operation, and that local hiring to take full advantage of what local human resources have to offer is a major driving force toward that end. By actively employing and cultivating executives locally, we are striving to put in place the in-house systems needed to enable all employees to participate fully in local operations.
JVCKENWOOD is working to create an inclusive working environment for all employees, regardless of their sexual orientation. Because of these efforts, JVCKENWOOD received the highest Gold rating in the PRIDE Index, which was created by work with Pride (wwP), a nonprofit voluntary group, to evaluate companies and groups for their friendliness to LGBT and other sexual minorities, in FY2018.
JVCKENWOOD also provides employees with training to advance their understanding of LGBT issues. In FY2018, LGBT training courses were held at the Hachioji Business Center (October 17) and the Hakusan Business Center (November 20) and attended by a total of 96 employees.
In May 2019, continuing from the previous year, JVCKENWOOD participated in Tokyo Rainbow Pride 2019, one of largest LGBT festivals in Japan. We joined the parade and exhibited panels to call for LGBT inclusion, in collaboration with other companies involved in the LGBT-Ally Project.
PRIDE Index gold award mark
Tokyo rainbow pride 2019
JVCKENWOOD works to create an inclusive working environment for all employees, with or without disabilities. In FY2018, we provide employees with training on how to work with people with disabilities to cultivate knowledge and thoughtfulness and 299 employees were attended this training. With employees with disabilities accounting for 2.29% of the workforce as of April 2019, we will continue to work to keep the ratio above the mandatory employment quota (2.2%).
As an external activity, we have concluded a memorandum with the Yokohama City Government and the two sponsors of the Yokohama Paratriennale, Randez-vous Project Yokohama Committee and SLOW LABEL (Specified Nonprofit Corporation), to hold the Yokohama Paratriennale to support collaborative cultural and artistic activities between people with and without disabilities.
Going forward, we will continue to work to further increase support and understanding in the workplace and create a better working environment so that all employees, with or without disabilities, can work enthusiastically and comfortably.
JVCKENWOOD is aiming to become a company where employees can play an active part, regardless of their race, nationality, religion, disability, gender, age, or sexual orientation, and promoting the activities of the project team “Pleasure in the Job” to identify issues and propose solutions from an employee perspective.
In FY2018, continuing from the previous year, seminars on Health Management for Women to Continue Working with Enthusiasm were held at the Hachioji Business Center (November 13) and the Hakusan Business Center (December 4) and attended by a total of 71 employees.
Moreover, workplace surveys were conducted to create a workplace where employees can work enthusiastically. Different generations of employees with different backgrounds from different departments were invited to discuss their view of work, their problems in the workplace, and their ideas for improvements. These discussions were held at the Head Office and Yokohama Business Center (November 8 and 9), the Hakusan Business Center (March 1), and the Hachioji Business Center (March 13) and attended by a total of 28 employees.
Health seminar at hachioji business center
Health seminar at hakusan business center
JVCKENWOOD worked closely with the Yokohama Arts Foundation (Yokohama Red Brick Warehouse No. 1) in a joint corporate/local effort to produce a corporate promotion video featuring an original dance performance (JVCKENWOODancing) and a motif of “a diversity of employees working together positively”.
*For details, please see Production of corporate promotion video with employee participation (Japanese)