Development of a Comfortable Work Environment
Basic Policy on Human Rights
For Taikisha, respect for human rights is one of the top priorities as a company operating globally. In line with this policy, the Taikisha Ltd. Code of Conduct stipulates respect for basic human rights and says Taikisha shall not engage in behavior that would undermine individual dignity, such as discriminatory treatment and harassment.
Taikisha respects international codes, such as the Universal Declaration of Human Rights, ILO Declaration on Fundamental Principles and Rights at Work, and Guiding Principles on Business and Human Rights. Taikisha endeavors to conduct business activities with consideration to human rights of all stakeholders, including employees and business partners.
Taikisha makes its policy regarding human rights known to all employees. In addition, it makes efforts to grasp conduct that goes against human rights through internal audits and the whistle-blowing hotline, and promptly takes appropriate responses.
Corporate Culture Committee
The Corporate Culture Committee was set up in 1975 as an organization directly reports to the president with the aim of creating an organizational culture that provides material and spiritual job satisfaction based on the spirit of mutual trust and cooperation among all employees.
Various employees from different departments and sections participate in this committee in each area, and they research, discuss, and propose operational improvements or organizational revisions in cooperation with related departments. Also, they host recreational events, culture and sports club activities and employee gatherings, and participate in social events and volunteer activities.
Taikisha encourages these activities based on employees' thoughts and give budgetary support.
Taikisha is proactive in incorporating ideas and thoughts from employees; for example, a planning section asks for opinion from the committee when important changes are made in the schemes related to employment treatment, such as labor regulations, etc.
Taikisha doesn't have a labor union, so the chairman of the committee undertakes a role as a representative of the majority of employees during a labor-management consultation.
Taikisha has a specialized consultation counter for workplace harassment (i.e., sexual, maternity, power and other types of harassment). Harassment is also addressed by handling reports made to internal and external reporting counters established by the Corporate Compliance Dept.
The consulter and informer are protected by Taikisha's Whistleblowing Rules and other similar rules. As soon as a matter is reported for consultation, Taikisha takes quick actions to resolve it. In training, Taikisha also engages in enlightenment activities to make its employees aware of the need for dialogue, the significance of prevention and resolution of issues, etc.
Basic Policy for Achievement of Diversity
For corporations, making efforts for diversity has become more important. Taikisha believes that sharing diverse perspectives and values helps an organization to respond to the changing environment and needs while creating a more attractive and pleasant work environment.
Taikisha's overseas affiliates have 3,260 employees of various nationalities, while its domestic organization also has 14 foreign employees from six countries including China and South Korea as of April 1, 2020.
In the recruitment of new graduates in April 2020, 101 newlyhired employees included nine female employees and two foreign employees. Going forward, Taikisha will continue to engage in hiring activities without prejudice against any nationality, gender, or disability.
For the employment of disabled persons, Taikisha has been hiring disabled persons at a higher rate than the statutory employment rate. Taikisha believes that its initiatives for diversity help secure superior human resources and increase its employees’ motivation to work.
Promoting Women's Career Advancement
As part of Taikisha's efforts for promoting diversity at the workplace, Taikisha is working hard for career advancement for its female employees. It is indispensable to develop an environment in which all employees can pursue career advancement and fully demonstrate their individuality and abilities to make Taikisha an attractive company to its employees.
In 2016, Taikisha set its aim at increasing the ratio of female employees in managerial positions in the plan of action for general employers pursuant to the Act on the Promotion of Female Participation and Career Advancement in the Workplace, and has since been making gradual progress. In April 2019, Taikisha formulated a new action plan and announced its aim to double the number of female employees among new graduates hired compared to each of the past three years.
Going forward, Taikisha will not only proactively hire and train female employees but also further enhance its upskill training and systems to create a better working environment for female employees and step up support for women's career advancement even further.
Promoting Empowerment and "Equal Pay for Equal Work" for Non-Regular Employees
Employees may retire at the end of a business year after the age of 60, or choose to continue working until the age of 65 using Re-Employment System for Retired Employees. Taikisha provides an opportunity for those rehired employees to keep making a great contribution to the Company by offering the system that they can select the level of their job responsibilities and wages depending on their motivation and abilities based on the result of past performance evaluation.
In terms of "Equal Pay for Equal Work", Taikisha provides the same level of employee benefit program for re-employed retired employees and contract employees as regular employees.
Promoting Career Advancement of the Overseas Local Staff
Taikisha is promoting the introduction of a global human resource system that will allow the transfer of staff between countries in the future, in order to facilitate the career advancement of overseas local staff across national boundaries.
This system defines the roles expected of employees to realize the Corporate Philosophy and enables just and fair evaluations and the appropriate level of compensation that reflects such evaluations.
The global human resource system has been introduced step by step since FY2014 and is operational in India, Indonesia, and Thailand as of April 2020.
Going forward, Taikisha will promote overseas local staff to key positions and transfer authority to them so that human resources of overseas affiliates will be sourced locally.
Supporting a Work-Life Balance
In order for our employees to work and live actively, we believe in the need for full welfare systems that can be used according to employees' lifestyle patterns and in maintaining an economic base even when the unexpected occurs, to provide an environment allowing stable lifestyles.
- Various Leave Schemes
- With support for childcare and nursing of family members, our leave schemes, such as 10-year paid leave, hourly paid leave, childcare and nursing leave, offer more than the legally mandated leave systems, allowing employees to adopt various working styles or take leave when unexpected situation occurs. This helps our employees and their families to maintain a healthier work-life balance.
- Compensation System for Loss of Earnings
- In October 2019, Taikisha adopted a Group Long Term Disability (GLTD) insurance scheme.
This scheme is adopted in the aim of providing secured life for employees and their families without losing income in the case of incapacity of work.
Full-time employees under the age of 60 who take long-term leave to undergo medical treatment are compensated with the 80% of the standard monthly remuneration. The Company is responsible for all insurance costs and supports employees' early reinstatement to work by developing an environment in which employees can concentrate on their recovery while securing income similar to the level of salary when they were working.