Shindengen and some Shindengen Group companies in Japan offer various types of leave, including for hospitalization, maternity and miscarriage, as well as options for childcare and health management, including reduced working hours, flexible commuting times, and extension of break times. The ongoing expansion of leave programs for childcare and nursing is under way.
To confirm awareness about taking childcare leave from April 2022, Shindengen set up an application section for childcare leave on the birth notification form on the internal intranet.
In addition, Shindengen Three E sent messages about men taking childcare leave to employees as it strives to foster an environment in which it is easy to take childcare leave.
At the Shindengen, regarding the work-from-home policy implemented as a COVID-19 countermeasure, we adopted a flextime system and have made it permanent from January 2021.

Annual Statistics for Maternity and Childcare Leave

Annual Statistics for Nursing Leave

Shindengen provides employees with the opportunity to take long-term career leave depending on their length of employment with the aim of refreshing their minds and bodies and raising their motivation to work. In addition, we responded to workstyle reformrelated laws in part by mandating five paid days off be taken per year and ensuring the same pay for the same work. We are also trying to ensure a comfortable environment by various means, such as permanent operation of flextime work and setting overtime work limits.

Shindengen Vietnam received the Fiscal 2021 Award as an excellent company providing a good workplace environment and benefits to workers from the Vietnam Labor Union, which is part of the national trade union center of the Vietnam General Confederation of Labour. Shindengen Vietnam has many female employees, and the average age of its employees is relatively young. Upgrading its work environment to enable it to adapt to changing workstyles is stimulating the hiring of mid-career female employees.

The Asaka Office of Shindengen Electric Mfg. Co., Ltd., Shindengen Three E, and Okabe Shindengen Co., Ltd. have been certified by Saitama Prefecture as companies that practice diverse workstyles. This system is one where the prefecture certifies companies that have introduced and practices systems, such as telework and shorter working hours, that support balancing work and private life. Companies that are certified are widely promoted on the Saitama Prefecture webpage and other places as companies that are pleasant to work for. Our company has introduced systems that support diverse working styles such as a work-from-home system, flex-time work, and taking leave in one-hour units, and we also have a full lineup of systems that exceed legal stipulations, such as the ability to take eight weeks of leave before childbirth. As part of our efforts to keep creating working environments where diverse human resources can flourish, we will proactively support a work-life balance for employees.

Annual Statistics for Paid Holiday

In April 2022, Shindengen notified the Ministry of Health, Labour and Welfare of its action plan regarding the Act on Women’s Promotion. Shindengen aims to upgrade its environment and foster a culture that will enable it to acquire Eruboshi certification by promoting diverse workstyles where everyone can thrive regardless of gender, increasing the number of women hired, and expanding the areas in which female employees are active.
Akita Shindengen held lectures led by female employees for specialized in-house training as part of efforts to realize spaces where all female employees who want to thrive at work can leverage their unique traits and capabilities. We are also increasingly opening more avenues for women to succeed, such as by appointing female assistant managers at work sites. Going forward, the company will continue supporting opportunities to leverage capabilities so that all employees, including women, can discover targets and models that fit them personally.

Goal of its current initiative for the Act.

• Expanding measures to get more female applicants and achieve a ratio of 30% or more of women among new hires;
• Providing equal opportunity to female employees in a wide range of departments and occupations;
•  Achieving a ratio of 30% or more of men taking childcare leave and encouraging diverse workstyles among men and women.

At the Shindengen Group, we realize that in an increasingly globalized business world, it is essential to harness the strengths offered by individuals from a variety of backgrounds and cultures.
In line with the Shindengen Group Human Rights Policy, we respect different values, cultures, and experiences (regardlessof nationality, race, or gender) and provide opportunities for employees to demonstrate their character. We believe that this will create values and businesses that meet social changes and mentally enrich employees.

Change in number of foreign national workers

Note: Excludes employees seconded to overseas Group companies.