Promoting Diversity

Target

Materiality

Our achievements

Diversity-related indexes

*All levels of management, including junior, middle and senior level management and outside board directors.
Junior management：Employees falling under either of the following supervisory roles, or those with a similar level of responsibility:
(A) typically responsible for directing and executing the day-to-day operational objectives of organizations, conveying the directions of higher level officials and managers to subordinate personnel.
(B) supervise around 10 full-time employees and/or perform supervisory functions where judgment is exercised in at least two small operational teams/groups.

Systems and actions

Promoting Diversity & Inclusion

Nidec has been promoting diversity since 2005, placing diversity as one of its important management policies. Nidec has launched an organization to promote diversity and inclusion (“D&I”) within HR Department to proactively place stronger focus on "reducing gender difference" in career development, not to mention "striking an appropriate work-life balance," and strengthen the Nidec Group’s systems, education, and work environment for both male and female employees to utilize their talent to the full extent. The organization’s actions led to an increase in the number of female managerial employees and candidates to managerial positions, and more male employees participating in child-rearing. These improvements resulted in positive evaluations by external organizations, such as the acquisition of a three-star Eruboshi status and the company being selected as a Nadeshiko brand in march 2022. We continue to promote the creation of a company where each and every employee can work comfortably and actively.

*Nidec endorses the declaration by the “Association of Male Leaders who Promote Women to Shine,” which is supported by the Japanese government's Cabinet Office.

Evaluation of Nidec on its promotion of empowering women

Eruboshi (L Star) certification (level 3) in August 2018	Nadeshiko brand for FY2018 in March 2019	Semi-Nadeshiko for FY2020 in March 2021	Nadeshiko brand for FY2021 in March 2022

*Eruboshi certification: A certification by Japan's Ministry of Health, Labour and Welfare for companies with an excellent track record of activities and status to promote the empowering of women.

*Nadeshiko brand: A brand given by Japan's Ministry of Economy, Trade and Industry and Tokyo Stock Exchange to companies with an excellent track record of empowering women.

*Semi-Nadeshiko status: A status given to companies, jointly selected and announced by Japan’s Ministry of Economy, Trade and Industry and the Tokyo Stock Exchange, as those equivalent to Nadeshiko-brand companies

Organizational Performance Survey

To achieve the empowerment of women, it is important to create a work environment that allows the organization and individual employees to demonstrate their potential to the fullest. To this end, we have been promoting organizational development with the aim of stimulating relationships among employees and improving the performance of each workplace and eventually of the entire organization. Based on the results of an organization performance survey aimed to visualize the state of individual workplaces, we launched a workplace workshop in FY2021 to promote an open and honest dialogue at the workplaces. This is how we nurture a corporate culture and build an organization where people can make vision-based decisions while respecting diverse opinions of others.
In addition, as values regarding careers become more diverse, we have been strengthening our support for employees’ autonomous career development through various initiatives, such as career interviews, Career Plan Sheet, and in-house job posting. In order to conduct fixed-point monitoring of the effectiveness of our efforts, we have incorporated items related to career awareness into the Organizational Performance Survey. Through these initiatives, we aim to achieve sustainable corporate growth centered on the organization and people that support the Nidec Group.

Results of the Organizational Performance Survey (excerpts of sections on employees’ career consciousness)

*Career consciousness: The rate of employees who responded, “Agree” or “Somewhat agree” (among five different options) to the question, “Do you have a future direction of your career?” in the annual organizational performance survey on employees’ career consciousness

Support for building a good work-life balance

Nidec Corporation, a company that respects the diversity of human resources, is creating a work environment where all employees can demonstrate their skills and abilities to the maximum extent by having in place the following systems to support employees’ work-life balance:

Work-life balance and career-building support by Nidec Corporation

Introducing a disaster volunteer vacation system

We introduced a disaster volunteer vacation system in FY2013 so that employees can participate in volunteer activities during an earthquake, flooding, or other disasters.

Management-employee interactions

The company offers a variety of opportunities, such as a luncheon with an executive, and seminars where regular employees can hear directly from the company’s management or express their opinions freely to the management.
In an internal seminar, the company’s top executives explain their own thoughts and the company’s future directions to employees, while answering their questions in person, keeping their distance as business leaders whilst keeping employees close, and placing an emphasis on transparency in the company as we all move, united, in the same direction. In FY2024, we promptly set up chances for employees to communicate (speak) with M. Kishida, then newly appointed President, to nurture a sense of organizational unity based on two-way communications between the company’s management and employees.

HR town hall meeting

Since FY2021, as part of employee-focused measures in Japan, the company’s human resources managers visit business bases to hold HR town hall meetings, educating employees on human resources measures and collecting their opinions, etc.

Employee Satisfaction Improvement Committee

A gathering is held at each business site monthly between senior members of the Employees’ Association (Shimboku-kai), which represents employees, and the company’s management, while an Employee Satisfaction Improvement Committee meeting is held twice a year. In the committee meetings, the company delivers important information on its business policies to the Employees’ Association, which, on the other hand, makes suggestions to the company on improving its systems and measures, to promote better communications between the company and its employees.

Roles of the Employees’ Association

The Employees’ Association (Shimboku-kai) is an organization representing Nidec employees aimed, among others, to promote their mutual friendship, improve their working conditions and environment, elevate their cultural positions, and enhance welfare services for them, to contribute to Nidec’s performance improvement. The association is headquartered in the company’s head office, with branch offices at individual business sites. Specifically, the Employees’ Association provides the company with employees’ requests on, for example, work environment, welfare program, and promotion of diversity for improvement, while planning and holding events to promote friendship among employees.