Employees

Respect and Promote Diversity

The Nidec Group recognizes diversity as the source of its competitiveness. As we conduct business globally, we respect and embrace the differences among those individuals who underpin and operate our group, while utilizing those differences to the maximum extent to effectively accommodate daily changing business environments and customer needs.

People from diverse backgrounds work at the Nidec Group, which have development, production, sales, and research bases all around the world. We ensure that we hire talented and passionate individuals with whom we can work beyond differences in gender, nationality, ethnicity, religion, and other qualities and philosophies, evaluate and appoint those who can demonstrate their full potential, and create work environments for that purpose.

We intend to improve the quality of our diversity management to a level where it works as our group's strength.

Employee Breakdown by Region

People from diverse backgrounds shine at Nidec

Change in Focus: From Promotion of Women Empowerment to Promotion of 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. 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.

2020~

Improve the ratio of female managers in the company’s workforce to 8.0%.

Nidec stock selected as a semi-nadeshiko brand in 2021, and a nadeshiko brand in 2022.
The company enhanced its efforts to promote female employees to executives (by, for example, holding founder-hosted business management seminars for all female managers in the Nidec Group, and sending them out to compete with other companies’ managers).
The company enhanced efforts to promote male employees to take a childcare leave.

Propose actions to top executives

2019

Nidec stock gets selected for Nadeshiko brand 2019.
The company works on the following actions: launching a nursing information website, improving the company's teleworking and staggered work shift system, promoting male employees to take a childcare leave, etc.

2018

The company introduces a spouse transfer leave system.
Other events that took place this year include: revision of the comeback system, participation in the Nikkei Womenomics Project and the JWEF (Japan Women Engineers Forum), career seminars, and acquisition of a three-star eruboshi status.

2017

The company introduces three systems (home working, staggered work shifts, and hourly-based time-off systems) and a return-from-childcare-leave support program, issues a childcare & nursing guidebook, holds a career seminar, and acquires a two-star eruboshi status.

2016

Employees propose systems and measures for female employees to shine to the company’s top executives, the company holds a lecture by an outside guest and an internal seminar by a female department GM.

Employees participate in a project activity.

2015

The company holds self-improvement and skill development study sessions, issues an official publication, and holds gatherings, internal surveys, follow-up for employees on childcare & maternity and childcare leaves, lectures by outside guests, etc.

Posters for the Positive Actions (PA) program

2009

2008

The company holds career advancement lectures and workplace gatherings, and launches a role-model development project.

2007

The company builds a site-specific activity promotion system.

2005

The company launches measures for work-life balance.

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

Change in the number of female managerial employees and female employees (as of the end of each FY): Nidec Corporation

	FY2018	FY2019	FY2020	FY2021	FY2022
Female managerial employees	32	34	33	37	41
Female employees	550	562	529	500	422

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

System	Description
Childcare leave	An employee can take the leave until the day before his/her child’s first birth day; however, if any special reason exists, the time limit can be extended until April 30 of the year when the child turns 3.
Flexible work hours for childcare and nursing purposes	An employee can have flexible work hours so long as the employee works for at least 6 hours day. This system applies to an employee until his/her child becomes a third-grade student at an elementary school.
Home working	As part of the system to help people work more efficiently, use their limited time effectively, and build their careers, employees can work from home on a half-a-day basis.
Staggered work shifts	Employees can move their daily eight-hour work slot up and down the company’s work schedule based on a plan.
Paid days off for prenatal checkup	An employee in/after Week 12 of pregnancy can take paid half a day off for each prenatal checkup.
Comeback system	Those who left the company for a certain reason can apply for re-employment up to six years after their departure.
Spouse transfer leave system	An employee who needs to accompany his/her spouse being transferred (in Japan or overseas) can be on a leave for up to three years.
A Return-to-Work Support Program	Nidec introduced a return-to-work support program (by setting up a point of contact to support a female employee throughout her pregnancy until she returns to work, and another point of contact to help a female employee to return to work). In addition, the company interviews a female employee before she returns to work to see the style she wishes to work with to ensure a smooth return to work.
Sick/injured child care leave	An employee can take up to 5 days a year per child in units of an hour (limited to 10 days for an employee with multiple children in the relevant age-range) until the child becomes a third-grade student at an elementary school.
Nursing care leave	An employee can take up to 5 paid days off per family member in units of an hour (limited to 10 days for an employee with multiple family members in need of nursing care).
Paid days off in units of an hour or half a day	An employee can take paid time off in units of an hour or half a day.
Partial payment for childcare fees	The company provides an employee with an ancillary allowance for using a non-registered childcare facility for up to two years before the child enters school.
Baby sitting and other support services	Employees can utilize baby-sitting, nursing, and other services (provided by an outside company), while being able to purchasing childcare and nursing goods at a discount rate, and to using consultation services.

Changes in the number of employees on childcare leave, ratio of the employees on childcare leave, and the number of employees on the short work hours system (as of the end of each FY): Nidec Corporation

	FY2018	FY2019	FY2020	FY2021	FY2022
Employees on childcare leave	40	41	25	68	43
Ratio of those who returned to work	89.3%	90.0%	100.0%	96.0%	92.5%
Employees on the short work hour system	112	102	115	86	96

Actions for LGBT^* employees

Nidec Corporation, a company that respects diversity, tries to create a workplace where LGBT* employees can demonstrate their personal characteristics, and their identity is respected. Nidec's work rules stipulate that employees must respect each other's personality and work together regardless of gender identity, sexual orientation, gender identity, etc., and, as part of this effort, we apply the personnel rules that apply to employees' spouses to same-sex partners as well.

*LGBT: Lesbian, gay, bisexual, and transgender.

Hiring people with disabilities

At Nidec, employees are promoted and given chances as individuals regardless of their gender, academic background, age, etc. To support people with disabilities to be employed, the company hosts a tour at its head office as part of its active efforts to hire them. In addition, the company is actively promoting a barrier-free working environment by, for example, building slopes, multi-purpose toilets, and parking spaces for people in wheelchairs, to help people with disabilities to work comfortably.