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Hitachi

Hitachi High-Tech GLOBAL

Basic Approach

In the global marketplace, in which the Hitachi High-Tech Group operates, the changes in the business environment surrounding companies have become even severer. It is crucial that we continue to provide creative and pioneering solutions to our customers and society through continuous innovation to succeed in the competition. The Hitachi High-Tech Group respects diverse sensibilities and values and is working to incorporate them as one of our major initiatives to achieve growth based on the commitment of the top management staff, by placing "diversity management," which will lead to the production of organizational dynamics, at the core of our management. We regard gender, race, nationality, religion, career background, age, personality, values, sexuality (LGBT),career background, and all other external and internal differences as part of a person's individuality. To ensure that each and every employee can make the most of his or her own abilities, we are actively striving to foster a culture of respect as well as enhance mechanisms within the Group.

Roadmap and KPIs

Roadmap and KPIs
image:Diagram of Roadmap and KPIs

image:Major KPIs

Organization

We have made diversity management part of our management strategy, and in 2015 set up the dedicated Diversity Promotion Group in our Human Resources Department. We placed the Diversity Promotion Committee, with members selected from each business and region, led by the top management and have been establishing measures for the whole company. We share information from the committee, and are encouraging voluntary activities suited to each workplace, in addition to measures for the whole company. The initiatives are being taken with the Diversity Promotion Group at the core.

Initiatives

We have been developing the 20-20 Project since FY2015 to make our working lifestyles highly productive and increase productivity. Each workplace is making innovative efforts for efficient utilization of working hours and well-modulated working styles as the top commitment. We are also taking initiatives aimed at appointing women as officers and achieving a rate of 5% of managerial posts being held by women (doubling the rate reached in FY2014) by FY2020 for the promotion of active participation of women.

image:FY2020 Results

Policy Actions
Reinforced commitment to diversity by top management
  • The president released a statement and participated in exchanges of opinions with employees
  • Diversity training for executive personnel
  • Diversity management education for managerial personnel
Enhancing the skills and awareness of women
  • Actively dispatch of personnel to outside training and lectures to reinforce skills and mindsets
  • Participate in systematic training and career development opportunities by moving up dispatch of female employees to training
  • Instill a sense of career ownership by implementing wide-ranging, age-specific career training
  • Propose measures based on employee awareness surveys conducted by interviewing female managers
  • Reinforce networks among female managers (female managers meetings)
  • Present role models by making use of mentoring and other programs
  • Promote activities as a Group by collaborating and sharing information with Group companies
Foster an organizational culture where diverse human resources can easily work and play active roles
  • Conduct activities to promote employee happiness through the Active 20-20 work style reforms
  • Inaugurated the All-Out Child-Rearing Support Project aimed at 100% childcare leave for men
  • Unconscious bias training for all employees (e-Learning)
  • Active recruitment and networking with outside female human resources who can become managers and assistant managers
  • Support employee growth by holding career seminars, establishing the Active 20-20 subsidy program (career development support), and other such means
  • Take various measures to support employees who are working to achieve a balance between work and caregiving, including the creation and distribution of a management guidebook for achieving a balance between work and caregiving, and establishment of a system of financial support for achieving a balance between work and caregiving
  • Activities to support child-rearing though a Childcare Future Concierge (support in finding day care, disseminating child-rearing information), holding luncheons for employees returning to work from childcare leave, holding maternity and childcare leave support seminars, and conducting family plant tours (Naka Kids Day)
  • Promote acceptance of diverse values by implementing lectures and e-Learning on LGBT issues and conducting self-branding seminars
  • Raise employee awareness regarding diversity using internal newsletters, the company intranet, and email magazines

image:Career seminar
Career seminar

image:Male childcare leave event
Male childcare leave event

image:Naka Kids Days
Naka Kids Days

Recruiting Diverse Employees

Hitachi High-Tech strives to employ diverse and exceptional human resources. Of the 108 new employees hired as general employees in April 2020, 24% were women and 14% were from outside Japan. We also hired 58 persons with previous career experience between April 2020 and March 2021.

External Certification and Commendation

image:2022 J-Win Diversity Award

J-Win Diversity Award

Hitachi High-Tech has been awarded the 2022 J-Win Diversity Award Basic Achievement Grand Prize in the Corporate Basic Division by the non-profit organization J-Win. The J-Win Diversity Award has been established with the aim of increasing the promotion of diversity and inclusion in Japanese companies by commending companies that are leading the field in the area of diversity and inclusion. Hitachi High-Tech has been awarded the Basic Achievement Grand Prize, which is the highest commendation in the Basic Division of J-Win's Corporate Awards. The Basic Division recognizes companies that, as a first step toward promoting diversity and inclusion, demonstrate intentionality in empowering women, have set goals to establish systems that support women, and are taking affirmative action.

image:Platinum Kurumin Certification

Platinum Kurumin Certification

Platinum Kurumin certification is awarded to companies that have received Kurumin certification in accordance with the Japanese Act on Advancement of Measures to Support Raising Next-Generation Children, and acknowledges those companies' efforts to offer even greater support to employees with children. Hitachi High-Tech's All-Out Childcare Support Project offers working parents a higher level of support than is mandated by law, offering a wider variety of types of childcare leave, and aiming to make it so that 100% of male employees take paternity leave. With initiatives such as this, Hitachi High-Tech strives to establish a culture and systems whereby all employees can continue to engage with their work, even through major life events.

画像:新・ダイバーシティ経営企業100選

New Diversity Management Selection 100 program

With the aim of expanding the base of corporations engaged in diversity management, the Ministry of Economy, Trade and Industry is implementing the "New Diversity Management Selection 100 program" program to recognize corporation that are making active use of the capabilities of diverse personnel and channeling them into value creation. We have been engaged in initiatives to improve institutional systems that enable diverse work-styles and provide career development support to women. Our continuing efforts to improve our environment and nurture a corporate culture by such means have been recognized for having contributed to increased performance as an outcome of management practices.

image:Certification mark of the Eruboshi certification program

Eruboshi

Under the Eruboshi certification program, the Minister of Health, Labour and Welfare certifies enterprises that have made outstanding efforts after formulating and submitting a plan for promoting the participation of women. The company has passed all 5 evaluation categories and earned the top stage of certification.

ロゴマーク:work with Pride Silver 2019

Hitachi High-Tech Wins Gold Prize Under Pride Index, an Indicator of Measures Regarding Sexual Minorities Including LGBT Persons

Hitachi High-Tech was awarded the Gold Prize under the Pride Index, an indicator relating to LGBT persons and other sexual minorities certified by work with Pride (wwP), a voluntary organization that supports diversity management relating to LGBT issues. We will use this award to deepen understanding of LGBT persons even further and promote response for diverse sensibilities and values and the creation of workplaces where employees with diverse characteristics can play active roles.

Employment

The Group had 12,276 employees in Japan and overseas as of March 31, 2021. We seek to avoid discrimination on the basis of race, nationality, religion, gender, or disability in our hiring practices and endeavor to create and maintain stable employment.

Number of Employees (Group)
Graph: Number of Employees (Group)

Promoting Employment of People with Disabilities

We address the employment of persons with disabilities from the perspectives of both diversity of human resources and corporate social responsibility. Based on an understanding that satisfying the statutory requirement for the number of employees with disabilities is the absolute minimum level of social responsibility that we should fulfill as a group, we obtained “affiliated company group certification” of Hitachi High-Tech Support Corporation as a special subsidiary company, and in April 2017 we established the Disabled Person Support Center, a special-purpose department that supports the hiring, recruiting, retention, and so on of persons with disabilities by all Hitachi High-Tech Group companies.
In FY2019, we formulated the Hitachi High-Tech Group Medium-to Long-term Plan for Employment of People with Disabilities, and since then have taken continuing measures to expand job opportunities for persons with intellectual and mental disabilities with an objective of exceeding the statutory employment rate by 0.5%. (2.80% as of March 31, 2021)
We also take active measures to enhance the skills of employees with disabilities. Each year, several employees attend and compete in the annual National Abilympics (vocational skill contest for persons with disabilities).

Ratio of Employees with Disabilities*1
FY2015 FY2016 FY2017 FY2018 FY2019 FY2020
2.36% 2.57% 2.65% 2.52% 2.65% 2.80%
* 1
Consolidated domestic results
*
As of March 31 of each fiscal year

Employment of Seniors

In response to the Act on Stabilization of Employment of Elderly Persons, we have introduced a system of life planning options that enables employees to open a variety of lifestyles after at the age of 60. This system is becoming firmly established within Hitachi High-Tech. Under the post-60 re-employment system, we are putting in place an environment that enables all seniors to play an active role in the company, making full use of their knowledge and experience.

Expanding Employment of People from Outside Japan and Promoting Their Participation

We are expanding our employment of persons from outside Japan. In FY2020 and FY2021, the ratios of new employees hired as general employees who were from outside of Japan continued to solidly exceed the 5% KPI for foreign employees.

From the perspective of diversity, we created a prayer room in our building in the Naka district that can be used not only by employees, but also by visitors. In addition, the cafeteria in the district can also provide Halal menu options in response to advance requests.