Promoting Diversity

Basic policy

One element of our Management Philosophy is to “Take good care of people and the earth’s environment.” This includes the idea that all officers and employees will work together to create a culture and environment that respects the equality and human rights of all stakeholders, regardless of gender, age, nationality, race, religion, sexual orientation, or disability, and that is inclusive of diverse sets of values.
In our medium-term business plan, we aim to resolve customers’ issues and society’s issues with new technologies. To realize this goal, it is essential to create an environment where diverse human resources can maximize their abilities and take on the challenge of creating value. The promotion of diversity is the foundation of our efforts, and we are focusing on supporting the active engagement of women and persons with disabilities, and addressing sexual minorities.

Targets and achievements

Initiatives

Promoting women’s active engagement

We are engaged in initiatives under the key theme of creating an environment where women can demonstrate their abilities and developing leaders. To develop female leaders, we provide training for management candidates to improve their awareness and skills as leaders, and we also provide ongoing training for their supervisors to support their development.
We are actively hiring and assigning women to development engineering and service departments, where there have been few female employees in the past, in accordance with the characteristics of the work. In addition, we are working with the future in mind to strengthen the recruitment of women.

Employment of persons with disabilities

In cooperation with special subsidiary AMADA PLANTECH CO., LTD., we have established the AMADA Group Employment Steering Committee for Employees with Disabilities to expand job opportunities for employees with disabilities. We welcome persons with mental disabilities to workplace training and tours and provide regular support follow-ups after hiring, linking these to enhanced recruitment activities and working toward proactive hiring. In addition, we participate actively in support for community members with disabilities through outside activity, for instance by having employees serve on school management councils and providing lecturers for career support training at special needs schools.

LGBTQ initiatives

To ensure that all stakeholders, not only officers and employees, are receptive to diverse values and have the proper understanding and conduct, we have established the Guidelines on Sexual Diversity and provide training to promote LGBTQ understanding for employees in charge of human resources and general affairs, managers, and new employees at all Group companies in Japan. Every year, we conduct a survey on employee attitudes toward diversity to measure the degree of employee awareness and the extent to which measures have been implemented, as well as to identify issues.

Initiatives for elderly employees

The AMADA Group provides an environment in which highly motivated employees can choose their work style in accordance with their career plans and lifestyles so that they can continue to play active roles after retirement age. We have developed a variety of flexible ways of working, such as working fewer days, working fewer hours, and working side jobs. Even after retirement age, many employees are working to create new value, develop human resources, and pass on technology by utilizing the skills, techniques, and know-how they have cultivated. We will continue to review our systems and create mechanisms to enable our highly experienced employees to maximize their abilities.

Diversity training

We conduct diversity training for new employees to foster awareness from the very beginning of their time with AMADA. In this program, participants gain a general understanding about diversity, including knowledge about the AMADA Group’s initiatives, LGBTQ, and diverse work styles, deepening their understanding of diversity. In gamified group work, participants learn whether they are making unconscious assumptions (unconscious bias) when working with people with diverse values, providing an opportunity to rethink their own behavior.

Employee attitude surveys

Every year since 2021, we conduct a survey on AMADA Group employee attitudes toward diversity to measure the degree of employee awareness and the extent to which measures have been implemented, as well as to identify new issues. Through continuous internal messaging, education, and training, employees’ understanding of diversity has improved year by year. The results of the survey are also used to identify employee requests and issues, which are then utilized in various initiatives to create a more rewarding workplace. We will continue to conduct surveys to create a workplace where each and every employee can work comfortably and be fulfilled in their work.

Results of employee attitude survey on diversity (excerpt)