- JTEKT TOP
- Sustainability
- Social Report
- Together with employees
- D&I Promotion
Together with Employees -
D&I Promotion
Our Approach to D&I
We believe that enabling all of our diverse human resources to fulfill their potential is essential, not only from an ethical standpoint, but also for the sustainable growth of our company, including the creation of innovation and improvement of competitiveness.
We have a D&I policy and are committed to a workforce that is not only superficially diverse in terms of age, gender, and race, but also deeply diverse in terms of values, skills, experience, culture, sexual orientation, and gender identity.
We promote D&I by working to improve the work environment and work style systems so that all employees have fair opportunities, feel needed in the organization, and can maximize their abilities and characteristics.
＜D&I Policy＞
- To realize the right person for the right job by creating a work environment that motivates diverse human resources and a system that allows them to work in the right way, and to manage them to maximize their abilities.
- To aim for corporate growth through the growth of each and every employee through their work.
Understanding Activities
We believe that it is essential for the practice of D&I that each individual deepens his or her understanding of the purpose and meaning of D&I promotion and raises his or her awareness of it, and we provide training and other programs to this end.
＜Example of activity＞
- D&I training for new employees
- D&I-related training for all employees (e-learning)
- Raising awareness through in-house newsletters, etc.
Initiatives to Promote the Advancement of Women
Since 2015, we have been focusing on career development for women. In 2024, we have set a target of 3.0% women in management positions by 2026, to continue creating a workplace where women can play an active role regardless of gender.
Also, we had previously set a target of "50% or more male employees taking maternity leave in by FY2025," a target which was achieved in FY2023 at 57%. Therefore, we have set a new target of "100% in FY2026" and will further improve the environment and culture to make it easier for men to take childcare leave.
Work-Life Balance Initiatives
We are expanding our systems so that employees who are balancing work with childcare or nursing care can also play an active role in the company.
Since 2019, we have obtained our Kurumin certification.
＜List of support systems for balancing work and family life＞
Initiatives for People with Disabilities
We work with special needs schools and other organizations to continuously employ people with disabilities.
We assign employees according to their individual characteristics and skills to create a workplace where everyone can play an active role, regardless of disability. We also conduct ongoing understanding activities through e-learning for all employees and internal newsletters.
In fiscal year 2023, we hired a visually impaired health keeper (in-house physiotherapist) and opened a massage room in the company for the purpose of health management and employment of people with disabilities.
For the visually impaired, we are working to create a comfortable working environment by installing Braille blocks and voice reading software, and for the hearing impaired, we have introduced software that displays conversations on a computer.
Health keeper giving a massage
LGBTQ+ Initiatives
We are promoting initiatives that allow everyone to work safely regardless of sexual orientation and gender identity (SOGI).
Ongoing understanding activities are conducted through e-learning for all employees and internal newsletters.
We have removed the gender field from application documents when hiring, conducted awareness-raising activities through training, established a SOGI consultation service, removed the gender field from application documents, and introduced internal nickname names, and we will continue to aim for a workplace environment where everyone can work safely.
＜Example of activity＞
- E-learning for all employees
- Remove the gender field from the application form when hiring.
- Establishment of SOGI Consultation Desk
- Introduction of in-house nicknames
- Adaptation to gender identity
Experienced Recruitment Initiatives
We are strengthening our hiring of experienced personnel with experience, knowledge, and skills cultivated at other companies.
Experienced hires are also active in their respective workplaces, and the percentage of management positions occupied by experienced workers was 16.7% in FY2023.
We will continue to create an environment in which human resources with diverse experiences can demonstrate their abilities based on fair evaluation.
Senior Activity Initiatives
Introduction of job grade system
In April 2020, we introduced a system to determine the grade and treatment of employees according to the duties they will be engaged in after being rehired, separating them from the positions and qualifications they held during their working years. In order to encourage employees to work with enthusiasm, we have created a system that allows them to take on the challenges of the work they want to do and to provide compensation comparable with the level of work they do.
Introduction of role grading system
From April 2024, we have introduced a system that allows employees※who are assigned the same roles after retirement as they had during their working years to continue to receive the same treatment as during their working years. In addition, as with regular employees, the professional position system will also be applied, and employees with extremely specialized skills will be treated in a manner commensurate with their market value.
※ For those who were in key roles or above during their working years.
Reemployment Grade Distribution (April 2024)
| treatment | High | ← | → | Low | |||||
| Management※ | specialty※ | Professionals※ | SP4 | SP5 | SP6 | SP7 | SP8 | Total | |
|---|---|---|---|---|---|---|---|---|---|
| Number of employees | 23 | 110 | 14 | 192 | 120 | 143 | 197 | 25 | 824 |
| Ratio | 3% | 13% | 2% | 23% | 15% | 17% | 24% | 3% | 100% |
※ Same treatment as the current generation