Diversity and Work-Life Balance

Promoting Diversity

As managing the company becomes increasingly global, there is an increasing diversity in gender, age, nationality, race, beliefs, language, religion, physical handicap, social status, wealth, and so on. Therefore, Shimadzu is committed to striving to maintain a workplace environment where the creativity and individuality of each employee can be fully utilized in their work, where employees can freely pursue self-actualization, and, from the company's perspective, where they can continue to maximize their contribution to the company as well.

Shimadzu's Stance on Diversity

The Shimadzu corporate code of ethics specifies guidelines for conduct related to respecting the rights, personality, and individuality of employees and diversity in the workplace.
These guidelines clarify Shimadzu's stance on diversity, as indicated on the right.

We will respect the rights, personality, and individuality of all employees and diversity in the workplace and will strive to utilize human resources and create a workplace in a manner that fully utilizes the abilities of all employees and achieves a healthy balance between work and personal life (work-life balance).

Training Aimed at Increasing the Penetration of Diversity Within Shimadzu

As a part of Shimadzu's efforts to promote diversity within the Shimadzu Group, we invited Kuniko Muramatsu, president of Wellness Systems Institute, to give a presentation on the current status and issues related to diversity and the situation with other companies that are implementing diversity measures. Ms. Muramatsu emphasized the importance of actively incorporating diversity into management.
As a measure for Shimadzu Group companies and the Shimadzu Labor Union, we invited Kumiko Sugiyama from Office Human to speak about the Japanese Act on Advancement of Measures to Support Raising Next-Generation Children, its background, importance of career planning, and the need for combining both work and nursing care.
Ms. Sugiyama explained how there are many choices involved in nursing care for working people and that maintaining both work and nursing care requires accurate information, knowledge, and communication between both parent and child.

Establishing a Religious Service Room

About 300 Muslims visit head office and Sanjo Works in Japan each year. Therefore, when we designed the new head office building, we provided a space for religious services so that customers can visit without worry.

Promoting a Work-Life Balance

Trend in Usage of Annual Paid Vacation Days

Family and Child Care Support

Shimadzu is committed to providing child care, nursing care, and other systems and policies necessary to help employees balance both their work and home life, according to a stage of life of each individual. In 2009, Shimadzu received certification from Japanese Ministry of Health, Labour and Welfare as an organization that meets requirements prescribed by the Act on Advancement of Measures to Support Raising Next-Generation Children.
Shimadzu has continued to develop the program since then as well. For example, a system was established to support employees to return to their jobs after a leave of absence. The system allows employees, even during child care leave, to receive information that keeps them up-to-date about their career and to participate in a training course related to the post they will take after returning to work. A system was also established to subsidize the cost of babysitting so that parents can return to work without worry and remain involved in child care.

Number of Persons That Used the Support System
Activities by Labor Unions

The Shimadzu Labor Union offers a variety of training classes and seminars for union members.
The purpose of the life-planning seminar, intended for union members around 50 years old, is to provide an opportunity for members to think about life after retirement and includes classes on managing health, pension and severance payment programs, post-retirement life-planning, and so on.
Classes intended for women under 40 help members better understand various women-related programs and policies within Shimadzu and provide activities for interacting with others in different departments. Group classes are offered to explain the company programs prepared for various events that can occur between the time they join the company and reaching one's mid-40s, such as marriage, birth of children, and raising children.

Diversity of New Graduate Recruitment

To promote utilizing more diverse human resources, several years ago we started actively recruiting foreign students and continue to increase the proportion of women hired.

Number of Employees

Percent of women and foreign students among new graduate hires

Comments from a Non-Japanese Employee Hired Due to the Global Employment Policy

My current work deals mostly with research and development of the Shimadzu GC as well as finding future GC applications.
I think that the analytical instruments business is a very unique and interesting one. Our customers are usually other businesses that also develop new technologies. In a way, our products help them improve their products, which in turn benefit the end consumer. So every time we find new ways to improve our products even just a little bit, I know that our hard work will contribute directly to the advancement of society as a whole. Working in a Japanese institution has taught me many beautiful things. One of the best things I like about working in a Japanese company is that people treat each other like family. Coworkers are very supportive and if anyone makes a mistake, everyone is always available to help out. When you take on a big project for example, you do not feel alone because you know that you can always count on your coworkers for advice and assistance.

Gregory King, originally from Philippines
Solutions Development Group, GC & TA Business Unit,
Analytical & Measuring Instruments Division

Overseas On-Site Training for Young Employees

Shimadzu offers an overseas on-site training program that stations young employees, that have worked at Shimadzu for about five years, at overseas business operations for up to two years.
By providing experience of living in a different culture and working with other people that may have diverse senses of value, the purpose of the training program is to develop human resources with better communication skills, including language abilities, a sense of local business expertise, and the ability to drive our business operations toward further globalization.
Participants are selected based on their desire to succeed in overseas business and demonstrated ability to perform their current work. As of the end of September 2017, 37 participants (including 11 women) are currently enrolled in the program and stationed in countries in Asia, North America, Europe and Middle East.

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