Having established the Diversity Promotion Section in October 2017, we are developing a sound workplace environment in which every employee can stay healthy and work vibrantly under the slogan “Your value is Denka’s value,” with the aim of helping them realize their full potential.
In the first year of the Denka Value-Up management plan, we prepared an instruction video aimed at facilitating employee understanding of diversity. We also strove to help raise employee awareness of autonomous career development by, for example, providing training sessions for this purpose. Moreover, we incorporated the diversity perspective into the revised personnel system discussed above. In these ways, we endeavor to maximize motivation for all employees and enhance their sense of fulfillment while helping each individual achieve personal growth, believing that the success of Denka’s pursuit of corporate growth hinges on them. As part of efforts to promote diversity, we will also execute operational process reforms, including the introduction of AI and IoT to standardize our operations and facility improvements aimed at reducing burdens on workers.
|FY 2016||FY 2017||FY 2018|
|Number of employees||5,816||5,944||6,133|
|Elsewhere in Asia||670||682||657|
|Number of women in managerial positions (managers or above)||-||-||43|
In accordance with its “Action Plan for General Business Operators Based on the Act Promoting Women's Participation in the Workplace,” Denka has been strengthening its recruitment of women, setting a goal of increasing the percentage of females recruited to graduate and mid-career managerial tracks to more than 20% during the three-year period from April 2017. In April 2018, 14 female graduates (33% of all recruits) joined Denka’s managerial track.
In addition, at each business site, we are promoting the assignment of female employees to workplaces with shift rotations, and through reducing the burden of operating plant equipment and standardizing operations, we are expanding the field in which women can play an active role. Furthermore, in order to promote active participation by a wide variety of employees, including women, we have also been making active efforts to support our employees in balancing work with raising children and nursing sick family members. Changes made to our existing systems this fiscal year included introducing paid leave to our nursing care/ sick child care leave program and allowing parents to shorten working hours in 15-minute increments for the purpose of caring for their children. Going forward, we will continue our efforts to support the active participation of women in the workplace, such as through running a new job category program and introducing a new job category transfer program.
|Number of employees||2,960||3,011||3,250|
|Average years of service||17.7||18.2||17.1|
|Number of new recruits||84||115||120|
(hired from new graduates)
|Number of foreign nationals||1||7||4|
|Number of women in managerial positions (manager or above)||2||2||5|
|Number of foreign nationals in managerial positions (manager or above)||0||0||2|
|Retiree reemployment rate (%)||93||95||94|
|Ratio of people with disabilities (%)||2.06||2.17||2.29|
|Number of resignees||41||44||53|
|Number of people who resigned within 3 years of recruitment||3||6||3|
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Having revised our conventional job categories, we reclassified specialis...
Having established the Diversity Promotion Section in October 2017, we ar...
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2016 2017 2018 ...