Promotion of Diversity
Shiseido Group denotes its policy in "Toward Employees" and "Toward Society and the Earth" in Our Way, which is established under "Our Mission, Values and Way," for adoption at all subsidiaries and business sites in Japan and overseas. Shiseido designates gender equality as a management strategy to create a corporate culture in which results are constantly achieved by enhancing employees' vitality. Accordingly, the Company actively promotes various initiatives with the aim of "enhancing corporate trust of employees, who are major stakeholders in the company." At the same time, efforts are made to enhance the level of "company recognition externally through advanced initiatives that are unique to Shiseido."
In Phase 3 of the Gender Equality Action Plan being implemented from fiscal 2010 to fiscal 2012, based on the theme of activity to "firmly establish a corporate culture in which female leaders are continuously promoted," Shiseido has devised specific action plans emphasizing the two key issues of "strengthening the appointment and promotion of female leaders and human resources development" and "reviewing how employees work to improve productivity."
While proceeding to "review how employees work to realize work-life balance," we are also expanding initiatives to "switch off lights at 10 p.m." and activities to reduce overtime work at all business locations.
In Phase 3 of the Action Plan that started from fiscal 2010, Shiseido pursues further initiatives to energize organizational capabilities by enabling employees with diverse values to take active roles with the aim of reaching a stage at which men and women are able to advance their careers as well as balance work with childcare and nursing care.
<Three Steps for Women Taking Active Roles>
Measures to Support Women to Take Active Roles
The Career Support Forum was held in order to realize the theme of activity to "firmly establish a corporate culture in which female leaders are continuously promoted," established under Phase 3 of the Gender Equality Action Plan, as well as to disseminate information internally. This forum enables female employees to take initiatives to consider developing careers on their own with the aim of gaining independence and professional awareness. The program is comprised of various sessions including a message from top management, a lecture by an external instructor under the theme of time management and sharing experiences of female employees in managerial positions. Such forums were held on 22 occasions from March to October 2010 at the head office, research centers, factories and affiliated companies. The forums had a significant impact on 1,925 participants centering on female employees and leaders (participation rate of 91.2%). Comments received included "the forum provided an opportunity to air thoughts about developing one's own career and improving operational efficiency" and "I got more positive ideas about career development through transfers." This program is currently held nationwide for employees of Shiseido Sales Co., Ltd..
Career Support Forum
Shiseido's Participation in the 15th APEC Woman Leaders Network Meeting
Executive Vice President and Representative
Director Kimie Iwata of Shiseido Company,
Limited giving her opinions as a panelist (second from the left)
KIMONO Collection from KYOTO
Shiseido was approved as a public relations supporter during the 15th APEC Woman Leaders Network Meeting (hereinafter, "2010 APEC WLN") held for three days in September in Tokyo. Executive Vice President and Representative Director Kimie Iwata attended the meeting as the Vice Chairperson of the 2010 APEC WLN Steering Committee and also participated in a panel discussion entitled "Strategy for Women's Initiative in Business and Economy" as a panelist.
The APEC Women's Leader Network is a network of female leaders in industry, academia, the public sector and private organizations and other fields from the 21 APEC member economies. Organized by the chair country of APEC, 2010 APEC WLN was hosted this year by Japan as a meeting aimed at contributing to the development of economic activities by women to help realize a gender-equal society.
At this time, policy recommendations were made based on the following three pillars.
1. Career development of women's organizations
2. Realizing women's entrepreneurship through people, nature and culture
3. Creating new economic opportunities for women
In addition to Executive Vice President Iwata's participation, the Shiseido Beauty Creation Center (currently, Shiseido Beauty Creation Laboratory) also handled hair and makeup for the "KIMONO Collection from KYOTO" cultural event at the meeting (organized by the Kyoto Prefecture and the Management Committee of "Kimono-no-niau-machi Kyoto") to let people appreciate the kimono, a symbol of Japanese aesthetic beauty, tradition and culture. In addition to introducing kimonos with contemporary designs, women appeared on stage one after another wearing kimonos proposed by Kyoto that are suitable for occasions including dates, lessons and artistic performances. Besides providing support in hair and makeup techniques, Shiseido also helped plan the overall show. Female leaders of respective industries were captivated by the Japanese aesthetic beauty originating from Shiseido, presented in traditional white and contrasting colorful wedding kimonos with suitable bridal hairstyles and makeup.
Work Improvement Proposal System (Chie-Tsubaki Proposal System)
Shiseido believes it is the willingness of individual employees to meet challenges and take action that drives reform of the Company forward. We launched the Chie-Tsubaki Proposal System in June 2006 to enable all employees to participate in the reform process by submitting ideas on how operations can be improved. Through this initiative, we have collected more than 240,000 suggestions so far.
The system provides a mechanism for evaluating proposals made by employees based on their creative problem-solving and improvement efforts. Proposals that receive a favorable evaluation are presented directly by the submitting employee to the Company's president and directors, who evaluate the proposal and recognize the employee's contribution. Individuals and worksites that are actively involved in submitting ideas on an ongoing basis are also recognized.
By continuing this initiative, the Company is seeking to increase individual employees' awareness and willingness to take action, thereby creating an organizational culture in which individuals can make improvements, no matter how small, on their own initiative, and to foster the development of thoughtfulness toward other employees.
Proposals that can be implemented horizontally across the organization are applied companywide to help gain new customers and streamline operations.
Providing Diverse Employment Opportunities
Ratio of Female Managers
In Phase 3 of the Gender Equality Action Plan being implemented from fiscal 2010 to fiscal 2012, Shiseido has set a goal to "achieve a 30% ratio of females in managerial positions" by October 2013. Accordingly, the Company is currently promoting "individual personnel development" to enable future female employee candidates to assume managerial positions through "steady achievement of results," "learning the basics of management," dealing with higher level of work duties, expanding professional area of focus (transfer) and other relevant initiatives.
*Reference: Ratio of females in managerial positions as of April 2012: 22.9% (from 21.1% in October 2011)
Employment of Temporary Employees
Temporary employees are working at the respective business sites and domestic Group companies of Shiseido according to the Worker Dispatch Law.
With regard to the employment of temporary employees at Shiseido Group, we are implementing various measures such as concluding agreements with employment agencies, development and management of registers, and appointment of personnel in charge of management, all of which is based on the Worker Dispatch Law policy related to measures that should be established regarding employment agencies and other relevant laws and regulations.
Since there was a new set of governmental guidelines introduced related to the Worker Dispatch Law in fiscal 2010, Shiseido verified the temporary employment contracts and details of work at all domestic business sites using a checklist to confirm the understanding of laws and regulations stipulated under the dispatch law together with personnel in charge of management.
Shiseido will continuously and appropriately respond to amendments in or reinterpretations of respective laws and regulations.
Employment of Foreign Personnel
In addition to overseas subsidiaries, the Shiseido head office also has been employing diverse personnel regardless of nationality. We are hiring foreign personnel at the head office while adhering to the immigration control system, including resident status considerations, and subjecting them, regardless of nationality, to the same employment regulations after they join the company as the Japanese employees.
Employment of Individuals With Disabilities
In January 2006, Shiseido's Hanatsubaki Factory Co., Ltd. was certified as a special subsidiary, which is staffed primarily by developmentally challenged individuals as part of an effort to create a workplace where all employees can actively work. Currently, 30 employees are taking active roles at the three locations in Tokyo and Osaka.
The rate of employment of developmentally challenged individuals among all employees in the overall domestic Shiseido Group for fiscal 2010 was 1.83%, surpassing the statutory employment rate of 1.80%.
Comments from Hanatsubaki Factory Employees
Although it has been three years since I joined the company, all of my family members including my father, mother and grandfather were delighted to hear that I was going to join the company. When I am at work, I am trying to keep in mind the importance of being strictly accurate. I will try to do my best at all times.
I enjoy going to work every day and making the utmost effort to carry out my duties. I especially enjoy company trips and bowling competitions. I hope to continue working at the Hanatsubaki Factory.
I have been working at this factory for five years and my job is to complete Shiseido products. Although other colleagues I work with are also developmentally challenged, I am happy to be in an environment that is easy to work in and gives me the sense that people in the company are keeping me protected. I am proud that I joined this company and will keep doing my duties along with my colleagues.
Post-retirement Reemployment System
Shiseido is introducing a post-retirement reemployment system aimed at developing an energetic corporate culture in which middle-aged and older employees who have grown within Shiseido can continue to work as long as they have the motivation and ability to do so. Specifically, although Shiseido employees are to retire at age 60, the system calls for reemploying those who qualify and wish to continue working. With this system, Shiseido will pursue various initiatives for middle-aged and older employees to hand down techniques and knowledge to other employees, particularly in research, development, production, sales and other relevant fields.
Comments from employees using the post-retirement reemployment system
Chikara Murata, Manufacturing Department, Kamakura Factory in Japan
In the third year after retiring from the company in March 2008, I became reemployed. Subsequently, I was assigned to new duties at the same workplace. There are young employees there and I am motivated every day to keep up with the people around me. I absorb the youthful enthusiasm of others and proactively take initiative according to what I am able to do.
When I am off duty, I enjoy tennis with my colleagues on a tennis court at the factory. It keeps up my energy level for work the following day.
Miyoko Ootsu, Oita Office, Kyushu Branch Office, Shiseido Sales Co., Ltd.
I have been working since October 2010 as a person in charge of sales at the Oita Office by taking advantage of the post-retirement reemployment system. I think sales are worthwhile. I gain cooperation from store managers and employees of business partners, and am always thinking about making customers happy by making them beautiful on a daily basis.
The atmosphere at the Oita Office is good. I enjoy working with my colleague everyday.
Moreover, the Senior Expert System and Senior Scientist System are being adopted for personnel that possess high expertise. This helps channel the special abilities of these respective experts into the development of suitable treatments.
Career Staff System
Shiseido grants the Career Staff license for retired employees who satisfy the standards. Employees who retain the license and wish to be reemployed at Shiseido have discussions at the business sites at which they want to work. This system provides successful, capable employees who have retired from the Company with opportunities to take active roles there again. Moreover, it enables Shiseido to establish an energetic corporate culture and enables the reemployed workers to use the experience after their retirement that they have accumulated at the Company previously.