Relationship with Employees

Yamaichi Electronics has established the following items in its Group’s Code of Conduct, based on respect for human rights and providing a safe and comfortable work environment.

Respect for human rights

  • ・Corporate policy on the prevention of child labor and forced labor
    In accordance with the Group’s Code of Conduct, Respect for Human Rights and Workplaces Easy to Work, we do not approve child labor or forced labor.
  • ・Corporate policy on non-discrimination
    Under the Group’s Code of Conduct, Respect for Human Rights and Workplaces Easy to Work, we will not engage in any act of discrimination based on race, religion, gender, nationality, age, physical or mental disability, sexual orientation, or other unreasonable factors.
  • ・Dealing with bullying and harassment cases
    In order to deal with bullying and harassment cases, we have a confidentiality-preserving reporting desk. We quickly identify and respond to all situations by periodically notifying the entire Company how to use the contact point.
    Furthermore, training on harassment is provided to managers and above to raise their awareness and promote their acquisition of knowledge to prevent harassment.
  • ・Fair compensation for labor
    Wages are paid in compliance with laws and regulations, with minimum wage guarantees and overtime premiums as required by law. The amount and timing of wage payments are clearly shown to all employees in the rules and regulations. Furthermore, a detailed statement confirms wages paid to each employee.
  • ・Appropriate working hours
    We will comply with laws, regulations, and agreements regarding working hours and overtime work and manage them so that they do not exceed the established limits. We will promote proper and efficient operations and reduce overtime work.
  • ・Workforce diversity
    We will not discriminate on the basis of race, religion, gender, nationality, age, mental or physical disability, sexual orientation, etc., in the promotion, advancement, salary increase, and appointment to posts of employees. We will conduct a fair evaluation of employees’ abilities and performance based on our internal rules. We have a reemployment system that allows employees to work until age 65 after retiring at age 60, maternity leave, childcare leave, child nursing care leave, shorter working hours for childcare, nursing care leave, and various other systems. We will promote creating an environment in which various employees can work comfortably.
  • ・Human resource development
    Education and training are essential investments for the survival and development of the Company. We will provide equal and fair opportunities to all employees.
  • ・System for engagement
    When enacting or revising work rules, we obtain written opinions from democratically elected employee representatives at each business site, review them, and make decisions.
  • ・Freedom of association
    In accordance with laws and regulations, we respect the right of each employee to form and join a labor union of their own free will and to bargain collectively as an employee representative.
  • ・Policies to support local communities
    We do not discriminate on the basis of race, religion, gender, nationality, age, physical or mental disability, sexual orientation, or upbringing, and we use fair selection criteria when hiring employees.
  • ・International norms on human rights
    We support international norms on human rights, such as the Declaration of Fundamental Principles and Rights at Work of the International Labour Organization (ILO) and the Universal Declaration of Human Rights. We will also respect human rights in accordance with the United Nations Guiding Principles on Business and Human Rights.
  • ・Supervisory responsibility and management resources
    In order to ensure the implementation of compliance management, including respect for human rights, we have a Director in charge of compliance and a Compliance Committee to develop and continuously operate an appropriate compliance system.
  • ・Commitment to human rights
    Upon joining the Company, all employees receive training on the Yamaichi Electronics Group’s Code of Conduct, Respect for Human Rights and Workplaces Easy to Work. The Company will ensure that all employees comply with the Code of Conduct by informing them of it in writing each fiscal year.

Providing a safe and comfortable work environment

  • ・Basic policy on safety and health
    We strive to improve our health under the Group’s Code of Conduct: We endeavor to maintain and improve the safe and comfortable work environment and build our health. Under the provisions of the Labor Standards Act, the Industrial Safety and Health Act, and the Poisonous and Deleterious Substances Control Act, we have established the Safety and Health Management Regulations for the safety and health of our officers and employees.
  • ・Health and safety risk management by board/committee
    We have a general health and safety manager selected from the board of directors and appoint the general health and safety manager as the chair of the Health and Safety Committee to conduct overall management of health and safety.
  • ・Health promotion system
    All officers and employees shall comply with the Safety and Health Management Regulations. At the same time, following the instructions of their superiors, the general safety and health manager, industrial physicians, safety managers, health managers, and safety and health promoters, they shall strive to prevent accidents and improve health and hygiene. They shall be willing to cooperate with any safety and health measures the Company takes.
    In addition, a director has been appointed for overall health and safety management to ensure proper supervision of health and safety.

  • ・Follow-up on post-accident activities
    To prevent the recurrence of accidents, the Safety and Health Committee serves as the overseeing organization, investigating the causes of accidents and planning, implementing, and following up on countermeasures.
  • ・Health and safety monitoring
    With a goal of zero occupational accidents, we continue detecting and addressing hazardous areas through monthly workplace inspections to prevent accidents before they occur. The Safety and Health Committee thoroughly analyzes the causes of occupational and commuting accidents, follows up on countermeasures, and shares the results with others.

Basic information on employees (As of March 31 of each fiscal year)

Yamaichi Electronics Group(Consolidated)

Item Classification FY2019 FY2020 FY2021 FY2022 FY2023 Unit
Employees Number of consolidated employees - 1,754 1,809 1,946 2,165 2,123 Person
Number of consolidated employees by gender Males 977 1,005 1,104 1,219 1,179 Person
Females 777 804 842 976 944 Person
Female ratio 44.3 44.4 43.3 45.1 44.5 %

Yamaichi Electronics

Item Classification FY2020 FY2021 FY2022 FY2023 Unit
Employees Number of employees by employment type Regular employees 328 339 343 342 Person
Temporary and part-time employees 37 35 43 48 Person
Temporary worker 23 30 46 38 Person
Number of employees by gender Males 298 303 308 315 Person
Females 65 69 77 74 Person
Female ratio 17.9 18.5 20.0 19.0 %
Three-year retention rate for new hires 85.7 91.7 91.7 91.3 %
Average age Whole 44.5 44.5 44.7 44.0 Age
Males 45.5 45.6 45.8 45.0 Age
Females 39.4 39.4 40.0 39.9 Age
Average years of service - 18.3 18.3 18.3 17.5 Year
Average annual salary - 6,448,699 7,567,483 8,916,091 6,987,061 Yen
Gender wage gap Whole employees 62 64 63 67 %
Regular employees 67 68 67 69 %
Temporary and part-time employees 58 55 53 55 %
Job turnover - 2.3 2.2 2.4 1.8 %
Child-care leave rate Whole 66.7 33.3 50.0 66.7 %
Males 0.0 0.0 33.3 50.0 %
Females 100.0 100.0 100.0 100.0 %
Diversity Recruitment of new graduates Whole 12 10 8 12 Person
Males 7 7 6 11 Person
Females 5 3 2 1 Person
Female ratio 41.7 30.0 25.0 8.3 %
Mid-career recruitment Whole 12 11 11 9 Person
Males 9 9 7 3 Person
Females 3 2 4 6 Person
Female ratio 25.0 18.2 36.4 66.7 %
Ratio of mid-career recruitment - 50.0 52.4 57.9 42.9 %
Number of managers Whole 119 119 120 116 Person
Males 117 117 118 115 Person
Females 2 2 2 1 Person
Female ratio 1.7 1.7 1.7 0.9 %
Number of chief clerk Whole 90 90 85 90 Person
Males 82 81 74 78 Person
Females 8 9 11 12 Person
Female ratio 8.9 10.0 12.9 13.3 %
Number of directors and auditors Whole 11 11 11 11 Person
Males 10 10 10 10 Person
Females 1 1 1 1 Person
Female ratio 9.1 9.1 9.1 9.1 %
Employment rate of people with disabilities - 1.1 1.3 1.3 1.5 %
Safety and hygiene Number of work-related fatalities - 0 0 0 0 Person
Number of work-related accidents - 2 1 1 1 Cases
Frequency rate   1.284 1.298 1.251 0.000 cases per million hours
Intensity rate   0.001 0.001 0.000 0.000 days/1000 hours
Health improvement Average monthly overtime hours - 13.5 14.3 11.2 11.0 Hour
Rate of participation in stress checks - 96.2 99.0 96.5 98.5 %
Percentage of individuals experiencing high stress - 11.9 10.9 14.4 12.6 %
Rate of undergoing health checkups   99.7 99.7 100.0 100.0 %
Paid leave acquisition Average number of days of acquisition 11.5 13.1 14.2 14.5 Day
Average acquisition rate 61.8 71.2 78.4 79.6 %

* Including contract workers, excluding part-time, dispatched, and overseas stationed employees.


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