CSR Respect for Human Diversity

To continue to grow as a global company, Aisin AW considers it important that a group of people who are diverse in terms of age, sex, language, nationality and sense of values can work together with vigor and enthusiasm while feeling rewarded at the same time.
The company strives to expand labor management systems and change employees' consciousness to promote the establishment of an employee-friendly and vibrant working environment so that each employee can fully demonstrate their ability.

Enhancement of Diversity

《Employment status》 (Unit: persons)

FY2016 FY2017 FY2018
Female employees 1,458 1,691 1,910
As a percentage of total full-time,permanent employees 8.3% 8.9% 9.4%
Employees re-hired after retirement 227 227 232
As a percentage of total full-time,permanent employees 1.3% 1.2% 1.1%
Employees with disabilities 278 313 337
Employment rate of employees with disabilities 2.0% 2.1% 2.1%
Foreign employees 91 85 97
As a percentage of total full-time,permanent employees 0.5% 0.4% 0.5%

Promotion of Expansion of Female Roles

Past efforts

Aisin AW provides support so that female employees can successfully juggle their jobs and family life to work actively with peace of mind, by upgrading the working environment, including improvement of various programs for supporting compatibility and welfare programs, and other career-supporting measures.

1999
  • Shortened working hours for childcare and family care introduced
  • Limitation on late-night work introduced
2002
  • Exemption from overtime work introduced
2003
  • Rehiring of the spouses of transferees introduced
2009
  • Shortened working hours for childcare and family care expanded
2010
  • Childcare leave standard reviewed
  • Nursing leave for children introduced
2013
  • In-house nursery (AI Mommy’s Support) established
2014
  • Shortened working hours for childcare and family care expanded
2015
  • Reinforcing recruitment activities (seminars for female students with math and science majors and round-table discussion sessions with female employees)
  • Promoting changes in consciousness (diversity management seminars for supervisors and career development seminars for female employees)
  • Distributing a guidebook for child-bearing and child-care leave and establishing a website to provide information on systems supporting compatibility between work and child-care
2016
  • Introducing a career development interview system
  • Reinforcing recruitment activities (seminars for female students with majors in math and science and arts)
  • Upgrading the working environment (renovation of women’s restrooms at plants)
  • Promoting changes in consciousness (working activities for supervisory employees with female subordinates)
  • Supporting the return of women from child-bearing and child-care leave (seminars for employees who have returned from maternity leave; distribution of a guidebook for return from child-bearing and child-care leave; and establishment of a website)
2017
  • Fostering corporate culture (periodically issuing newsletters on diversity)
  • Enhancing the system for changing jobs
  • Raising awareness (holding seminars for managers on diversity management and offering the IKUBOSU (parenting support) course for managers)
2018
  • Strengthening efforts in raising awareness for diversity management by continuing the IKUBOSU course
  • Introducing work from home system
  • Holding seminars for employees who have returned from maternity leave

    Holding seminars for employees who have returned from maternity leave

  • Distributing a guidebook for women who return from child-bearing and child-care leave in addition to a guidebook for child-bearing and child-care leave

    Distributing a guidebook for women who return from child-bearing and child-care leave in addition to a guidebook for child-bearing and child-care leave

  • The IKUBOSU (parenting support) Course for Managers

    The IKUBOSU (parenting support) Course for Managers

Main Certifications Related to Support for Compatibility Between Work and Childcare Obtained

2016
  • "Aichi Shining Women Company" certification obtained from Aichi Prefecture
  • Registered as a "Family Friendly Company" by Aichi Prefecture
2017
  • “Kurumin” certification (for companies with next-generation childcare systems) granted by the Ministry of Health, Labor and Welfare
  • Aichi Shining Women Company

    Aichi Shining
    Women Company

  • Family Friendly Company

    Family Friendly Company

  • Kurumin

    Kurumin

Number of employees who took childcare and long-term family-care leave

(Unit: persons)

FY2016 FY2017 FY2018
Childcare leave Female 213 240 249
Male 13 18 25
Long-term family-care leave Female 5 2 2
Male 3 3 3
Shortened working hours for childcare Female 234 261 276
Male 1 10 4

Systems to childcare and long-term family-care leave

  • Pregnancy and post-childbirth leave: Six weeks before and eight weeks after childbirth
  • Childcare leave: Until the child reaches the age of two
  • Shortened working hours for childcare: Until the child enters third grade in elementary school at maximum
  • Reassurance leave: Carried over paid leave; maximum of 20 days
  • Nursing leave for children: Until the child enters elementary school at most; annual maximum 5 days/child, up to 10 days/year in the case of two or more children
  • Nursing leave for family members: Annual maximum 10 days/person requiring nursing care, up to 20 days/year in the case of two or more persons requiring nursing care
  • Shortened working hours for family care: For the period a family member requires nursing care
  • Long-term family-care leave: 3 years/person requiring nursing care
  • Limitation on overwork, work on holidays and late-night work
  • Rehiring of the spouses of overseas transferees: A system to rehire Aisin AW employees who resigned from Aisin AW in order to accompany a spouse transferred overseas and returned to Japan after the spouse completed the overseas tour
  • Family plan support program: a system to support those suffering from infertility in balancing work and medical treatment
  • Work from home system: a system which allows employees to work at home while engaging in child/nursing care

Number of female employees hired and the number of female supervisory employees

(Unit: persons)

FY2016 FY2017 FY2018 FY2019
Recruitment
(regular)
Engineering staff 15 15 15 16
Females as a percentage of all employees hired 9.9% 9.9% 10.6% 6.4%
Administrative staff 7 12 12 12
Females as a percentage of all employees hired 20.0% 36.4% 27.9% 29.2%
Technical staff at production sites, etc.* 146 115 139 238
Females as a percentage of all employees hired 24.5% 20.5% 21.8% 23.7%
General office clerks 22 11 11 11
Females as a percentage of all employees hired 100.0% 100.0% 100.0% 100.0%
Number of supervisory employees 5 4 6
As a percentage of all full-time, all employees hired 0.3% 0.3% 0.3%

The percent signs (%) in this figure show the percentage of female and the number of employees hired in each job category.
*Does not include the number of students of the Aisin AW Advanced Skill Training Academy

To further promote expansion of female roles

Aisin AW will continue to make efforts to expand female roles from the points of view of career development, compatibility between work and their private lives, etc. so that female employees will be able to demonstrate their ability more fully and play a more active role than before.

Employment of persons with disabilities

On the basis of the concept of "normalization," AW aims to create workplaces where employees can make full use of their capabilities, regardless of their abilities/disabilities. To this end, the company matches workplaces and employees by utilizing an internship system, etc. and decides where to post them.
Furthermore, AW actively participates in recruitment events for persons with disabilities, with the number of employees with disabilities amounting to 337 as of March 2019.
Furthermore, with the aim of creating workplaces where all members can work enthusiastically, sign language lessons and education programs for managers and supervisors of workplaces with disabled employees are held periodically.

  • Finger language class

    Finger language class

  • Get-together for making friends

    Get-together for making friends

Promoting national employee diversity

As part of the increasing globalization of our business activities, the nationalities of employees in our Group become more diversified year by year. As of March 2019, Aisin AW has 355 foreign employees.

Re-employment after retirement

Our company has established a program to rehire retired employees, enabling them to work until the age of 65.

System for transferring to full-time, permanent employee status

Aisin AW has a system for transferring contract workers to full-time, permanent employees, on such conditions as motivation toward work and future growth potential.

PAGE TOP