Human Resource Strategies
Human Resource Strategies
Trust & Respect
Kaneka is a Human Driven Company
Promotion of Diversity
We want to create new value to inspire the world through a wide variety of human resources.
There are approximately 11,000 employees (including 3,000 employees of foreign nationality) working in the Kaneka Group globally.
Kaneka is a Human Driven Company. Individual employees in good physical and mental health generate the results and value of work and realize innovation.
Diversity in the workforce is essential for the growth of diverse businesses. We believe that new ideas grow out of the collision between different values in an atmosphere of respect.
Regardless of age, gender, nationality, type of employment, or other factors, we provide opportunities for highly motivated personnel who can lead others and support them in taking on challenges.
We want to be a company that brings together the DNA of diverse human resources. Be different!
Composition of Executive Team
We promote executives on the basis of merit, regardless of academic background or length of service.
Composition of Executive Team (as of April 1 each year)
Supporting Senior Employees
To accelerate innovation, it is vital to have an environment where diverse human resources can play an active role at any age.
We are working to foster an environment in which highly motivated and talented senior employees can engage fully in their work.
Given the increasingly diverse lifestyles and values of senior employees, we have introduced a job matching program that allows them to select employment from among advertised departmental positions based on their desired job and working style.
The job matching program has seen cases in which employees applied for and were successfully matched with jobs in departments other than the ones they were working in at the time of retirement.
We believe it is crucial to provide employees with opportunities to think about their future careers from an early stage, and take initiative in planning their career paths to develop skills and gain experience. We thus offer career design training for employees reaching their 30th, 40th, 50th, and 58th birthdays to help them realize their career plans.
Employing People with Disabilities
The employment rate of persons with disabilities at Kaneka in fiscal 2021 was 2.53%.
We will continue to improve this employment rate by creating a comfortable working environment and expanding job opportunities.
Employment Rate of Persons with Disabilities
Supporting Employees of Foreign Nationalities
We are also resuming our development of executive human resources at overseas group companies, having paused these activities due to the COVID-19 pandemic.
In 2022, we hosted an executive from Kaneka (Malaysia) Sdn. Bhd. in Japan, increasing their experience as management executives.
Active Participation of Female Employees
As a major management policy, we promote the active participation of women, with the aim of increasing the number of female employees involved in decision-making.
We are striving to actively hire female employees, promote them to executive positions, and create welcoming workplace environments for women.
Action Plans for Promotion of Active Participation of Female Employees
| Target 1 | Increase the number of female executives threefold or more. |
|---|---|
| Target 2 | Increase the rate of male employees who take childcare leave for 2 consecutive weeks or longer within a year after their child is born to 30% or more. |
| Target 3 | Work on preparing a workplace environment for female employees. |
Executive Level
We are promoting the development of female executives.
There has been steady growth in the number of female employees who have built up their careers and are in charge of core operations in the organization.
Female Executives and Candidates
“Female Challenge Dialogue”
We held the Female Challenge Dialogue in fiscal 2021, a workshop to advise management what is needed for female employees to take on more prominent positions and play a more active role in the company.
Ten female executives gathered to hold discussions over a four-month period under the facilitation of outside lecturers.
We will draw on the various opinions and feedback obtained from these meetings to formulate and put in place measures to enable the even more active participation of women.
Recruitment
The company is hiring an increasing number of female new graduates.
In our recruiting activities, we create opportunities for dialogue with senior employees about candidates’ vision for their career path after joining the company and the ins and outs of the business. Many highly motivated men and women are joining the company as a result.
Percentage of Females Among New Recruits
Fostering Welcoming Working Environments
We are working to create working environments where employees can engage in their work fully and in good health, support career development, and augment support systems.
Many of our employees take advantage of various systems to work flexibly, including flexible working hours, individually staggered working hours, and working from home, not only to accommodate childcare and nursing care.
We have established paternity leave for male employees at the time of birth, childcare support leave, and other systems to support employees’ childcare.
Also, following revisions to the national system in Japan, we set up a consultation desk for childcare and other issues and are working to encourage leave-taking, including raising awareness of our systems through videos.
We have also put in place systems to enable employees to balance work and childcare, setting standards higher than the legal requirements, such as for reduced fixed working hours and exemptions from restrictions on overtime.
Going forward, we will continue to enhance these systems so that employees can choose flexible working styles while maintaining a balance between work and their private lives, not only for childcare and nursing care.
Encouraging Male Employees to Take Childcare Leave
In striking a balance between work and childcare, it is important for employees to help and support one another, understand the importance of childcare, and create supportive working environments and fulfilling workplaces.
We created a handbook on childcare leave, summing up information on internal systems related to childcare and on childcare leave. We distribute the handbooks to male employees who are expecting a child, encouraging them to participate in childcare.
We are also striving to foster a corporate culture that makes it easier for anyone to raise children, issuing a booklet for bosses on how to support employee childcare leave and posting a video explaining childcare leave on the company’s intranet.
We will continue working to promote the awareness and use of various support systems.
Number and Rate of Male Employees Taking Childcare Leave
