Labor Practices - Respect for Diversity
Respect for Diversity
In accordance with its corporate principles and the “NuFlare Technology Standards of Conduct,” NuFlare Technology,Inc(“NuFlare Technology”) respects diverse values and individuality and seeks to make effective use of diverse human resources while developing globally-minded human resources who show respect for differences and individuality.
NuFlare Technology shall:
- Accept the different values of individuals and respect differences in character and personality based on a fundamental respect for human rights.
- Based on respect for human values, we accept and accommodate different values, and respect the character and personality of each individual, observe the right to privacy and human rights of each individual, avoid any discriminatory actions based on race, religion, sex, national origin, physical disability, age or sexual orientation, and avoid avoid physical abuse, sexual harassment, abuse of power (workplace bullying and harassing) or any discriminatory actions based on pregnancy, childbirth, childcare leave or violation of the human rights of others.
Ensuring Diversity of Human Resources
NuFlare Technology has support programs for employees, including a childcare and family care leave system, a childbirth leave system for prospective fathers, and a reduced work hour system. In 2018, NuFlare Technology extended its maximum period for childbirth leave system for prospective fathers. In 2019, one female employee took childcare leave; one female employee took family care leave; eigth male took childbirth leave; and six female employees chose reduced work hours. As of June 1, 2021, employees with disabilities accounted for 2.15% of the overall workforce, which is lower than the mandatory employment rate. We will continue to actively hire employees with disabilities. In addition, with the expectation that older employees will continue to display their abilities even after reaching the mandatory retirement age of 60 and will take on the role of passing on high-level skills and techniques to the next generation, in 2006 we established a system to extend the employment of older employees until they reach age 65 . In principle, this re-employment program is now open to all employees who wish to continue working.
Employee Awareness Survey (TEAM )
NuFlare Technology conducts employee awareness surveys (TEAM surveys) to measure employees’ understanding of corporate strategies and policies as well as employee satisfaction. The result of the surveys are disclosed widely within the company.
Initiatives for Work-style Innovation
Since before the issue of work-style reform began attracting public attention, NuFlare Technology has taken part in “work-style innovation” (WSI), a campaign that Toshiba Group Companies run as part of their efforts to promote work-life balance. In order to create an environment for WSI, we reduced daily work hours by 15 minutes to 7 hours and 45 minutes from April 1, 2017 and expanded the application of a flextime system from April 1, 2019. In addition, NuFlare Technology encourages its employees to take paid holidays. The aim of the WSI is to create a healthy balance, where employees systematically proceed with their tasks over a finite period of time and do not work long hours so that they can add higher value to their work. We will further promote the WSI.
Support for Diverse Work-Styles
NuFlare Technology has introduced various measures to promote more flexible, more autonomous styles of working for employees, reflecting the diverse values and lifestyles of individual employees, such as the short-time shift system, flextime system, half-day/hours off system, bullet train commuting system, etc. In addition, every Wednesday is designated as “WSI Day,” on which employees are encouraged to leave the office at normal quitting time.
Holiday Saving System
NuFlare Technology has introduced a system that allows employees to accumulate a maximum of 20 days off, so that they can make effective use of their annual paid holidays for their personal sick leaves, nursing care of their spouses, children, their own parents (or grandparents), or parents (or grandparents) of their spouses, participation in personal development or awareness-building activities, volunteer activities after disasters, etc., or for other purposes.