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About Panasonic > CSR > Human Rights and Employees > Employees > Promoting Diversity
To develop the business as a global corporation, we recognise the importance of human resource development as well as promoting a corportate culture in which every employee can promote the growth of individual without regard for age, gender, or nationality.
So Panasonic positioned "Promoting Diversity" as one of the core management initiatives and promote for creating worker-friendly environment as well as providing opportunities to the personnel who has his/her willingness and ability.
As a truly global company, we are aiming to create a corporate culture that respects different values and encourages diversity. All employees will freely demonstrate their individuality and creativity to enable both the company and themselves to continue to grow with the ultimate goal of becoming the No. 1 Green Innovation Company in the Electronics Industry.
Gender diversity is an important aspect of Panasonic's diversity goals; we recognize that improving our gender diversity is necessary to maximize our company's intellectual capital. In Japan, increasing the number of women at the managerial and decision-making levels is both a challenge and a priority at senior levels. We at Panasonic are committed to doing our part and meet the expectations of society.
Among our notable successes in fiscal 2012 was the appointment of our first female executive officer in April. We also launched a number of training programs for our female employeesincluding a career improvement seminar.
Overseas, we recognize that if we are to truly understand the local needs in the regions we operate in, we will require local leadership and talent. This is why we are making significant efforts to strengthen the hiring of local people to be our local leaders.
We continue to promote and expand our specialized training programs for regional employees, including trainings on management philosophy and business policy in emerging countries, as well as our two-year Talent for Tomorrow (TfT) program in our European headquarters, which provides opportunities for young employees to be selected to participate in CSR-related projects and learn about the relationship between business and society through corporate citizenship activities or other CSR-related projects.
In many of the regions in which we produce and sell our products, diversity is essential to our ability to understand consumers' needs and aspirations. For example, in the United States, where Panasonic North America (PNA) has a wide range of diversity activities aimed at moving the company from a compliance mindset to a culture that values diversity and promotes inclusion.
To achieve these goals, PNA has undertaken a number of initiatives aimed at becoming a "best in class" company in the area of diversity and inclusion. These initiatives include cultural training programs and communications and awareness-raising initiatives, such as diversity-focused exhibits and campaigns like our "Multi-Cultural Heritage Month." We also offer flextime, telecommuting, and mobile work, all focused on creating a healthy work-life balance for our workforce.
In fiscal 2012, individuals with disabilities accounted for 2.07% of the workforce in Japan of Panasonic and its major affiliates. This is higher than both the legally mandated level of 1.80%, and the average of 1.65% for all private sector companies in Japan.
In addition, in collaboration with communities and local governments, Panasonic operates seven subsidiaries (Panasonic Kibi Co., Ltd., Panasonic Katano Co., Ltd., Panasonic Associates Shiga Co., Ltd., Panasonic Ecology Systems Kyoei Co., Ltd., Sanyo Heart Ecology, Co., Ltd., Harima SANYO Industry Co., Ltd., and Sendai SANYO industry Co., Ltd.) that are owned jointly with public sector partners for the purpose of employing those with severe disabilities. (As of June 2012, Panasonic Group)
The facilities at these subsidiaries are designed for those with disabilities, and include placement of parts and materials and adjustments to work surfaces to suit the physical needs of wheelchair users, and we actively welcome participants in trainee programs and employees from other companies to learn from our experience. At the Eco Solutions Company, they implement training by job position classification for people with hearing impairment, use sign-language interpreters at skill development training programs, provide classes in signing, and have a communications manual for educating people about how best to communicate with people with hearing impairment.
Going forward, Panasonic is committed to promoting the independence of those with disabilities and their active participation in society.
As part of Panasonic's efforts to create an environment that enables diverse personnel to play an active role, we are implementing initiatives to support a good work-life balance for employees.
In addition, Panasonic has created an environment that allows employees easy access to programs that support parents in managing both work and child-rearing. This includes measures complying with Japan's Law for Measures to Support the Development of the Next Generation. Examples include sections on the company intranet that supply information to help men who are raising children, and provide useful information on maintaining the proper balance between job and household responsibilities.
| Child Care Leave | A total of two years of leave is available until the end of April immediately after the child begins elementary school. |
|---|---|
| Work and Life Support Duty | A flexible work system for those raising children or caring for the elderly, which includes shortened work hours, half-days, alternate days, and other schedules. |
| Family Support Leave | A vacation system that can be used for a wide range of needs, including caring for a sick or elderly family member, or participating in a child's school events. |
| Child Plan Leave | A system allowing leave for infertility treatment. |
| Care for the elderly leave | Possible to take up to 365 days off for each person that needs nursing care |
Panasonic is promoting the e-Work program, which uses information and communications technology to enable people to work from anywhere, with the full e-Work@Home system being introduced to around 30,000 employees in April 2007. In fiscal 2012, approximately 7,000 employees worked from home once a month to as often as once or twice a week, or had used the e-Work@ Home system more than once during a trial period. More than 9,000 people per month also used our "spot offices" - places where employees can work when traveling on business - which are now at 18 locations in total (17 in Japan, 1 in U.S.A.).
The spot offices have been shown to reduce travel time and speed up customer service, and we plan to continue our efforts to create a working environment that allows people to work even more efficiently. Panasonic will increase productivity and continue to improve the work-life balance for its employees by accelerating implementation of more diverse, flexible work styles.
*fiscal 2012
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About Panasonic > CSR > Human Rights and Employees > Employees > Promoting Diversity
