The GS Yuasa Group respects diversity and works to maintain and improve a pleasant work environment. We are also committed to developing human resources with an emphasis on workplace conditions.
Provision of Comfortable Working Environment
The GS Yuasa Group believes it is important to provide an adequate working environment in which everyone can display their abilities fully and continues to work regardless of gender and age, to employees. Therefore, GS Yuasa is promoting initiatives aimed at enhancing employees' will to work, stabilization of the job retention rate and improvement in productivity, by conducting adequate employment management in order to heighten employees' awareness of a comfortable working environment and job satisfaction.
Number and ratio of new employees (FY2017, domestic companies)
|Age group||Number of new employees (person)||Ratio (%)||Breakdown of new employees (person)|
|New graduates||Mid-career employees|
Number of resignees and job turnover (FY2017, domestic companies)
|Age group||Number of resignees (person)||Job turnover (%)|
Conservation and Improvement of Safety and Health in Working Environments
Reducing the Risk of Accidents through risk assessments
The GS Yuasa Group makes health and safety-related assessments based on an organizational framework led by health and safety committees in every business division and company, under a health and safety policy.
With respect to health and safety measures, we identify the root causes of potential danger through risk assessments and conduct measures to reduce risks ahead of time. In addition we appoint "safety trainers" who are vital for conducting safety-related programs in the workplaces, including contract employees. We are working to entrench and improve safety through education on safety procedures such as danger prediction and risk assessment.
For work environment management and health management, we are making efforts to improve the working environment based on regular monitoring and measurement results by grasping the actual condition of the workplace environment through assessments and by monitoring the impact of harmful substances on workers through special health diagnoses.
- Health and safety policy
We will create a corporate culture that ensures worker's safety and health.
- We will fulfill legal requirements, invest resources and stipulate procedures for all of our operations in order to ensure a healthy and safe working environment.
- Managers/supervisors will grasp the root causes of dangers associated with safety and health and take measures systematically to lower their risks.
- Managers/supervisors will not overlook unsafe behavior of employees and will provide guidance to correct them.
- Employees will follow predetermined rules related to safety and health in order to protect their own selves.
- Employees will make a report to their superiors requesting for improvement of facilities or procedures when he or she finds the root cause of dange.
|FY 2013||FY 2014||FY 2015||FY 2016||FY 2017|
|Missed work frequency rate*1||0.00||0.37||0.55||0.85||0.45|
|Average frequency rate in manufacturing industry||1.05||1.00||1.06||1.15||1.02|
|Rate of intensity*2||0.00||0.00||0.01||0.01||0.01|
|Average rate of intensity in manufacturing industry||0.10||0.09||0.06||0.07||0.08|
- Missed work frequency rate is the number of people missing work per 1,000,000 work hours, calculated as :Missed work frequency rate = (Number of people missing work / Total hours worked) x 1,000,000
- Rate of intensity is the number of lost days due to accidents per 1,000 work hours, calculated as :Rate of intensity = (Days missed / Total hours worked) x (300/365) x 1,000
Ensuring Appropriate Working Hours
Optimizing Work Hours
Aiming to be a workplace that protects the health of employees and enables them to work with peace of mind, the GS Yuasa Group is striving to ensure the most appropriate work hours through cooperation between labor and management. GS Yuasa International Ltd. has introduced and managed systems to accurately understand and manage work hours (attendance management system and access control system). Moreover, an expert committee combining labor and management held monthly checks the condition of employees working long hours and other related matters, making efforts to manage appropriate working hours.
We are taking steps to reduce labor hours for employees who had worked long hours by providing consultation with an industrial physicianand through an advisory system (see "Work Style Reform" below) for supervisors. In addition, we provide compliance-related education with the themes of promoting understanding of work hour rules and appropriately managing work hours, to employees.
For GS Yuasa Group companies in Japan, we have conducted a survey on the current status of the management of work hours from May 2018 and will give feedback on the results to each domestic company.
Average Number of Fixed Hours
*Notes: Employees do not include personnel on leave or those transferred to workplaces outside Japan.
*Number of annual prescribed workdays = prescribed work hours minus hours taken for leave and hours absent due to tardiness, leaving work early, etc.
*Period: January to December
Work Style Reform
At GS Yuasa Group, labor and management are working as one to reduce long work hours and encourage employees to take annual paid leave with the aims of improving work efficiency and enhancing creativity at work by making sure employees stay physically and mentally healthy.
Examples of initiatives to provide variation in work style
- Setting one "no overtime" day a week
- Making it compulsory to take at least 10 days of leave a year
- Prohibiting two consecutive days of work on prescribed holidays
- Prohibiting overtime late at night (10 p.m. to 5 a.m.)
- Introducing a system to monitor employees working in excess of the standard hours, and providing advice to supervisors on how to deal with overtime issues
Percentage of Annual Paid Leave Taken
*Notes: Employees do not include personnel on leave or those transferred to workplaces outside Japan.
The years shown in this chart refer to September in the specified year to August of the following year, based on a calculation method set by Japan's Ministry of Health, Labor and Welfare.
The GS Yuasa Group Designated as a "Company with Excellent Health Management"
GS Yuasa International Ltd. and three Group companies were each designated as a Company with Excellent Health Management 2018 - White 500 in a program run by the Ministry of Economy, Trade and Industry and Nippon Kenko Kaigi. Under this system, corporations that implement particularly excellent health management in terms of initiatives to deal with health issues in local communities and health promotion suggested by Nippon Kenko Kaigi are publicly honored. GS Yuasa was recognized for (1) improving the health awareness of employees, (2) enhancing the health management system, and (3) enhancing initiatives to promote health and conducting activities relating to diversity.
Aiming to create a working environment in which employees can enjoy good health and work with vigor, we will continue to promote health management.
Mid to Long-term Human Resources Development and Appropriate Ability Assessment
Fostering Autonomous Acting Talent
At the GS Yuasa Group, front-line workplaces are the engine that generates corporate value, and the lead players in those workplaces are our employees. We believe the best training is on-the-job training, so with a strong focus on management by objective we implement training to nurture autonomous acting talent. In off-the-job settings, employees take part in communications training and voluntary training for career development and the improvement of management skills. With respect to career development, we urge all employees to conduct a review of their career every year so that they will have a goal and a desirable image in their work in a responsible way
Basics of Human Resource Development
Average annual training hours per employee (GS Yuasa International Ltd.)
|Item||Classification||Average training hours|
|Types of employees||Indefinite-term employment||7.7|
Respect for Individual Work-Life Balance
Promoting Women's Roles
The GS Yuasa Group believes that providing the environment and opportunity for women's roles will enable every woman to shine, which in turn will help us achieve the "innovation and growth" stated in our philosophy In an effort to do so, the Group is taking steps to promote women's roles with the aim of developing women who can maximize their potential in whatever they do. We aim to create a company where every female employee shines in her own unique way by enhancing the desire for personal growth and increasing the style and number of roles through the synergistic effects of what we call the "three Ls."
GS Yuasa will provide a diversity of roles for women that are bright, fun and affirming.
The "three Ls"
- Action Plan Promoting Women's Roles (April 1, 2016 to March 31, 2019)
- Objective 1
- Steadily increase the percentage of women hired 20% in FY 2016 30% in FY 2018
- Objective 2
- Ensure that at least one woman a year takes part in next-generation select group training in order to boost the business skills of female employees
- Objective 3
- Support the strengthening of management abilities for supervisors in order to create an environment that encourages female employees to work to their potential
Employment of People with Disabilities
To promote the employment of people with disabilities, GS Yuasa International Ltd. offers a wide range of opportunities to people with disabilities, including in a company certified as a special subsidiary* in December 2007.
As of June 1, 2018, 2.69% of employees were people with disabilities, which exceeds the legally mandated employment rate of 2.2% as well as the previous fiscal year's mark of 2.51%
We will continue to manage employment so that people with disabilities can put their skills and qualities to good use in an effort to maintain and improve a pleasant work environment.
*Special subsidiary: A system based on the Disabled Persons Employment Promotion Law, under which, when a subsidiary is certified by Japan's Ministry of Health, Labor and Welfare as giving special consideration to the employment of people with disabilities, it can be regarded as one of the parent company's business establishments when calculating the employment rate of people with disabilities.
Supporting Work Alongside Childcare/Nursing Care
GS Yuasa International Ltd. formulated an action plan based on the Act on Advancement of Measures to Support Raising Next-Generation Children as a joint labor-management program. We are involved in activities to achieve the objectives of the plan, with the aim of creating an environment that makes it easy for employees to participate in childcare. We have also set up an in-house electronic message board called Supporting a Work and Childcare Balance where we disseminate information on childcare-related systems to employees. To ensure that the childbirth, childcare and nursing care support systems are being used, we are making every effort to increase awareness of the systems through training based on levels within the Company that include managers.
Childbirth, Childcare and Nursing care support systems
|Childbirth, Childcare||Alleviation of commutation during pregnancy||System under which work at the beginning or the end of working hours is exempted for female employees who are pregnant (up to 60 minutes/day)|
|Maternity leave||System under which a leave of absence for six weeks before childbirth (14 weeks in case of multiple pregnancy) and eight weeks after childbirth can be obtained|
|Leave for going to hospital during pregnancy/maternity protection leave||System under which female employees who are pregnant or have spent only less than one year after childbirth can obtain a leave for medical examination, etc.|
|Maternity protection leave||System under which female employees who are pregnant or have spent only less than one year after childbirth can take leave (up to one year)|
|Paid leave for births||System under which employees who have a newborn can take leave (three days)|
|Childcare leave||System under which employees who are bringing up a child/children can take leave (as the maximum period, until a child reaches the age of two)|
|Short-time working due to childcare||System under which employees who have a child in the sixth grade or under in elementary school or a child with disability can work for a short time or work with a flexible schedule|
|Nursing leave||System under which employees can take leave for nursing a child in the third grade or under in elementary school (five days/year for one child; ten days/year for two children or more)|
|Breast-feeding hours||System under which employees can get time for breast-feeding a baby under a year old (twice/day, 30 minutes each time)|
|Exemption/limitation of overtime work and late-night work||System under which employees who are raising a child can be exempt from/limit overtime and late-night work|
|Nursing care||Nursing care leave||System under which employees who are caring for a family member can take leave (up to one year)|
|Short-time working due to nursing care||System under which employees who are caring for a family member can work for a short time or work with a flexible schedule (up to three years)|
|Nursing care time off||System under which employees can take leave for nursing a family member (five days/year for one person; ten days/year for two persons or more)|
|Exemption/limitation of overtime work and late-night work||System under which employees who are caring for a family member can be exempt from/limit overtime and late-night work|
|Others||Accumulated leave||System under which employees can accumulate the number of days for annual paid leave whose validity has expired (up to 40 days, acquired for the reason of nursing care for a family member or raising a child in the third grade or under in elementary school, etc.)|
|Leave in hourly units||System under which employees can take leave in hourly units from granted annual paid leave (up to 24 hours/year)|
Utilization of Childcare support system
|Number of users (person)||Usage rate (%)||Return-to-work rate (%)||Number of users (person)||Usage rate (%)||Return-to-work rate (%)|
Utilization of Nursing care support system
|FY||Long-term Nursing care leave||Short-term Nursing care leave|
|Number of users (person)||Return-to-work rate (%)||Number of users (person)||Total umber of days (day)|
GS Yuasa Awarded Kurumin Mark
GS Yuasa International Ltd. attained the Kurumin Mark certification in 2017. The Kurumin Mark is a symbol granted by Japan's Ministry of Health, Labor and Welfare to organizations that meet certain standards regarding formulation of action plans, attainment of their goals and other related actions based on the Act on Advancement of Measures to Support Raising Next-Generation Children.
The GS Yuasa Group aims to be a company that continually supports childrearing by establishing an environment where employees can strike a good balance between work and childcare, and then further enrich these results.
Business Operations Considering Religious Customs in Each Region
At the GS Yuasa Group's overseas sites in Indonesia where Muslims make up a large share of the population, we are conducting business operations considering Islamic traditions and customs. PT. Yuasa Battery Indonesia, PT. Trimitra Baterai Prakasa and PT. GS Battery have a mosque in their respective offices. These companies allow employees to offer prayers at a mosque during working hours, and Muslims gather for prayers on Fridays from both the office and outside the company.
The GS Yuasa Group believes that understanding and respecting customs, cultural values and religion in each region are indispensable for building a good relationship with local employees and effectively operating businesses.