Respect for Human Rights and Diversity

| Respect for Human Rights | Respect for Diversity / Work-Life Balance | Approaches to Stimulating Communication |

 Respect for Human Rights
Aside from compliance with the laws of individual countries, the Kyocera Group implements measures in accordance with the United Nation’s Universal Declaration of Human Rights, the Fundamental Human Rights Convention by the International Labor Organization (ILO) and other international conventions. The Kyocera Group joined the United Nations Global Compact, a global platform setting out 10 fundamental principles relating to human rights, labor, environment, and anti-corruption, out of agreement with the main purport of the Compact. The Kyocera Group established the Kyocera Group CSR Guidelines and explicitly prohibits the use of forced labor and child labor as well as discriminatory treatment on the basis of gender, age, beliefs, nationality, physical features, etc. The Kyocera Group is also working to prevent power harassment and sexual harassment in the workplace. In addition, the Kyocera Group endeavors to exchange views and share information with employees through organizations such as labor unions and workplace associations. The Kyocera Group promotes development of a comfortable work environment that fosters motivation.

Kyocera Group CSR Guidelines

Measures Relating to Human Rights and Labor
To raise employee awareness concerning human rights and labor, time at morning meetings in Kyocera is set aside for announcements on matters requiring compliance in the workplace. Reading in turn about related issues from the Kyocera Employee’s Action Guideline, which is distributed to all employees, is also an ongoing activity. In addition, human resource departments undertake independent checks for legal violations such as discrimination, appropriate payment and working hour management according to labor-related laws and regulations, in-house rules, and labor agreements with unions. Auditing departments also carry out audits regularly to ensure thorough legal compliance.

 Respect for Diversity / Work-Life Balance
Adapting to Globalization
Since Kyocera’s first overseas office was established in 1968 (U.S.A.), localization has been the basic principle of recruitment. The Kyocera Group has always tried to appoint local employees to management positions. Kyocera directly employs students who graduate from Chinese universities and graduate schools from the viewpoint of the employment and development of personnel who will lead our global development in the future. We will also continue to employ foreign students studying in Japan.
Image: Ratio & No. of Employees by Region (as of March 31, 2017)

Promoting the Careers of Women in the Workplace
Kyocera views the promotion of women’s advancement as an important management issue and is developing a workplace environment that allows a variety of human resources to maximize their individual performance. In FY2017, we set two specific numerical goals to further promote the careers of women, which are to “increase the number of woman employees whose position is section manager or higher to 60 by 2020” and to “maintain the ratio of women employed by the ‘regular university graduate recruitment system’ at 20% in and after 2017.” The ratio of women employed in FY2018 regular university graduate recruitment is 20.8%. We continue to conduct various activities toward achievement of the goals.

System and Action for Promotion of the Careers of Women in the Workplace
Kyocera conducts various measures, through the woman action promotion activities headed by the President as the General Director, including increase in the number of woman managers, improvement of the ratio of woman employees, enhancement of the system to support realization of both work and childcare, and education for cultural reform. Activities of education for cultural reform include setting up a Woman’s Activity Promotion Committee at each major site. Woman employees selected from each workplace as Committee members are voluntarily carrying out various activities to solve pending problems facing women’s career promotion. In FY2017, the Positive Action Promotion Committee was newly set up for each business department, in addition to current activities by site. The Committee holds an annual gathering to discuss the working style of woman employees. The opinions and requests from the Positive Action Committee are integrated by the human resource departments, and particularly important items are incorporated to personnel measures. Kyocera intends to reinforce those activities to establish or improve the working environment friendly to woman employees.

Organization System

Major Actions in FY2017

Action sites Action details
Hokkaido Kitami Plant

· Skill improvement workshop for Woman's Activity Promotion Committee members held

· Lectures by external woman role models held

Tokyo Office

· Study meetings for information exchange with other companies held

Yokohama Office

· Career design training provided

· Episodes of experience on satisfaction of both work and childcare placed on the Intranet

· Study meetings for information exchange with other companies held

Nagano Okaya Plant

· Interviews given to women managers active at other sites to vitalize activities at Okaya Plant

· Publication of booklets introducing the systems for supporting a balance of career and childrearing

Shiga Gamo Plant

· Workshop for women in their 40s held

· Educational information newsletter "Himawari-Net" published

Shiga Yasu Plant

· Plant tour for employees’ family members held

· Educational information e-mail newsletter "Jokatsu Tsushin" distributed

· Training for shortened workday system users held


· Training for employees with managerial positions held on communication with employees during childrearing working under them

· Exchange meetings among woman employees engaged in childrearing held

Kagoshima Sendai plant

· Career design training provided

· Lectures by external woman role models held

· Educational information newsletter "Tanpopo Tsushin" put up in company cafeteria

· Career design training provided

Kagoshima Hayato Plant

· Career design training provided

· Exchange meetings among woman employees held

Employing People with Disabilities

Kyocera focuses on hiring people with disabilities and continuing their employment. Employees with disabilities hired by Kyocera are assigned appropriately so that their jobs and workplaces match their aptitudes.

We continue various structural improvement specifically including elevators and bathrooms friendly to employees using wheelchairs, and installation of braille plates at various places. In addition, we provide health care support by industrial physicians. With these fine-tuned actions, we promote development of an attractive work environment that allows employees to feel satisfaction. In FY2017, we actively placed disabled persons intending to experience working through coordination with local community or relevant organizations. At Kyocera, the employment rate target was set at each work site to promote actions. As a result, the rate of employees with disabilities is 2.05% as of March 2017. Kyocera intends to develop specific actions plans and actively employ people with disabilities to enhance the rate of employees with disabilities.

Image: No. of Employees Taking Child-Rearing Leave

Measures for Child-Rearing and Nursing Care
The Kyocera Group (Japan) introduced the Child-Rearing Leave System to help female employees to both work and fulfill their family lives. In FY2017, 234 female employees took advantage of this system. Kyocera also offers a shortened workday system available for employees for reasons of childrearing or nursing care. As of March 31, 2017, 298 employees were using this system.

Furthermore, Kyocera’s support for nursing care is provided in the form of a nursing care leave system that allows employees to take up to a maximum of one year longer off work than that which is mandated by law. Intended to mitigate worries of balancing of career and nursing care, the Guidebook for Balancing Career and Nursing Care is placed in the in-house portal site as part of the effort to provide necessary information to employees.

As a result of the environmental improvement for balancing both responsibilities, Kyocera was granted certification of standard-compliant general enterprise as per the Act on Advancement of Measures to Support Raising Next-Generation Children by the Health, Labour and Welfare Ministry.
Image: No. of Employees Taking Child-Rearing Leave

Major systems for supporting a balance of career, childrearing and nursing care
  System Description
Childrearing Child-Rearing Leave System Applicable until one day prior to the first year birthday of a child. Extendable until the child reaches 18 months of age depending on the situation.
Shortened Workday System Applicable during pregnancy or the child finishes schooling of the third grade of elementary school. Working hours can be shorted by up to two hours a day.
Work Time Change Applicable during pregnancy or up until the child finishes schooling of the third grade of elementary school. Work start or end time adjustable up to 1.5 hours earlier or later a day
Subsidizes Use of a Baby-Sitter Applicable until the child finishes schooling of the third grade of elementary school. Maximum annual subsidy per child is 200,000 yen
Child Care Vacation Up to five days per year per child providing the child is younger than elementary school age. 10 days for two or more children. Half-day leave may also be obtained.
Nursing Care Family Nursing Care Leave Total of one year per family member who needs nursing care.
Shortened Workday System Up to three years from the start of use. Available in divisions. Work time can be shortened by up to two hours a day.
Work Time Change When family nursing care vacation is taken, the work start or end time may be adjustable up to 1.5 hours earlier or later per day effective for up to one year.
Family Nursing Care Vacation Up to five days per year per family member who needs nursing care 10 days for two or more children. Half-day leave may also be obtained.
Others Comeback Entry System This system allows employees, who once left Kyocera for reasons such as childrearing, nursing care, or other personal reasons, to reenter Kyocera. Former Kyocera employees are eligible for this system within 7 years after their departure.
Hour-based Paid Vacation System When a former employee applies for re-entry, Kyocera’s job openings and the applicant’s desire will be reviewed for appropriateness, and his/her
re-employment will be approved if they are matched.

 Approaches to Stimulating Communication
Holding Company Events & After-Work Social Gatherings “Compa”
The Kyocera Group believes it is necessary to maintain family-like relationships of trust among employees, and thus considers company events and “compa” to be very important. Kyocera Group “compa” are not simply social gatherings, they are opportunities for interaction aimed at strengthening mutual understanding on reaching specific objectives. This understanding can be attained, for example, by deepening discussion on work-related issues, and by participants declaring their goals. At company events or “compa,” employees can deepen communication with executives and managers, get to know co-workers in other departments better, and deepen mutual relationships and ties.

Approach to Labor-Management Relations
Photo: Athletic meet (Osaka)

Athletic meet (Osaka)
At Kyocera, great emphasis is put on building relationships based on trust and heart-to-heart bonds among employees. Labor-management relations at Kyocera go beyond the generally accepted idea of harmony between management and labor. At Kyocera, the basis of the relationship is “coaxial labor and management,” where perspectives are shared on the same level. We carry out sports meets, summer festivals and many other kinds of events that stimulate and sustain such relations through unity. In Europe, the U.S.A., China and other countries, Kyocera continues to maintain appropriate labor relations via thorough labor-management consultation in accordance with labor laws of individual countries. Labor and management on the same axis is the key for successful labor relations. Maintaining this stance will help to resolve problems in the workplace and keep the company on the path of sustainable development.

Regulations Review Project
Aware of diversifying needs and lifestyles of Kyocera employees with the changes in times or the environment, Kyocera set up the Regulations Review Project as a joint project of the management and labor union to always ensure appropriateness, fairness, and justness in systems and standards to inspect all these regulations together.
Labor and Management Exchange Conference
Meetings of labor and management representatives are held each month in Kyocera plants and offices. The purpose of the meetings is to verify working conditions for employees and the workplace environment, and to actively exchange views on matters needing improvement, among other issues.
Kyocera Group Sports Festival
At Kyocera, great emphasis is put on building relationships based on trust and heart-to-heart bonds among employees.At the 2016 athletic meet, which is the 37th holding of the event, 34 teams who outperformed their preliminary competitors from plants, offices and domestic Group companies of Kyocera had a good competition among themselves under the slogan "Gather at the Place of Foundation! Show Your Combined Power! Fly toward the Future!"

One Approach

Hokkaido Kitami Plant Certified as a Kitami Work-Life Balance Business

Awarding ceremony of certificate
The Hokkaido Kitami Plant was certified as a Kitami Work-Life Balance Business newly established by Kitami city in FY2017. This system examined businesses from the viewpoints of availability of support of career and childrearing balance, development of human resource capability without gender bias, and health promotion of employees. Certification is provided in three levels depending on the status of activity, from Stage 1 to Stage 3. The Plant is evaluated for its enhancement of the system to support balancing of career and childrearing and activity to enhance employees’ awareness of cultural reform, and was certified at the highest level Stage 3.
Thai Group Company Awarded the Excellent Labor-Management Relations and Labor Welfare Award

Award ceremony
Kyocera Crystal Device (Thailand) Co., Ltd. was awarded the Excellent Establishment on Labour Relations and Welfare Award, established by the Thai Government to improve labor environment in their country, consecutively for the ninth year. The company was comprehensively evaluated for its labor and management joint activities including prevention of industrial accidents or infectious diseases, education to employees for health promotion or other purposes, and local contribution activities such as tree planting.

Measures for Raising Workplace Vitality
The Kyocera Group (Japan) regularly conducts an awareness survey of all employees. The survey focuses on topics such as the level of awareness of work, the atmosphere at workplaces, voluntary action or attitude, and the sense of trust in the company. Responses from each organizational unit are analyzed, enabling diagnosis of "vitality level" in each workplace. Results of analyses are compiled into a reference index, which is then used in improvement activities centered on workplace leaders to achieve higher vitality levels in each workplace.
Photo:2016 workplace vitality diagnosis results (Kyocera Group in Japan)

2016 workplace vitality diagnosis results (Kyocera Group in Japan)
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