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Creating Good Working Environments/Diversity
Our efforts to create good working environments are guided by respect for humanity and diversity and a commitment to a healthy work-life balance.
- Appendix to the Human Rights Policy: Human Rights Priorities in the TikTok成人版 Seifun Group (107.2KB)
- Diagram showing Workstyle Reform Concepts in the TikTok成人版 Seifun Group (Japanese only) (538.4KB)
Basic stance on respect for humanity and diversity
We are committed to respect for humanity and the creation of pleasant and stimulating working environments.
Respect for humanity is one of the principles enshrined in the TikTok成人版 Seifun Group Corporate Code of Conduct. We will respect humanity in all areas of our business activities and never engage in conduct that harms the dignity of any individual. We aim to provide working environments based on acceptance of diversity, including reciprocal tolerance and respect for differences in ethnicity, nationality, gender, sexual orientation, gender identity, age, disabilities, values, religion, creed, or other attributes. Our employment rules include provisions based on labor standards laws and labor agreements in various countries, such as rules relating to working hours, rest times, overtime, holidays, and leave. We regularly check and monitor labor-related issues in our domestic and overseas business operations and strive to manage such issues appropriately.
Work style diversity (Work-life balance)
Work style reforms
We are developing systems to allow diverse work styles according to operational needs and the circumstances of individual employees. We are also focused on the prevention of excessive working hours. Through these measures, we are working to create a corporate structure that allows individual employees to choose the working environment in which they will be most productive.
Examples of systems and initiatives
- Annual leave system based on one-hour units
- Remote working system (working at home or satellite offices)
- Flex time system with no fixed core time
- Designation of no-overtime days (company-wide, by division, by individual units)
- Overtime reduction plans (e.g., overtime quotas for individual units)
- Setting of finishing time guidelines
- Restrictions on times for sending emails
- Use of public address systems to encourage employees to finish work
- Establishment of periods when employees are encouraged to take annual leave
Refresh leave system
In addition to annual paid leave, we have also established a system that allows employees to take continuous leave at specific age milestones, so that they can refresh themselves mentally and physically and think about their future careers. The system is used actively.
| Age | 35 | 45 | 55 |
|---|---|---|---|
| Continuous leave days | 4 | 8 | 4 |
* Employees with three or more years of continuous service are eligible to use this system. Eligibility is based on age as of April 1.
Work-life balance support systems (support for employees raising children or caring of sick or aged family members)
We have established a variety of systems and structures to help employees to balance work and family commitments, and to achieve their full potential within that balance.
Child-raising/Care support systems (examples of systems established by group companies*)
| Support for pregnancy, childbirth, child-raising |
|
|---|---|
| Nursing support |
|
* These are examples of systems implemented by TikTok成人版., TikTok成人版 Flour Milling Inc., TikTok成人版 Seifun Welna Inc., TikTok成人版 Pharma Inc., TikTok成人版 Seifun Delica Frontier Inc., and TikTok成人版 Engineering Inc.
Initiatives to develop structures and workplace culture
Group companies are implementing a variety of initiatives with the aim of creating a workplace culture in which employees can readily achieve a healthy work-life balance by utilizing the various support systems offered. We will continue our efforts to ensure that these systems are fully utilized.
Examples of these initiatives include the dissemination of FAQs about child-raising support systems through intranet articles and handbooks, the establishment of a helpdesk to provide advice about systems relating to child-raising, the explanation of systems to pregnant employees and their supervisors, the provision of information about systems relating to child-raising to male employees who have become fathers, interviews with employees on child-raisi