Management Foundation (DE&I)
SMFL affords each individual the utmost respect and works to foster an organization that makes every possible effort to transpose each employee's personality and attributes into an organizational strength.
DE&I
SMFL affords each individual the utmost respect and works to foster an organization that makes every possible effort to transpose each employee's personality and attributes into an organizational strength.
We will thereforeprovide an environment where diverse people can work with satisfaction and fully experience their own personal growth with the aim offostering an organizational culture empowered by diversity.
Empowering women
As a means of empowering women, we strive to increase the percentage of female managers and the percentage of female new graduates hired, and provide support for their career development. We currently employ four female officers, including two that were newly appointed in April 2024. In recognition of our leading efforts to empower women, we received L-Boshi (2 Star) certification.
Numerical targets and action plans for promotion of women to management positions, etc.
Achievements：Percentage of female managers, Percentage of female new graduates hired
Employing people with disabilities
To enable each and every employee with a disability to fulfill their potential, we have established a support system that includes job and task assignments that accommodate the needs of each individual, as well as periodic personnel interviews.
Achievement：Percentage of employees with disabilities hired
Activities of Seniors
As we enter the era of 100 years of life, it is increasingly important for each individual to think about his or her long-term career.
Considering this situation, we have expanded our work options, including the "Work-Life Challenge system" (working on 12 days a month) and short-time flextime for nursing care, so that aspiring senior employees can choose careers that will enable them to play an active role for a longer period of time, as well as a variety of careers throughout their lives.
We also conduct a variety of training programs, such as "Career Management Training", to help employees develop their own careers.
Promoting LGBTQ Understanding
To create a workplace environment in which sexual minority employees, including LGBTQ people, can play an active role, we have established employment rules and specialized consultation desks that allow same-sex partners to work equally with their spouses.
We also hold study sessions to promote a better understanding of our employees and our company participates in various events.
In the PRIDE Index 2023, an evaluation index for LGBTQ and other sexual minority initiatives in the workplace, we have received the highest ranking of Gold since 2020.
Improving Well-being
In April 2021, SMFL formulated the SMFL Health and Productivity Management Declaration, through which we have committed to creating a workplace environment and organization in which both employees and SMFL can grow together.
SMFL holds various health-related events and seminars in a bid to improve the health literacy of employees and their families. In addition to maintaining and promoting efforts to ensure good health, we work to put in place an environment in which employees can maximize their value. This includes work styles to suit diverse employee lifestyles, such as balancing work with childcare, nursing care, and medical treatment, and learning to improve skills.
Health and Productivity Management
We recognize that the health of our employees and their facilities is of the utmost importance if we are to encourage employee development, a major pillar of Our Vision. Under the SMFL Health and Productivity Management Declaration, SMFL has pledged that it will engage in health management in a bid to help each and every employee maintain and improve their health while vigorously taking on challenges and continuing their growth as a means to share and bring to fruition this Vision.
Health Management System Chart
Flexible work styles
In an effort to ensure healthy working hours for employees, SMFL sets Group-wide smart work targets each year for working hours and the promotion of paid leave. SMFL received a 4-star rating in the Nikkei Sustainable Management Survey (Smart Work Edition)*, which selects leading companies that are taking on the challenge of revolutionizing productivity through work style reforms.
- ※Efforts to maximize organizational performance through three initiatives: use of human resources, investment in human resources, and use of technology are defined as smart work management. These efforts are evaluated on a 5-star scale.
Under the flextime system (eliminating core time), employees are able to work flexibly in line with their individual circumstances and at their own convenience. In addition, employees raising children can avail themselves with a variety of options, including reduced or staggered working hours. Employees are also allowed to engage in remote work, which includes working from home, at the home of a second-degree relative, or a satellite office.
As the diversification of work styles continues to accelerate, we are conducting labor management training for managers and working to instill within SMFL a proper understanding of labor management as well as appropriate management methods.
Support for Work-Life Balance
Support for Childcare
SMFL has not only a parental leave, but also a leave for taking care of sick children that can be used in case of sudden illness.
Employees can take "leave for taking care of sick children system" by the hour. We also provide career support through "follow-up training for employees returning from childcare leave" and individual interviews before and after maternity leave.
We have received “Platinum Kurumin” certification from the Ministry of Health, Labor and Welfare as a childcare support which is particularly outstanding among companies proactive in supporting the development of the next generation.
Act on Advancement of Measures to Support Raising Next-Generation Children.（PDF : 101KB）
Nursing care
In addition to a leave system that addresses employees' long-term nursing care needs, SMFL has established a nursing care leave system that can be used in the same way as paid leave and covers the various stages of nursing care as family members progressively age. Through a series of seminars, we also invite outside experts to comment, provide general information, and advise on how to balance work and nursing care.
Support for Treatment
We are expanding our "life support leave" and other leave systems so that employees with disease can concentrate on attending hospital and on recuperation with peace of mind.
We are also strengthening our support system by cooperating with industrial physicians and medical institutions.