Basic Stance

Daifuku has stated that our management philosophy, “Focus on healthy, growth-driven global management under a diverse and positive corporate culture," where we place our employees at the core of management. By enhancing the skills of each employee and performing to our utmost abilities as an organization, we believe we will be trusted by our stakeholders, which includes our customers and society as a whole. Since the environment surrounding our management is changing rapidly, we also believe that it is important to build a working environment that responds to globalization and diversity.

Promotion Framework

The Human Resources and General Affairs Division is in charge of the establishment and promotion of cross-organizational initiatives related to human resources. In particular, it promotes the cultivation of human resources to support the global development of our business and the enhancement of our management. We have also set up the Mental & Physical Health Promotion Committee to establish a working environment that allows employees to work safely, as well as to promote various initiatives. In April 2017, we set up the Work-Style Reforms Committee, with the aim of achieving work-life balance by providing a working environment suitable for diverse human resources and for improving productivity. We will continue to promote effective initiatives through the sharing of information with each department.

Employment

Total number of employees by region (as of the end of March 2017)

Employee Data (Daifuku Co., Ltd.)

Employee Data (Daifuku Co., Ltd.)
  FY2014 FY2015 FY2016
Number of employees Male 2,068 2,175 2,214
Female 229 251 267
Total 2,297 2,426 2,481
Average age Male 42.1 42.5 42.4
Female 39.7 40.5 40.7
Total 41.9 42.3 42.3
Average years of service Male 16.8 17.0 17.0
Female 14.9 15.4 15.1
Total 16.6 16.8 16.8

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Recruitment

Recruitment
  FY2014 FY2015 FY2016
Male Female Total Male Female Total Male Female Total
New Graduates Recruitment 40 3 43 40 7 47 50 9 59
Mid-Career Recruitment 38 3 41 57 4 61 62 6 68
Ratio of Female Recruitment 7% 10% 12%

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Employment of the Persons with Disabilities

Although still falling short of the legally stipulated employment standard for Japan (2.0%) as of June 1, 2015, we will achieve the standard as soon as possible by regularly recruiting employees mainly at Shiga Works and work in close liaison with Public Employment Security Offices, Employment Security Associations and schools.

Employment of the Persons with Disabilities
  2015.6.1 2016.6.1 2017.6.1
Employment rate of persons with disabilities 1.9% 1.8% 1.9%

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Post Retirement Re-Employment Rate of Retirees

In April 2003, we instituted a re-employment system for which the age of 62 was defined as the upper limit. This system is intended to enable employees to exhibit their abundant knowledge and experience to the full after they have reached the age of 60. In 2005, the age limit was raised to 65. In April 2013, this system was reviewed for compliance with amendments to the Act on Stabilization of Employment of Elderly Persons. As a result, under our re-employment system, we succeeded in continuing the employment of at least 80% of the target individuals.

Re-Employment Rate of Retirees
  FY2014 FY2015 FY2016
Re-Employment Rate of Retirees 87.8% 82.8% 87.5%

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Employee Development Program

To facilitate effective human resource development, Daifuku formulated human resource policies and implemented systematic, focused training programs based on these policies across the Group. In addition to position-specific training for new hires, mid-career employees, and managers, we also conduct training for a selected number of highly experienced employees. Moreover, we not only encourage employees in Japan to take the TOEIC English proficiency exam, but we also provide systems, such as a global business trainee program, to foster a workforce capable of engaging in global business.

Daifuku HR Training System

Creating a working environment in which women can play an active role

We aim to be a company that enables all employees to participate actively, but a lack of balance in terms of the number of male and female employees and managerial staff is regarded as an issue that needs addressing. Therefore, in order to promote diversity, we have implemented a variety of measures to create an environment in which women can play an active role. Since 2016, we have held Female Leadership Training sessions three times each year as an initiative to support the career development and active participation of female employees. Moreover, we hold Childcare Leave Management Seminars for managerial staff at workplaces with staff who are returning to work after childcare leave or who have shortened work hours.

Number of female employees
  FY2014 FY2015 FY2016
Number of female employees 229 251 267
Number of female employees in managerial positions 5 7 8
  • *The number of female employees in managerial positions is calculated based on the people who are the equivalent to section manager or higher.

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Global Leadership Training

Global Leadership Training

In October 2016, we held a skills improvement program for promising staff on the executive track from our overseas subsidiaries. Seven individuals of the 6th class were selected from Soth Korea, China, Taiwan, Thai, Singapoer and Canada and invited to Japan. Our curriculum focused on personnel development, safety, information security, intellectual propriety, and other topics in addition to lectures on management policy, business strategy, IR initiatives, and other issues of interest to the Daifuku Group. We also conducted group work sessions to encourage sharing of challenges and various other subjects and to prompt discussion about international business.

Number of employees approved by the Global Business Course

We have overseas business courses for employees who can be expected to work overseas. Primarily we support the continuous learning of a foreign language that will be required when working overseas.

Number of employees approved by the Global Business Course
  FY2015 FY2016 FY2017
Number of people approved 62 114 120

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Number of employees who have TOEIC scores over 600

Number of employees who have TOEIC scores over 600
  FY2014 FY2015 FY2016
Number of employees who have TOEIC scores over 600 87 95 105

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Number of people enrolled in self-development e-learning programs

Number of people enrolled in self-development e-learning programs
  FY2014 FY2015 FY2016
Number of people enrolled in self-development e-learning programs 143 132 126

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Labor

We promote initiatives to encourage a positive work-life balance, in order to improve the quality of both the work and personal lives of our employees while contributing to the sustainable growth of Daifuku as a whole.

Collective Agreement

We support our employees' rights of collective bargaining. Daifuku has a labor union that works on behalf of the rights of all non-management employees who work at our Japan locations.

Work-Life Balance

We promote initiatives to encourage employee awareness of the need to maintain a positive work-life balance. This is intended to improve the quality of the work lives and personal lives of individual employees while contributing to the sustainable growth of Daifuku as a whole.
Under amendments to the Labor Standards Law and the Child Care and Family Care Leave Law as well as the enacting of the Women’s Active Participation Promotion Law, etc., we are taking steps to revise our personnel system and implement a system to accommodate more diverse work styles.

Improving systems according to various ways of working

Improving systems according to various ways of working
  System Content
Employee Refreshment Flex-time system We introduced a flex-time system to increase time consciousness through self-management, improve efficiency and productivity, and promote work-life balance.
Leaving work on time Daifuku designates every Wednesday as Health Day and encourages employees to leave work on time.
Daifuku promotes this through a public announce system and regularly checking offices.
Planned paid leave system We encourage employees to take three days of paid leave (five or more continuous days including the weekend) between June and September every year. We monitor paid leave at the company with the union and aim for 100% acquisition rate.
Long leave system Daifuku has introduced a long leave system so that each employee can take a maximum of 60 accumulated days of leave for volunteer activities, treatment of non-occupational injuries, childcare, family care, and nursing care.
Refreshment leave Daifuku grants employees 20 continuous days of leave, including Saturdays and Sundays, to employees that turn 50 years old so that they can temporarily leave their work, design their future life plan, and return refreshed to their work.
Childcare support Maternity leave (employee's childbirth) 6 weeks before childbirth (14 weeks for multiple pregnancy), 8 weeks after childbirth
Paternity leave (spouse gives childbirth) 2 days when the employee's spouse gives birth
Childcare leave system Up to the end of the month in which the child turns 1 year old
(It is possible to extend the term up to 1 year and 6 months of age if daycare service is unavailable.)
System supporting early return to work after childcare leave For employees who have returned to work early after taking childcare leave (not to exceed 11 months following childbirth) and are making use of a childcare service for a child under 1 year, we assist them with the associated costs.
Shortened workday system In cases where an employee is raising a child who has not yet reached the end of the third grade of elementary school, a shortened workday schedule can be applied for up to six years. (Otherwise, a flextime system with no set core time can be applied.)
Sick child care leave For a child in the third grade of elementary school or younger who is being treated for an illness, childcare leave can be taken for five days a year (for two or more children, 10 days a year). (earnings in full day or half day units are possible)
Job return entry system For employees who have retired for reasons of child care, the company offers opportunities for re-employment under certain specific conditions.
Other We offer a system to support the cost of babysitting services, and service offering information on entering a childcare facility or using welfare outsourcing services or the like.
Support for family care Family care leave system A maximum of 1 year is available to provide care for a family member
Shortened workday system For employees who are caring for a family member, a shortened workday program can be applied for up to three years. (Otherwise, a flextime system with no set core time can be used.)
Family care leave 5 days per family member requiring care. 10 days if the employee has 2 or more family members requiring care. (earnings in full day or half day units are possible)
Job return entry system For employees who have retired for reasons related to family health care, the company offers opportunities for re-employment under certain specific conditions.

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Average paid leave utilization rate

Average paid leave utilization rate
  FY2014 FY2015 FY2016
Average paid leave utilization rate 53.1% 52.6% 56.4%

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Surveys of employee awareness

Surveys of employee awareness and satisfaction are conducted in order to understand the status and issues of the employees and company. These surveys are anonymous questionnaires that deal with the experiences of our employees (satisfaction, work stress levels, and future prospects of the company) and our employees’ perspectives on the company’s current state (work, workplace, supervisors and the overall company). Based on these results we give feedback to executives and employees, which then leads to initiatives that aim to create a workplace where staff members are enthusiastic, and where the organization is invigorated.

Surveys of employee awareness
  FY2014 FY2015 FY2016
Surveys of employee awareness (overall satisfaction level) 3.66 3.66 3.66
  • *This survey is conducted through an Employee Satisfaction Survey provided by Recruit Management Solutions Co., Ltd.
  • *Number approximately indicates as follows, low: below 3.00, average: more than 3.00 and below 3.50, high: more than 3.50 and below 4.00, very high: more than 4.00

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