Together with Employees
Basic Approach to Employees
To ensure that we live up to our company philosophy for sustainability, we are striving to secure outstanding employees that have diverse understanding and perspectives. As well, we will provide an environment for them to maximize their abilities. In addition, we are working to maintain and improve our business activities by creating an environment in which employees can work safely and in good health, and that enables a variety of workstyles.
Recruitment and Human Resource Development
We continue to cultivate the DNA that we have built up over more than 70 years by hiring new graduates, while bringing in mid-career workers with diverse backgrounds. The open and mutual exchange of ideas between these two groups serves to challenge the ever-evolving world of science and technology.
Comparison of Regular Recruitment and Mid-Career Recruitment （as of March 31, 2024）
Ratio of Females among New Graduates Recruited
| FY 2022 | FY 2023 | FY 2024 | |
|---|---|---|---|
| No. of female employees | 9人 | 10人 | 9人 |
| No. of male employees | 47人 | 37人 | 43人 |
| Ratio of females | 14.5% | 21.3% | 17.3% |
Promoting Diversity
JEOL recruits people regardless of their gender, nationality, age, or disability to create an organization where everyone can play an active role.Through our support of the work-life balance, we have been focusing on empowering women and promoting childcare guided by government acts for women's empowerment and child raising. These initiatives earned us Eruboshi certification (3rd level) in August 2023 and
Platinum Kurumin certification in November 2024, both from the Ministry of Health, Labour and Welfare.
In addition, the percentage of female employees who take childcare leave and return to work is close to 100%. Many employees make use of a shortened work hour system, etc., after returning to work following childbirth and childcare. Our return-to-work system--helping employees who have left for reasons such as childcare or nursing care--has spread throughout the Company. We are now seeing more employees take advantage of this system and return to work. The hourly paid leave program, introduced in January 2021, has also been widely used by employees as a way to effectively balance work and family life.
We have also been focusing on raising the percentage of male employees taking childcare leave, which rose significantly to 45.0% in fiscal 2022 and 61.9% in fiscal 2023. Having already achieved our initial goal of a 50% acquisition rate by fiscal 2024, we have set a new goal of 65% (by end of fiscal 2028) and aim to further increase the acquisition rate.
| FY 2021 | FY 2022 | FY 2023 | |
|---|---|---|---|
| Job Turnover Rate | 16.7% | 45.0% | 61.9% |
Initiatives to Safeguard Health
We believe that the mental and physical health of employees are important management issues, so JEOL practices effective health management, including promoting our Health Management Declaration both inside and outside the Company.
Almost every employee receives a medical exam every year. Our resident industrial physician pays close attention to the daily health of employees.
Further, over 90% of employees undergo stress checks every year to help prevent mental health problems. We have also established multiple points of contact to provide counseling and support, which includes talking with an industrial doctor specializing in mental health or getting advice from people outside the Company via telephone or email.
| FY 2018 | FY 2019 | FY 2020 | |
|---|---|---|---|
| Health chekup participation rate | 99% | 99% | 99% |
| Stress check exam rate | 92% | 91% | 94% |
Health Management Declaration
JEOL wishes to be a company that contributes to the progress in both science and human society on the basis of company philosophy since its founding of "Creativity" and" Research and Development". In order to continue to provide products and services that contribute to people's health, safety, and security, it is of primary importance for each and every employee to be healthy in mind and body. Based on this belief, we will promote the following initiatives.
September 1, 2021
Izumi Oi
President & COO
We will prevent occupational accidents by promoting risk assessment and enhancing safety education.
We will continue to conduct stress checks to detect mental health problems at an early stage and prevent them from occurring in the first place.
We will actively engage in health promotion measures to maintain and promote the physical and mental health of each and every employee.
We will work to reduce health risks caused by passive smoking and improve the corporate environment.
We will achieve 100% of employees receiving regular health checkups.
Health and Productivity Management Structure
To 2022 Certified Health and Productivity Management Outstanding Organization
Initiatives for New Workstyles
JEOL encourages all employees to take paid leave to reach a balance between their work and their private life. In fiscal 2020, all employees took the five days of paid leave required by the national government, with the average number of days of paid leave being taken reaching 11 per employee. Further, in January 2021, a "paid leave by the hour" system was introduced to respond to flexible working hours and to suit diverse lifestyles.