We strive to create a working environment in which our employees can work lively with a sense of fulfillment.
Based on our Human Rights Policy established in fiscal 2022, the Glosel Group is also working on employment and treatment, ensuring a spirit of respect for ambition, ownership, and mission, as well as fair and equitable placement, evaluation and treatment based on a merit-based system. Coupled with these personnel management measures, we are working to foster a corporate culture of “free and open and airy” and to develop human resources that will lead the times.
We ensure a spirit of respect for ambition, ownership, and mission, as well as fair and equitable placement, evaluation and treatment based on a merit-based system. Coupled with these personnel management measures, we are working to foster a corporate culture of “free and open and airy” and to develop human resources that will lead the times.
In terms of acquisition of human resources, 24 people joined the Glosel Group in fiscal 2022. In order to ensure that each and every employee continues to be highly motivated and capable over the long term, we are working to enhance various programs that support employees to continue working, including a self-reporting system and support programs that help employees balance work with child care and nursing care.
The Glosel Group has established a fair and equitable compensation system and discloses it to employees. The wage structure (age-based pay, role-based pay, etc.) and pay table are listed in the Wage Regulations, the evaluation method and items are listed in the Management by Objectives Regulations, and matters related to pay raises and promotions are listed in the Functional Qualifications Regulations to increase the transparency of compensation decisions. With regard to the aforementioned evaluations, we set out missions to be taken by each employee every six months and operate a management by objectives system in which employees receive evaluations. Not only performance goals as a result, but also processes are used as evaluation points, leading to proper personnel evaluation as a system that will not cast behind those who worked hard.
The Glosel Group has a variety of benefit programs in place to help employees live their lives with peace of mind.
For example, in addition to a subsidy program for club activities in which companions who share common interests gather, we are enhancing our employee benefit programs to meet the needs of our employees, including a paid leave program for volunteer activities. In addition, we offer employee shareholding scheme, asset accumulation savings, and group life insurance that can be used on an individual’s own initiative. Furthermore, we are working to improve work-life balance by providing contracted recreation facilities that can be used by individuals and their families.
The Glosel Group adopted the “Smart Work Life Declaration” in April 2017 and has been implementing various initiatives.
This declaration states that we will strive to enhance the value of work and personal life by “creating time” on our own with the aim of creating a rich personal life for each employee.
We are actively working on workstyle reforms, including reducing overtime, promoting the use of paid leaves (implementation of a plan for three consecutive holidays, including Saturdays and Sundays), recommending morning work, leaving work at 5 PM every Friday (paid early leave), encouraging leaving work on time on Wednesdays and Fridays, flexibly using lunch break time, and implementing a telecommuting system to support the work-life balance of our employees.
Percentage of paid leave taken
| (Unit: Days) | Fiscal year ended March 2021 | Fiscal year ended March 2022 | Fiscal year ended March 2023 |
|---|---|---|---|
| Number of days of paid leave granted | 23.7 |
23.6 |
23.7 |
| Number of days of paid leave taken | 20.6 |
19.1 |
21.4 |
| Percentage of paid leave taken (%) | 86.9 |
80.9 |
90.3 |
Overtime hours
| (Unit: Hours) | Fiscal year ended March 2021 | Fiscal year ended March 2022 | Fiscal year ended March 2023 |
|---|---|---|---|
| Total overtime hours | 32,612 |
31,066 |
31,549 |
The Glosel Group, through the Employee Representative Committee consisting of the employees, draws up opinions from the labor side, and proposes them to management, thereby enhancing various systems and improving the working environment.
The Glosel Group supports child rearing by introducing measures that exceed the national system related to parental leave.
Since January 2017, the Glosel Group has provided support to volunteer activities by its employees, including disaster relief, by establishing a “volunteer leave” in its leave system. Employees can apply for this leave and receive up to five days of paid leave per year for company-approved activities.
The Glosel Group has established the Employee Representative Committee to communicate with employees and management. As a standard, the committee’s activities are held once a month, and the committee is provided with opportunities to report and propose data and questions collected from employees to management once a year. The top management always declares that they aim for a free and open and airy company, which fosters constructive communication.
Within the Glosel Group, when incidents of workers’ rights violations occur, they are reported to the Compliance Committee to be put on the agenda and to discuss the Company’s response. No incidents of workers’ rights violations occurred in fiscal 2022.
Our goal is to be a company that accepts people with diverse personalities and values, understands each other, and can grow on the strength of our diversity.
Since 2017, the Glosel Group has included in its action plan the expansion of the employment of women in management track positions, reviewed its system for job type conversion, and created an environment that facilitates the conversion to management track positions. In addition, the action guidelines from FY 2021 set the ratio of women in management track positions at 6%, and we are working to expand employment.
We are promoting the following initiatives in order to provide an environment in which female employees can continue to play an active role, to flexibly change the rules in response to changes in the daily environment, and to improve the work-life balance of female employees.
We will continue to promote the creation of an environment where female employees can work with peace of mind.
In addition, from the perspective of diversity and inclusion, we promote the appointment of young managers and the utilization of senior employees.
The Glosel Group recognizes that the existence of diverse perspectives and values that reflect different experiences, skills and attributes is essential for sustainable growth. We are also aware of the importance of ensuring diversity in the recruitment of foreign nationals, the recruitment of core human resources, etc., and are currently hiring mid-career employees as needed.
With regard to the employment of people with disabilities, the Glosel Group aims to create a work environment that is comfortable and rewarding for people with and without disabilities.
The Company’s policy is posted in the corporate database for Women’s Advancement Promotion managed by the Ministry of Health, Labour and Welfare. In accordance with the Women’s Advancement Promotion Law, together with the disclosure of various data, we aim to create a company that contributes to the local community by increasing the number of women in leadership positions in each workplace and creating new values and competitiveness through process innovation and product innovation. In addition, real stories of women active in the Glosel Group entitled “Shining Women Special Talk” is posted on the Glosel website.
To coincide with the amendments to the Child Care and Family Care Leave Act that took effect on October 1, 2022, we also introduced a new system of parental leave at birth (paternity leave at birth). In addition to the law, with the desire for men to actively participate in child rearing in the first five days of leave, we offer paid leave (with 100% pay) to encourage an increase in the rate of taking leave.
LGBT education is being implemented in the new manager training. In addition, we have expanded the diversity and inclusion training available at external institutions since fiscal 2023. We encourage the acquisition of basic knowledge about sexual minorities and are working to create an environment in which diverse people can play an active role.
In order to enable experienced employees to make the most of their wealth of knowledge and skills, the Glosel Group has adopted a mandatory retirement age of 63 since 2020 and has established a system that allows employees to work until the age of 67 on a contract basis. It is a very meaningful system for both labor and management as it allows a wider range of activities and prevents the outflow of valuable know-how.
The Glosel Group respects the United Nations’ philosophy of normalization and actively promotes the hiring of people with disabilities. The wage structure is the same for all employees, with no distinction between able-bodied and disabled employees, and there is no difference in evaluations and pay raises. In terms of positions to be engaged, we make decisions by paying the utmost attention to the matching between the individual and the workplace, but since they are placed in the workplace of the regular line, we select jobs that are easy for people with disabilities to play an active role.
We have a system for employees who work while doing child care and elderly care to work with peace of mind.
By working to ensure the safety and health of our employees, we are promoting the creation of a safe working environment.
The Glosel Group is committed to occupational safety and health and is committed to the management of health company. We declared ourselves a healthy company on July 1, 2019. Aiming to create a workplace where employees can work in good physical and mental health, we are working on “food,” “exercise,” “smoking cessation,” and “mental health” to promote health.
In addition, in 2020, we were recognized as a “Certified Health & Productivity Management Outstanding Organization” and have continued to be certified since then. We will continue our activities for continued certification.
President
General safety and health supervisor
Deputy general safety and health supervisor
Health and Productivity Management Promotion Secretariat
• Human Resources Department
• Labor-management Committee
• Head of the base
Industrial physician
Health staff
Safety and Health Committee
(General Committee)
Safety and Health Committee
Base
Safety and Health Committee
Head Office
President
General safety and health supervisor
Deputy general safety and health supervisor
Health and Productivity Management Promotion Secretariat
• Human Resources Department
• Labor-management Committee
• Head of the base
Industrial physician
Health staff
Safety and Health Committee
(General Committee)
Safety and Health Committee
Base
Safety and Health Committee
Head Office
The Glosel Group holds monthly Safety and Health Committee meetings at each site. The Committee formulates policies and plans for safety and health activities and discusses the elimination of occupational accidents, the maintenance and promotion of health, traffic safety, fire and disaster prevention, and the creation of a comfortable workplace. In addition, through measures against the novel coronavirus and other infectious diseases, the publication of health declarations, and the implementation of health seminars, we are focusing on creating an environment in which our employees can work actively and with a sense of fulfillment.
Based on the Industrial Safety and Health Act, the Glosel Group holds monthly Safety and Health Committee meetings with safety and health supervisors and industrial physicians to improve the working environment so that all employees can work in a comfortable workplace with peace of mind.
Based on the Industrial Safety and Health Act, we conduct a stress check once a year and provide opportunities to see an industrial physician based on the results. We take care not to place too much burden on employees by quickly detecting not only physical but also mental changes. We conduct regular health checkups and stress checks at a rate of 100% and hold health events.
The Glosel Group is committed to educating its employees to embody its credo of “Creation & Innovation” and helping its employees work freely and with a sense of fulfillment.
In 1992, we established the Education Manual, which serve as the foundation for the Company’s education policy. This manual stipulates matters related to the education and training of employees and aims to ensure the smooth and efficient operation of employee education and to develop human resources who practice “Creation & Innovation.”
We have established the Education Committee to systematically and effectively implement education and training. The Human Resources Department is responsible for the secretariat of the Education Committee, and the chief of the Human Resources Department is appointed as the person in charge of the general education and the chief of each department is appointed as the person in charge of education, focusing on developing human resources that will lead the next generation through company-wide cooperation.
For the purpose of developing global talent, we are increasing support for online English courses and English language schools. We have a one-year overseas training program at Glosel’s overseas offices, which gives employees the opportunity to study global business before they are officially assigned. Participants have the advantage of increasing their knowledge of overseas operations, as well as being able to check the contents of their work in advance, so that they can proceed without any mismatches when they are officially assigned to overseas offices.
Group training sessions are held for each hierarchical level, and the roles required for each level are confirmed, and communication with members of other departments is used to inspire each other and to remind them of their position in the job class. In addition, we offer correspondence courses with a selection of about 300 types, as well as external classroom training, to create an environment where employees can study while portraying themselves they want to acquire and become.
The greatest asset of a trading company is its employees. The growth of each employee leads to the growth of the company.
In order for employees to take the lead in realizing “Creation & Innovation,” we offer over 300 training lineups to provide necessary learning opportunities.
At Glosel Group, liberal arts and sciences do not matter. It is a company that has a “soil for growth” if you are willing to learn independently.
The annual All-Employee Training Seminar recognizes departments and individuals that have achieved outstanding results or sales results in the previous year (Sales Awards, etc.). Awards recipients are given time to present their achievements as well as earn sub-prize, and sharing success stories helps to raise awareness throughout the company.
