Rewarding Working Environment
The EIZO group promotes the development of a pleasant working environment in which all employees can fully utilize their individual strengths within a a broadminded corporate culture that encourages free and creative activity.
Employee Engagement
The EIZO group conducts annual stress checks for employees, during which engagement scores are also calculated. The engagement score reflects employees' enthusiasm and pride in their work and serves as a KPI to measure one of our materialities: "Broadminded corporate culture that encourages free and creative activity" These scores are published on our website and internal intranet. The results of the stress checks are aggregated and analyzed by department, and the insights are used to inform subsequent improvement activities.
Engagement Score (KPIs and Targets)Career Support System
We have established education and personnel systems appropriate for each job level to support career development in group companies in Japan. Through these educational opportunities, we share and instill the EIZO mindset, which leads to higher employee engagement. We have also established education and personnel systems appropriate for each job level to support career development. For example, new employees are provided with a three-year, on-the-job training plan, and regular interviews are held with supervisors to improve their skills and motivation as well as to help them settle in at the company. For mid-level employees and above, we have introduced a role grading system to clarify the company expectations for each individual and ensure that they share a common vision for achieving their goals. We also promote employees to specialized positions that make the most of their skills and expertise unique to a particular job area. In 2023, we began allowing employees to hold a secondary job, thereby helping them to achieve self-fulfillment. We are committed to creating an environment in which every employee can work vigorously while demonstrating their individuality. These efforts have enabled the EIZO Group to maintain a high retention rate and have contributed to human resource development and business activities over the medium to long term.
Employee Awards Program
The EIZO group has implemented a recognition program for all employees and teams globally. This program aims to commend outstanding achievements, boost motivation, and foster a sense of unity across the entire group.
Support for Balancing Life Events and Work
The EIZO group has established various support systems to help all employees balance work with life events such as childcare and caregiving. These systems comply with the laws of each country while providing flexible working arrangements, including leave for childbirth, childcare, and caregiving, as well as reduced working hours. For group companies in Japan, in addition to legally mandated programs, we offer enhanced support, such as allowing flexible use of reduced working hours for childcare up to two hours a day until a child finishes the third grade of elementary schooling. We also provide additional support, such as spouse childbirth leave, to further assist employees who are managing childcare or caregiving responsibilities. By promoting internal recognition of these systems and creating an atmosphere conducive to their use, we have maintained a 100% rate of women taking maternity leave throughout the Group in Japan. Furthermore, we achieved a 64% rate of male employees taking childcare leave in FY2022.
Usage Status of Childcare and Nursing Care Systems (Japan)
FY2021 | FY2022 | FY2023 | |
---|---|---|---|
Childcare/nursing care leave | 47 | 67 | 70 |
Male acquisition rate of childcare/ nursing care leave (%) | 20.0 | 21.7 | 63.9 |
Shortened work hours for childcare/nursing care | 43 | 54 | 93 |
Improving the Work-Life Balance
We believe that feeling mentally and physically refreshed is important for employees to work with a sense of fulfillment, accomplishment and happiness. To enable employees to effectively use their free time to refresh their minds and bodies or pursue personal development, EIZO encourages balanced work styles through a broad range of benefits for diverse needs and supports club activities and recreational events.
Annual average work hours, Paid leave taken (Japan)
FY2020 | FY2021 | FY2022 | |
---|---|---|---|
Annual average work hours Omit | 1,904 | 1,912 | 1,908 |
Paid leave taken (%) | 77% | 81% | 85% |
Open Labor-Management Relations
In the EIZO group companies in Japan, we have established the "V-work Council" as a forum for labor-management agreements. This council gathers feedback from representatives to create a more comfortable working environment for employees by improving labor-management relations. Overseas group companies have also set up labor-management councils or labor committees, tailored to the laws and social environments of each country, to foster healthy labor-management relationships. Additionally, the "EIZO Top Meeting" is held regularly, providing a platform for employees to share new business ideas and departmental initiatives with executives, promoting active discussion. This environment encourages each employee to take responsibility and engage in management, driving the business forward as a united organization.
Financial Wellness
The EIZO group in Japan offer various welfare programs to support employees' medium- to long-term asset building and contribute to their financial stability. Additionally, we hold asset-building seminars once or twice a year, inviting external experts to provide basic education on asset management and raise awareness of internal programs.
EIZO Group Employee Equity Program
The EIZO Employee Program allows all regular employees in the group in Japan to participate voluntarily. Employees who choose to join can contribute a fixed amount to the stock ownership plan through monthly salary or bonus deductions, which is then used to purchase EIZO shares along with a matching incentive from the company. This program enables employees to aim for long-term asset building and serves as one of the medium- to long-term incentives.
Retirement Benefit Plan
To support employees' prosperous retirement lives, the group companies in Japan have established a retirement benefit system utilizing a defined contribution (DC) pension plan. Under this system, points are awarded annually based on employees' roles and performance evaluations, and the total points accumulated will determine the retirement benefits received upon leaving the company. Therefore, this system serves as a medium- to long-term incentive, as the retirement benefit amount is based on the employee's contributions during their tenure.
Workplace Tsumitate NISA*
In group companies in Japan, employees can effortlessly utilize the workplace Tsunemitate NISA system through salary deductions, providing an additional means for medium- to long-term asset building alongside the aforementioned programs.
- *NISA(Nippon Individual Savings Account): Short for Nippon (Japan) Individual Savings Account, a type of tax-free program for small investments. Tsumitate NISA is a new type of NISA account that was introduced in 2018.