Basic Views

Identifying diversity as an essential foundation for corporate growth, the SHI Group strives to create an organizational climate that respects individual differences and attributes of employees and allows all employees to work to the best of their abilities.
We are promoting efforts to empower diverse human resources in the workplace and support work-life balance so that every employee can work with enthusiasm and maximize their abilities.

Promotion System

In 2015, a working group on promotion of women's participation and advancement in the workplace was established and compiled recommendations for promotion of women's participation and advancement in the workplace. In response to the recommendations, the President and CEO issued the "SHI Group's Declaration of Promotion of Diversity" in April 2016 and diversity promotion activities started in earnest. We have newly established an organizational development group in the Human Resources Division, which is a dedicated organization for promoting diversity, and are actively implementing measures to promote diversity.

Basic Policies

  1. 1Strengthen and promote diversity management to adapt to the globalization of business and achieve sustainable growth.
  2. 2In strengthening and promoting diversity management, promote at first the women's career development as one of the key management policies.
  3. 3Promote the realization of work-life balance, including improving work environments and supporting a good work-life balance for employees, so that diverse personnel can work to the best of their individual strengths and abilities.

Key Targets and Roadmap

Key Targets

  1. 1Increase the number of newly employed women

    Ratio of women among new graduate hires: Above 20%

  2. 2Actively promote women to management positions

    Double the number of female managers by April 1, 2023 (comparison with April 2015)

  3. 3Reduce long work hours

    Total annual working hours to be achieved by FY2022: 1,900s


Efforts to Spread Diversity Inside the Company


Unconscious bias e-learning course is provided to all employees who have an email account of SHI. Going forward, we will make the course available to the entire SHI Group.
Diversity management training
Diversity management training
For managers, we provide diversity management training and unconscious bias e-learning (for managers).

Information Sharing

We regularly share information about in-house role models, initiatives of various departments, information and events on diversity, etc.

SHI Group newsletter, "Quartet"
The newsletter delivers information on diversity as part of its permanent content. (4 issues per year)
HR e-mail magazine
The Human Resources Division distributes information on the Group's organizational development, diversity, and human resource development in the form of an e-mail newsletter every other month.

Empowerment of Diverse Human Resources in the Workplace

Promoting Women's Active Participation

We actively implement measures to create environments where female employees of the SHI Group can work to the best of their abilities.

Examples of Initiatives

Workshops for female employees
Workshops held for all female employees. We held 14 workshops in 13 locations over a month.
Opportunity for dialogue between female employees and managers
Since fiscal 2016, we have been regularly providing female employees an opportunity to talk with the President and CEO, having their voices heard directly to management.
Stratified training for female employees
For female in the section chief level employees who are just before becoming managers we provide training, career consulting opportunities and individual interviews with their superiors.
Training for superiors who have female subordinates
This is a full-day of training conducted for all superiors who have female subordinates. The training provides an opportunity to systematically learn about unconscious bias and women's major life events by incorporating role-playing.
Plus One Project
Women's working group, +1 (Plus One) Project
We create and provide opportunities for women to learn in workplace settings led by 3 - 4 women's working group leaders in each business office. In fiscal 2018, the project held three sessions each at the Osaki Head Office and Yokosuka Works. In fiscal 2019, the project plans to expand its activities to manufacturing facilities throughout Japan.

Hiring People with Disabilities

The SHI Group aims to create an environment where people with disabilities can work to the best of their abilities.

Examples of Initiatives

Cleaning and greening teams
Cleaning and greening teams at the Yokosuka Works
The teams are in charge of various tasks inside the manufacturing site, such as cleaning, light work and office work.

SHI Iki-Iki Farm

Vegetable market held at the Head Office

SHI Iki-Iki Farm
Vegetables grown on the farm by people with disabilities are sold at a discount to employees and used for lunch boxes sold at company cafeterias to support the healthy eating habits among employees. The proceeds are all donated to NPOs that contribute to social welfare.

Supporting Foreign National Employees

The SHI Group actively hires human resources of various nationalities as the business is becoming more globalized.
We have a support system in place to help foreign national employees work with peace of mind in Japan.

Examples of Initiatives

  • Created an information sharing site for foreign national employees on the intranet
  • Training for foreign national employees (cultural awareness course/Japanese language course)
  • Networking of foreign national employees organized by volunteers

Work-life Balance

Work Style Reforms

  • Introduction of a flextime system
    We introduced a flextime system, which has no core time.
  • Introduction of a work-from-home system
    We encourage a work-from-home system to promote flexible working styles.
  • Designation of no overtime days
    We have designated no overtime days for each work site. At the Head Office, employees are encouraged to leave work on time every Wednesday by making an in-house announcement and patrol.
  • Actively encouraging employees to take their paid leave/reserved leave
    If certain conditions are met, employees can take up to 104 leave days, including carried over and reserved leave days.
    The reserve leave system supports various life events, such as infertility treatment, child rearing/nursing and family care, of all employees, regardless of gender. Employees are also encouraged to take the leave for volunteering or self-improvement events.
    Number of annual paid leave days taken: 16.7 (FY2019, SHI alone)

Installation of Multipurpose Spaces

In 2019, we installed a multipurpose space inside the Head Office to provide employees a place where they can work in their preferred seating arrangement and relax. At the time of installation, we conducted an employee survey to incorporate their opinions and the Human Resources Department and General Administration Group were jointly in charge of designing the space. The space offers various seating arrangements from which employees can flexibly choose according to their purpose, for example, "TV conference booths" when they need an isolated and quiet space for an online meeting, "open seats" when they want to take it easy and relax and "counter seats" when they want to work alone. Multipurpose spaces are also being installed in business divisions and SHI Group companies.

Head Office
Business divisions and
SHI Group companies
Tanashi Works
Sumitomo Heavy Industries Ion Technology Co., Ltd.

Hosting Family Day

We host "Family Day" to invite families to visit our business sites.

Support Systems for Employees During Childbirth and Childcare

Care Leave/Administrative Leave

Childcare leave
Employees can take leave until the end of March of the fiscal year when their child reaches the age of three.

Flexible Working Styles

Short working hours for childcare
Employees can flexibly work by using a flextime system until their child graduates from elementary school. They can also work with shortened scheduled working hours and days and take annual paid leave on an hourly basis.

Support for Career Development of Child-rearing Employees

  • Return-to-work support seminars after childcare leave and consultations with superiors
    Return-to-work support seminars are held to help employees be able to return to their work smoothly from childcare leave. The Human Resources Department also distributes pre-reinstatement consultation sheets to the superiors to ensure that the consultations are held effectively.
  • Seminar on nursery searching (for employees looking for a nursery for their child)
  • Distribution of Handbook for Bosses and Workers Dealing with Work and Childcare
  • Career advancement during childcare leave
    We introduce and assist female employees on childcare leave to various lectures that can be taken at home to provide them opportunities to improve their skills. These include various correspondence education lectures, internal correspondence education subsidy, qualification test fee subsidy, book purchase subsidy, e-learning (free of charge).

Encouraging Male Employees to Take Childcare Leave

On the company newsletter and intranet, we post stories of male employees who took childcare leave to raise awareness. The director in charge of human resources at the Head Office also sends emails about leave programs to male employees who are eligible to take childcare leave, their immediate superiors and the person in charge at their business division. In 2019, 28 employees took the leave and the number is gradually increasing. (SHI alone)

Voice of a male employee who took childcare leave
I am involved in the basic design of the plant and it takes about 4 years to finish one project. I sought advice early on so that I was able to handover the test run, which was scheduled during my childcare leave, to another worker. Childcare leave is not something that you get to experience many times in a lifetime. I found the experience very valuable and meaningful to me.
Voice of the superior
We can't always control everything happening in our home but we can control our work with the help of others. I try to ensure that the workload is equal and fair for everyone so that they help "each other" if something happens to someone, including childcare.


  • Childcare benefits
    As for childcare benefits, we offer 300,000 yen when a child is born, 200,000 yen when a child enters elementary school and 100,000 yen when a child enters junior/high school. Also, we offer 100,000 yen separately as congratulatory money when a child is born.
  • Re-appointment system
    Employees who have left the company due to childbirth or childcare are allowed to rejoin the company before the child enters elementary school. (If employees submitted the request and obtained the company's approval before leaving the company.)
  • Provision of maternity work uniform
  • Priority employee admission slots for daycare center
  • Subsidy for using babysitters/childcare services (available at 1.5 times the points of a normal cafeteria plan)
  • Subsidy for using housekeeping services (available at 1.2 times the points of a normal cafeteria plan)

Nursing Care System

Nursing care leave
Employees can take the leave for up to 3 years for providing nursing care for their family members.
Short working hours for nursing care
By using a flextime system, employees can work with shortened scheduled working hours and days and take annual paid leave on an hourly basis.
Re-appointment system
Employees who have left the company due to nursing care are allowed to rejoin the company within 6 years from the start date of their nursing care leave, if they took the nursing care leave, and within 6 years from the day they left the company, if they did not take the nursing care leave. (If employees submitted the request and obtained the company's approval before leaving the company.)

List of Systems

    Mother employees Father employees All employees
Care leave/administrative leave Prenatal and postnatal leave    
Childcare leave (until the end of March of the fiscal year when the child reaches the age of three)  
Partial bonus payment during administrative leave    
Reserve leave (up to 60 days for prenatal checkup, infertility treatment, childcare, caring for sick child, etc.)    
Spouse maternity leave (5 days)    
Sick child care leave  
Nursing care leave    
Administrative leave for nursing care    
Flexible working styles Short working hours (until child graduates from elementary school)  
Flextime with no core time    
Paid leave on an hourly basis    
Paid leave on a half-day basis    
Reduced number of working days  
Support for career development of child-rearing employees Correspondence education and e-learning during leave  
Pre-reinstatement seminar, nursery hunting seminar  
Pre-reinstatement consultations with superiors  
Other Payment of congratulatory money for childbirth/childcare support money: 800,000 yen per child  
Use of company-led nursery school  
Cafeteria plan (subsidy for childcare-related spending, childcare information/consultation)  
Re-appointment system for resignees (until child enters elementary school)  

Social assessment

"Platinum Kurumin", a certification mark of the Ministry of Health, Labour and Welfare under the Act on Advancement of Measures to Support Raising Next-Generation Children

In October 2020, we acquired the "Platinum Kurumin" mark from the Minister of Health, Labour and Welfare as a company providing excellent childcare support.

The 4th Nikkei Smart Work Management Survey

We received three stars in the 4th Nikkei Smart Work Management Survey conducted by Nikkei Inc.