Supporting Women’s Career Building
Konica Minolta's Approach
Background and Issues
Gender equality and women’s empowerment are key issues for the global community, and they are also vital to achieving the SDGs. In Japan, however, despite the fact that both men and women are generally highly educated, the reality is that women still face barriers when it comes to leadership and participation across the board. Konica Minolta recognizes the urgent need to develop an environment that facilitates women’s success in its industry.
Konica Minolta believes that employee diversity is a source of growth. The company takes measures to create an environment where women can perform to their full potential. In order to accelerate the success of its female employees, Konica Minolta does not limit itself to simply ensuring that they can keep working through various life events, but also aims to expand their access to any career path they want to pursue.
Key Measures and KPIs
- Fostering awareness and a culture supportive of diversity, with a focus on promoting participation by women
- Consider ways of supporting life events affecting both men and women, such as childbirth, child-rearing and caretaking, and consider work styles tailored to these life events
- Appointing female managers (target for fiscal 2021: Women hold 8% of all management positions)
- Raising the percentage of women among new graduate hires (target for fiscal 2020: 30% or more)
Supporting Career Development of Women
Facilitating the Success of Female Employees
For many years Konica Minolta has proactively provided equal employment opportunities for men and women, while working to build systems that can respond flexibly to the circumstances and needs of employees. These include adjusted work hours, volume, and content for employees expecting a child, or those looking after a child or family member. The company has striven to create workplace environments that make it easier for employees to remain employed while fulfilling family responsibilities. As the next step, Konica Minolta is undertaking measures to help empower female employees and allow even more women not only to remain employed but to enjoy success and career satisfaction.
Numerical Targets for Female Career Promotion
Konica Minolta, Inc. is working hard to achieve the targets of its action plan, which is based on Japan’s Act on Promotion of Women’s Participation and Advancement in the Workplace. The plan aims to empower more women to reach leadership positions and broaden their spheres of activity.
Target:To raise the percentage of management positions held by women to 8% in fiscal 2021.
|(a)Plan duration||April 1, 2020 – March 31, 2022|
|(b)Numerical targets||8% of management positions held by women
12% of the young assistant managers who are candidates for the next management position are women
40% or more of female managers are organizational heads
|(c)Description of initiatives||
|(d) Timing of initiatives||Implemented as needed|
Status of women at Konica Minolta, Inc.
Achievement of the target for 7% of managers to be women by the end of fiscal 2019 fell short at 6.8% (as of March 31, 2020). The level has continued to rise steadily every year, and the company aims to achieve the target by continuing and enhancing its measures. In fiscal 2018, Konica Minolta, Inc. appointed its first female executive officer.
Initiatives to Support the Success of Female Employees
Konica Minolta, Inc. has put a number of career development programs for women in place since fiscal 2010 in order to further encourage female employees to fulfill their potential. In fiscal 2014, it implemented a program for women selected from those at the section chief level for having potential as managers and assisted them in their career development plans while also providing them with leadership training. The company also holds meetings to explain its promotion policy for female employees to the supervisors of the women chosen for this program, and it is implementing a six-month support program with mentors other than the supervisors in charge of guidance and training.
Since fiscal 2016, the company has been accelerating its initiatives by making the advancement of women part of diversity promotion, and clearly stating this in its management strategy.
Initiatives in Fiscal 2017-2019
In fiscal 2016, Konica Minolta, Inc. established a Women's Committee under the leadership of the company president, who has the ultimate responsibility for creating a foundation for full-scale promotion of female employees' advancement. As part of the committee's activities, workshops and a company-wide survey were conducted to gather feedback from all female employees and to identify the issues and conditions they face. The Corporate Diversity & Inclusion Office, headed by the president, took over the Women’s Committee’s activities in fiscal 2017 and has been carrying out various activities based on the three-year medium term business plan.
International Women's Day Program
In March 2018, Konica Minolta, Inc. held its first program to mark International Women's Day,* and more than 300 Konica Minolta women participated. Under a theme of "Connections," the program's aim was for women to develop comradery with diverse colleagues in the company through networking, to learn about their differences, and to find opportunities for new development and progress. The day began with a speech from Shoei Yamana, President and CEO of Konica Minolta, Inc., which was shared with four company sites in Japan via video conferencing. After that, a lecture was given by a special guest along with a workshop. The workshop allowed participants to experience the benefits of diversity that can be achieved by utilizing the strengths of each individual as part of a team. By using IT to bring together four sites in different regions and create one virtual event, the participants were all able to share the same experience, while engaging in a joint initiative with a joint sense of accomplishment.
* International Women's Day (March 8) was created by the United Nations in 1975, marking the date of a mass demonstration for a woman's right to vote that took place in New York on March 8, 1904.
International Women's Day Program
International Women's Day Initiatives Outside Japan
In fiscal 2019, senior management issued messages in Europe for International Women's Day to support female employees and build an inclusive culture. (An inclusive organizational culture is one where diverse human resources are not only present, but are also able to demonstrate their individual capabilities and play an active role.) Konica Minolta's president also appeared at an event and shared his thoughts. In the US, a Women's Day Contest was held to recognize employees who support women's career advancement. In addition, a short video was released to communicate "the positive change that gender diversity brings to the business" and messages were issued both publicly and internally. In addition, women leaders who are active on a global level also appeared in the video and shared their thoughts.
Message from the President & CEO
Company-Wide Diversity Promotion Program
In fiscal 2017, Konica Minolta, Inc. held an International Women’s Day. From January to March 2019, the company built upon this through a company-wide program, “Turning Diversity into a Strength! 2018,” where a total of 1,000 employees participated. Under the overall theme of “Respect (Understanding and Accepting Each Other’s Differences),” workshops, panel discussions, and lectures were given on 18 occasions at six sites. Additionally, a special lecture was given and shared with 15 company sites in Japan via video conferencing.
It was an opportunity for each participant to consider differences due to gender, age and position as well as differences in people’s outlook on life and their values. It also prompted them to think about how to turn that diversity into strength.
Lecture by astronaut Takao Doi (standing, left)
Lecture for Senior Management
In order to promote a deep understanding of diversity and inclusion among executive management, the company began regularly inviting outside experts to deliver lectures in fiscal 2017. In fiscal 2018, an executive of a major firm known for its advanced initiatives was invited to give a lecture, which was attended by officers and division general managers.
Diversity Workshop for Senior Managers
Workshops were held for those in senior manager positions and above, allowing them to deepen their understanding of the importance of diversity and preparing them to further develop employees in their own organizations. Around 300 senior managers participated in a total of 12 sessions from fiscal 2017 through fiscal 2018. At the end of each workshop, the participants pledged to promote diversity in their own departments.
Diversity Workshop for
Workshops for Female Staff and Managers
A career planning workshop was held to encourage individual female employees to better appreciate their own value and strengths in action, to acquire skills and abilities for developing their own career plans, and to find a path towards ongoing personal growth. A management workshop was also held for the immediate supervisors of these female staff. The purpose was to enhance the ability of these managers to provide career support to their subordinates based on an understanding of the need for diversity in human resource development.
These two workshops were jointly planned, and by having female employees and their direct supervisors attend workshops around the same time, both groups were able to share an approach for career formation and an understanding of the issues, while enhancing their commitment. The company has been holding these workshops for female employees and their direct supervisors since fiscal 2017. Around 350 employees and managers have participated over the last three years.
Employee volunteers sign up to be diversity advocates and take the initiative to promote diversity at the frontlines in each region. Asking themselves, “What changes can we ourselves create,” these advocates think about challenges in the status quo and implement solutions. In fiscal 2018, two advocate teams were formed―in eastern and western Japan―gathering diverse members of different ages, genders, and nationalities. Each member has her or his own awareness of the issue―from experience raising children, to caring for family members, to status as a non-Japanese employee. Members engaged in lively dialogues and discussions. Workshops and consultations were also held involving employees from relevant sites, sharing information useful to all employees.
In order to carry out grassroots diversity and inclusion (D&I) activities in every workplace, D&I advocates were appointed and advocate meetings were held. Along with good practices, the advocates shared information with one another on how to enhance D&I activities in the workplace.
Platinum Kurumin Certification (FY2017)
Konica Minolta, Inc. was recognized by Japan's Minister of Health, Labour and Welfare as an exceptional example of a company that provides support to employees raising children.
Platinum Kurumin certification mark
Eruboshi Certification (FY2016)
As a company with an outstanding environment for promoting the role of women in the workplace, Konica Minolta was awarded the highest Eruboshi certification by Japan's Minister of Health, Labour and Welfare, under the Act on Promotion of Women's Participation and Advancement in the Workplace.
The Eruboshi certification mark