Supporting Women’s Career Building
Konica Minolta's Approach
Background and Issues
Gender equality is an important topic in today’s global community. Companies are expected to create workplaces where employees with high potential can perform to the best of their abilities, regardless of gender. In Japan, women’s participation in the workplace is still generally inadequate in the industry overall. Konica Minolta recognizes that proactive support is essential and is taking steps to address this.
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 support its female employees, Konica Minolta does not limit itself to simply ensuring that they can continue working through various life events, but also aims to expand their access to any career path they want to pursue.
Key Measures and KPIs
- Appointing female managers (Target for fiscal 2017: 5.0% ratio of female managers)
- Raising the percentage of women among new graduate hires
- Foster 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 care-taking, and consider work styles tailored to these life events
Supporting Career Development of Women
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 Group 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.
In fiscal 2016, the company established an action plan, and it has been working to achieve goals based on Japan's Act on Promotion of Women's Participation and Advancement in the Workplace. In fiscal 2016, Konica Minolta formed a Women's Committee headed by the president. This committee serves as the foundation for the full-scale promotion of women's activities. The members of this committee take the lead role in holding workshops at each site and have also implemented a company-wide fact-finding survey using an online questionnaire. The guidelines and measures for future fiscal years are devised based on these results.
In November 2016, the Ministry of Health, Labour and Welfare granted Konica Minolta the highest-level Eruboshi certification mark in recognition of the company's proactive approach thus far to creating a workplace that makes it easy for women to shine.
In fiscal 2017, Konica Minolta set up a Corporate Diversity Office to work on creating awareness while fostering a corporate culture that promotes diversity based on the active participation of female employees. Moreover, the company is promoting stronger work-life balance initiatives than ever before. This is based on considerations for how to support male and female employees in life stages including childbirth, childcare, and nursing care, as well as optimal workstyles to meet the needs of these employees.
The Eruboshi certification mark
Target: To raise the female manager ratio to 5% in fiscal 2017.
|(a) Plan duration||April 2016 – March 2018|
|(b) Numerical targets||5% female managers|
|(c)Description of initiatives||Selective training of manager candidates in Performance Grade 3
|(d) Timing of initiatives||Implemented as needed from 2016 spring evaluation|
Workshops and Other Regular Activities to Promote Women's Participation
Konica Minolta, Inc. held a series of workshops to promote women's participation in September 2016. The aim was to spread awareness about Konica Minolta's company-wide activities to encourage women and also to hear from people on site where these activities tooktake place.
All female employees participated in these workshops, with the Women's Committee members taking a central role. Workshops were held a total of 22 times at eight sites in Japan over a period of one month. At the workshops, participants discussed balancing childbirth and childcare with careers, as well as issues such as seeking a flexible work style to boost productivity, motivation to succeed in one's career, and communication with supervisors.
In fiscal 2016, a panel discussion with advisory board member Atsuko Muraki was held for female managers, which helped to create a sense that they are at the core of these efforts to promote activity among women. In addition, a special lecture was held for managers and was broadcast live at 17 sites as part of ongoing efforts to promote activities encouraging the participation of women.