Utilizing Employee Experiences Gained Outside the Company and Abroad
Konica Minolta's Approach
Background and Issues
In order to connect the promotion of diversity to the creation of innovation, it is important to build a team of employees with diversity in nationality, race, gender, age, and expertise, while also having individual employees with diverse experiences and perspectives. Konica Minolta believes in generating innovation by ensuring that diverse employees share ideas based on different perspectives.
Konica Minolta actively hires people in mid-career and people from outside of Japan. In addition, employees are encouraged to gain broad experience and knowledge outside the company and venues are provided for diversely talented individuals to share ideas.
By generating innovation with these measures, the company aims to meet the needs of its global customers and to create new value that goes beyond existing concepts.
- Actively recruiting mid-career human resources and personnel from outside of Japan
- Providing opportunities to gain experience and knowledge outside of the company
- Promoting exchanges among employees globally and providing venues for creating innovation where diverse employees can inspire and learn from each other
Assignment of Non-Japanese Talent and Mid-Career Hires in Japan
Konica Minolta, Inc. actively hires mid-career employees to help create innovation in Japan. The company is striving to secure the diversity of its human resources by also recruiting non-Japanese new university graduates, as well as Japanese graduates with experience living abroad.
Percentage of Mid-career Hires in Fiscal 2020
- Percentage of mid-career hires among total recruitment: 41%
Percentage of Global Human Resources Who Joined the Company in April 2021
- Percentage of non-Japanese nationals among new hires: 5%
Providing Opportunities to Gain Experience and Knowledge Outside the Company
In fiscal 2017, Konica Minolta, Inc. began encouraging employees to engage in outside projects, while also introducing a job return system, with the aim of strengthening individual diversity through experience outside the company. In fiscal 2017, it also launched an overseas dispatch program to allow young talented employees to improve themselves through work experience overseas at an early stage in their careers to support the establishment of their individual identities. The program has been suspended due to the COVID-19 pandemic, but it will be resumed when it is safe to do so
Through these initiatives, the company seeks to further enhance its diversity, by strengthening individual diversity and increasing the number of personnel with diverse experience and knowledge.
Encouraging Employees to Engage in Outside Projects, and Introduces a Job Return System
Global Assignment Program for Early Career Talent
Provision of Innovation Creation Places
Group companies outside of Japan utilize the Technology Innovation Program to develop mechanisms to create and accelerate innovation across different business sectors and national borders.
The Technology Innovation Program began in 2015 in the EU, and now every year members from over 10 countries meet to discuss new business opportunities, spending 10% of their time over a 6-month period on developing products, platforms or services to address real business challenges.
ss This program was also expanded to the Asia-Pacific region in fiscal 2019, and to the U.S. in fiscal 2020, aiming to accelerate new innovation.