Mandom Group's CSR KohDoh Practices
Decent Work and Work-Life Balance
Aiming to Achieve Decent Work
At Mandom we aim to achieve Decent Work practices, encourage proper health management by employees, and promote work-life balance, having in place the following systems and measures.
Main Efforts in Achieving Decent Work and Work-Life Balance
Decent Work/Health Care
|Employee awareness surveys||Surveys of regular employees are conducted every year as a means of gathering information to ascertain issues in the culture of each division and to make improvements. After the survey, the results are examined from every angle at workshops held by each division. Efforts are made to spread awareness of the issues and the overall results are conveyed to relevant employees through face-to-face conversations conducted by division heads.||every year since 2018|
|Stress checks||In accordance with our "Stress Check System Based on the Amended Industrial Safety and Health Act" which came into effect on December 1, 2015, we have expanded the scope of stress checks to all employees in collaboration with an EAP organization. Individuals are informed of the results and anonymous statistics are compiled and analyzed by division and department.||Once a year (September)
Target: All employees
In FY2019, 929 employees had their stress levels checked (91.2% of all employees).
|Health checks||Periodic health checks are conducted for all employees and thorough physical examinations are recommended for employees and spouses over the age of 35, with subsidies provided.||Once a year
Target: All employees
Number of employees examined in FY2019: 1,140 (Medical examination rate: 98.3%)
|Smoking Rate Reduction Measures||We aim to reduce the smoking rate in the Company by prohibiting smoking on the company premises during standard working hours, except during break time, and by supporting employees with medical fees for smoking cessation clinics.||As required|
|Working with industrial physicians||An industrial physician makes the rounds at the head office and Fukusaki Factory, joins the Occupational Health and Safety Committee meetings held once a month to improve the workplace and provide health guidance.||As required
3 industrial physicians (Head Office, Nihonbashi/Aoyama, Fukusaki Factory)
|Medical treatment and work support||So that employees can continue to work with peace of mind even while undergoing medical treatment, we have published the Medical Treatment and Work Guidebook that outlines our various support systems, and we have also set up a consultation desk.||As required|
|Childcare/Elderly care support system||A support system is in place to enable employees who would otherwise be constrained by childcare or elderly care to continue in their jobs. We have made it compulsory for all employees eligible for childcare support to attend an interview with their manager and the human resource department to promote use of the system.
A consultation desk was set up in-house to improve support for employees with regard to balancing work and elderly care.
Key Data on Personnel and Labor
|Flexible working hours||We have introduced this system to make working hours more flexible and correspond to varying work loads. This will allow employees to invest more time in their health and education, which we hope will lead to enhanced productivity and creativity.||Number of employees under flexible working hours in FY2019: 778|
|Work-from-home system||In order for each and every one of our diverse range of employees to be able to work comfortably, and to create a meaningful working environment in which they can maximize their potential, since April 2017 we have implemented a work-from-home system.
To begin with, those with certain restrictions on their place of work and working time, such as employees raising children or caregiving, are able to take up to 5 days per month from half-day increments.
|Number of employees in FY2019: 32
* Due to the novel coronavirus, the system was relaxed and applied company-wide in March.
|Leave for Special Circumstances||For special circumstances permitted by the Company, including cases where an employee is undergoing fertility treatment, where an employee's child is not attending school, etc., employees are permitted to take leave of up to six months.||Implemented in April 2020|
Job Development and New Hiring
|Employment of the Elderly||A retiree reemployment system was introduced in FY2006, and was updated to comply with changes in the law made in 2013.
The retirement age was raised to 65 with the New HR Systems introduced in FY2020.
Key Data on Personnel and Labor
|Reemployment system (Former employees)||We have set up a reemployment system for former employees so that outstanding individuals who left Mandom midway through their careers for personal reasons can return to the company.||Number of employees in FY2019: 0|
Encouragement of Social Action
|Volunteer leave system||Volunteers are solicited to participate in JICA's Japan Overseas Cooperation Volunteers through the private-sector partnership volunteer program. Employees who go on a mission through the program are supported with special leave during that period.||Once a year
Number of participants in FY2019: No recruitment
Promoting Work-Life Balance
We have established various systems to enable work-life balance that allows employees to work while raising children and caring for elderly parents, as well as managing change at different stages in their lives.
Since 2009, we have been encouraging three-way meetings between pregnant employees, their supervisors, and the personnel department to remove anxiety about returning to work after the birth of a child.
Since 2019, we have also required male employees who have a spouse scheduled to give birth to hold a three-way meeting with their supervisor and the personnel department to thereby provide a thorough explanation of the various systems and leave entitlements.
With regard to support for caregiving, we have a care leave/work arrangement system plus an elderly-care leave system that allows for five extra days off per year. Starting in 2012, we instituted a system of flexible working hours plus a system that allows the use of pooled, invalidated paid leave for elderly-care leave.
For information on general employer action plan based on the Act on Advancement of Measures to Support Raising Next-Generation Children, please see the following website operated by the Ministry of Health, Labour and Welfare.
We are also working to create a workplace culture in Japan that promotes work-life balance and encourages men to be actively engaged in childcare. Toward this end, in fiscal 2015 we began participating in two Japanese government programs and launched tie-in campaigns within the company. The two campaigns are: the Change! JPN Campaign run by the Office for Work-Life Balance of the Cabinet Office and the Ikumen Project run by the Ministry of Health, Labour and Welfare.
This campaign calls upon all employees to reduce overtime work and fully adopt the practice of taking a day off in lieu of each national holiday that falls on a Sunday, as well as using all annual paid leave.
Change! JPN Campaign (Japanese only)
The Ikumen Project calls upon all employees to create a workplace culture that makes it easy for men to take childcare leave. As one of Mandom's specialties is men's cosmetics, we feel a particular need to support the concept of "cool dads".
Ikumen Project (Japanese only)
Defined contribution pension system
To support the lives of employees after retirement, the Mandom Group has adopted a defined contribution pension system since November 2003.
In 1985, we introduced a qualified retirement pension system, but due to reform of the public pension system, we revised our retirement allowance system to ensure income from retirement until age 65 (the age when eligibility to receive the national pension begins), to compress and stabilize retirement benefit obligations, and to meet the demands of increasing mobility and diversity amongst employees.
We currently make use of two types of corporate pension systems: a defined benefit plan (DB) and a defined contribution plan (DC). Employees can join these plans voluntarily, and intent to continue is reconfirmed once a year. If an employee has not joined either or both plans, then a pre-paid retirement allowance is paid as an addition to the biannual bonus. Also, due to the amendment of the Defined Contribution Pension Act in January 2017, it became possible for employees who have not joined a corporate defined contribution plan to join a personal defined contribution plan.
For our employees, we hold periodic study sessions to promote understanding of the system and asset management. We also provide support so that they can check their balance and asset status through web services, and carry out other tasks such as checking the performance of and making changes to investment products.