Within today's rapidly changing workforce environment, providing a workplace where employees can work to their full potential regardless of gender or age is essential to business development. Furthermore, it has become more vital than ever before to employ an even greater diversity of people, given the increasingly aging and diminishing population in Japan. Based on this awareness, Mitsubishi Electric promotes employee diversity through the following measures.
Gender ratio (Mitsubishi Electric)
To formulate and implement original measures that would help woman employees and employees with children form a career while also enriching their personal lives, Mitsubishi Electric established the CP-Plan* Promotion Center within its Corporate Human Resources Division in April 2006, with a mandate to promote recruitment, training, assignment, and institutional initiatives from a diversified perspective.
Trend in the number of woman employees (Mitsubishi Electric)
Trend in the number of woman managers (Mitsubishi Electric)
A career forum (CP-Plan Forum) is offered to young woman employees, to actively inspire them to form a career around life events such as childbirth and childcare. Through a lecture personally given by the president on the managerial significance of promoting women's participation, talks by a woman outside director of the company on her own career experiences and her thoughts about working, stories of senior employees' personal experiences, and group discussions, the forum, attended by around 200 people every year, encourages woman employees to think and act on their own and promotes personal networking.
In addition to this forum that is held at the Head Office, exchange events are also held in some offices.
Various efforts are made to raise management's awareness of women's participation and strengthen management capacities. For example, a curriculum on women's participation is included in the training program for newly appointed managers, to disseminate an understanding of the managerial significance of women's participation and considerations to be heeded in the management of woman subordinates.
Handbook on supporting work/childcare balance for employees and supervisors
Various initiatives are in place so that employees who have taken childcare leave can smoothly return to the workplace and perform to the maximum of their ability while caring for their children. For example, a handbook is distributed both to these employees and their supervisors, and regulations require that these employees meet with their supervisors periodically before and after returning to their positions.
Total Energy System Engineering Dept., Business Development & Strategic Planning Div., Energy & Industrial Systems Group, Mitsubishi Electric Corporation
I was born and raised in Italy. After graduating from a local university, I studied in Japan and then joined Mitsubishi Electric. Since then, I have been involved in power system-related development and today I am committed to business promotion as the Head of Engineering. While considering the development of my team members including the improvement of their skills as a manager, I am trying to create new businesses such as development of efficient power systems using cutting-edge technologies.
Going forward, I will work to improve the presence of Mitsubishi Electric in the industry while enhancing organizational strength by communicating my experience and skills to members of my team.
Mitsubishi Electric makes active efforts to recruit woman students by setting a future goal for the woman ratio in new recruits from engineering fields in the company's Action Plan, pursuant to the Act on Promotion of Women’s Participation and Advancement in the Workplace.
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Various events are organized to actively disseminate genuine perspectives on working at Mitsubishi Electric. These include exchange forums where woman students in science can interact with woman engineers at various business areas and occupations, from junior employees and other employees who have children to managers, and seminars that include a tour designed to introduce in-house facilities at Mitsubishi Electric. Websites and leaflets that introduce the way Mitsubishi Electric's woman engineers carry out their jobs and their careers are also produced.
The whole of Mitsubishi Electric Group is actively making efforts to promote women’s participation and advancement in the workplace; its domestic affiliated companies create websites featuring woman employees; Mitsubishi Electric’s overseas sites lead participation in "Grace Hopper Celebration," the world’s largest event for exchanges between personnel, as a sponsor company.
Exchange forum with woman engineers
Pamphlet for woman students wishing to pursue a career in engineering
Top page of a featured website
Mitsubishi Electric has received Eruboshi from the Ministry of Health, Labour and Welfare as an outstanding enterprise in promoting women’s participation and career advancement.
As a global company, Mitsubishi Electric has 196 consolidated affiliates in Japan and overseas, employing some 58,000 overseas employees, which corresponds to 40% of the total number of employees of the Group as a whole. Particular attention is given to personnel assignments and development, with the aim of becoming a corporate body where all employees of the Group can maximize their potential and are able to realize their personal career plan.
Approximately 100 overseas employees from ten to twenty countries are invited to receive training at a Mitsubishi Electric manufacturing facility (plant) in Japan every year, to acquire technologies, skills, and know-how. They return to their companies and support the Mitsubishi Electric Group’s strong manufacturing around the world. At the same time, Mitsubishi Electric Japan is also actively promoting the employment of foreign employees. Around 10 to 20 foreign employees are employed on a continuous basis every year, and a cross-cultural training program is offered regularly, to be attended in pairs with a senior Japanese employee from the same workplace, so that new foreign employees can work actively and comfortably in Japan. Further initiatives also provide training on Mitsubishi Electric's corporate philosophy, including its corporate mission, values, and history in both Japan and overseas to strengthen awareness of corporate principles that all employees of the Mitsubishi Electric Group worldwide ought to share.
Today, local staff members account for more than 40% of all top managements (above the level of general manager) in overseas affiliates. Mitsubishi Electric continues to widely promote the placement of human resources in positions that are suitable for them, be they local staff or expatriates of Mitsubishi Electric (Japan), for managerial positions in overseas affiliates.
In addition to exchanges that take place during technical and skills training programs at manufacturing sites (plants), selected managers from overseas affiliated companies (assistant managers to directors) gather at the Head Office for training programs. Visiting Japan from overseas and participating in various training programs there not only helps participants grow themselves, but creates a sense of unity among them as Mitsubishi Electric Group members, and motivates other people surrounding them to grow. In addition, the network of those who attended training programs during the same period expands across national borders.
MGEP: Mitsubishi Electric Global Executive Program (1 to 2 participants selected from Japan depending on the fiscal year)
GMW: Global Management Workshop
WKP: Workshop for Key Personnel
As part of the effort to develop human resources in Japan capable of working at the global level, Mitsubishi Electric employees are dispatched to affiliated companies under the overseas OJT system. An average of nearly 100 employees are dispatched around the world every year.
Employees dispatched under the overseas OJT system (Mitsubishi Electric)
Employees have also been dispatched to English-speaking countries, Chinese-speaking countries and Spanish/Portuguese-speaking countries, as shown below, for foreign language training.
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Mitsubishi Electric has been building a system that supports employees in maintaining the balance between work, child care, nursing care, and so on, by introducing various leave systems, a shorter working-hour system, re-employment system, and others. In light of the recent increased diversity in home environments and sense of work values among individuals, we have introduced the "Career Support Program" in fiscal 2021 as a support measures for employees to consider and achieve their own career plans and life plans even more independently.
The "Career Support Leave System," one of the career support program, allows employees to take a leave for one month to less than three years for reasons such as accompanying their spouse who has been transferred to an overseas site, self-improvement, and volunteer activities (including Overseas Cooperation Volunteers). In addition, for those employees who have difficulty in relocating due to childcare, nursing care, or treatment for illness, etc., we have introduced a system to exclude them from transfers requiring a relocation for up to three years.
Career support program (Mitsubishi Electric)
In Japan, Mitsubishi Electric instituted various multi-track personnel systems in fiscal 2002, which makes diverse employment formats possible by allowing employees aged 50 and over to choose from among a variety of options. The options include financial assistance for an employee's "second life" following retirement, a "second life" support program that provides two years of paid vacation, and extending employment up to the age of 65 through a re-employment program.
We also offer an annual "lifestyle design" training session at each of our business sites to employees turning 50 and their spouses. The sessions encourage employees to take an interest in planning the rest of their lives and designing a rewarding lifestyle by providing information on pensions and retirement benefits, social insurance, taxes, hobbies, health, and other topics, and by facilitating group discussions.
Multi-track personnel system from the specialist and core career tracks (Mitsubishi Electric)
In October 2014, Mitsubishi Electric established Melco Tender Mates Corporation, a special subsidiary* that specializes in businesses mainly suited to people with intellectual disabilities. As of March 15, 2020, people with disabilities comprised 2.32% of the total workforce at Mitsubishi Electric and its special subsidiaries combined.
The company name of Melco Tender Mates Corporation expresses the principle that able-bodied employees and employees with disabilities are equal partners in the workplace and peers who mutually care for each other.
The company mainly engages in the cleaning service, cafe, business card, food service, and health promotion (massage) businesses, and employs 74 people with disabilities as of March 15, 2020. A cookie factory was established in FY2018 and the Nagoya Office opened in fiscal 2021, and it will continue to gradually expand its businesses to increase its employment of employees with disabilities.
Business card production