Shin-Etsu Chemical Co., Ltd.

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TOP > CSR > Shin-Etsu Group Key CSR Issues

Shin-Etsu Group Key CSR Issues

Key Issues 5: Respect for human rights, the development of human resources and the promotion of diversity


Respect for Human Rights

Observance of International Labor Standards

The Group respects the human rights of employees in accordance with the international labor standards through the International Labour Organization (ILO), and never discriminates employees on the basis of race, age, gender, sexual preferences, ethnic or national origin, disabilities or religion.

To this end, the Company confirms with its consolidated companies every year whether respect of human rights, labor management, and employment are being appropriately implemented following laws and regulations in their respective countries and regions. In addition, when building a new plant, its impact on the region in terms of human rights is taken into consideration.


Confirmation Items concerning Respecting Human Rights

Prohibition of child labor, proper working hours, decent wages, proper employment contract in writing, prohibition of inhuman treatment, prohibition of discrimination, freedom of association


Efforts for human rights awareness

The Group has established a Human Rights Enlightenment Promotion Committee. This committee holds regular human rights awareness training for directors and employees. Human rights Q & A are serialized in our internal company newspaper, and we compile a human rights enlightenment motto to coincide with our annual human rights week in December.

Furthermore, the Company has been a member of both the Tokyo Industrial Federation for Human Rights and the Osaka Dowa / Human Rights Issues Industrial Federation and participates proactively in events held by both federations as well as training sessions held by administrative organizations.


Education/Training and Personal Development

The Group supports employees to grow through various training systems. The training system has training for different staff grades, international adaptation training, auditing student system, environmental education, safety education and mental health education.


Conduct international adaptation training

The Group is expanding its business activities throughout the world. Competency to communicate in foreign languages is therefore an essential skill for smooth operations. Therefore, the Company offers the following kinds of training.


  • English language training (meeting skills course and presentation skills course)
  • Cross-cultural communication training
  • Chinese conversation classes


Auditing system for students

In 1962, the Company established an auditing system for students. Under the learning system with the goal of improving the workforce, up to about ten operators at manufacturing sites of the Group each year are chosen and sent to study at universities for one year. In the 53 years since the system was introduced, a total of 521 employees have completed the program and are now functioning in various workplaces.


Training system list

*click to enlarge


Performance-based Personnel Evaluation Systems and Equal Opportunities

The Company has introduced a personnel system that places importance on employee ability and work performance. This system proves useful for increasing employees’ motivation, as their treatment reflects their performance, attitude, and evaluations of how they meet their challenges to achieve higher goals.

To operate the personnel system in a fair and appropriate manner, evaluation training is provided for all managers who conduct performance review so that they can carry out personnel evaluations in a fair way.

Transparency is increased by making evaluation standards available and disclosing the results. In addition, there is a system of interviews between a person who evaluates and the person who is evaluated to ensure that they can communicate successfully.

During interviews, each staff member and his/her immediate superior are using Communication Sheets to ensure mutual awareness of the superior’s expectations and are setting half-year goals. Furthermore, feedback on progress is given for further ability development.


Promotion of Diversity

Active promotion of diverse human resources

As a group engaged in business operations around the world, the Group hires local employees at overseas group companies and hires foreign nationals in Japan.

The entire Group is also working to proactively employ people with disabilities and create environments where it is easy for them to work. Our employment population for persons with disability exceeds the legally mandated employment rate.

We have created the Internal Re-Employment Program for employees who have reached the retirement age of 60 years, which allows employees who wish to be re-employed to stay until a maximum age of 65.

Furthermore, the Group has been promoting women’s participation and advancement. In the next five years from fiscal 2016, the Company will target that:

  • 1. The rate of hiring women is 40% for administrative positions and 10% for engineering positions.
  • 2. The number of women in managerial positions including junior manager level will be doubled compared to the number in fiscal 2014.

Based on the above goals, the Group will continue promoting employees to management positions, regardless of gender.


Employment Rate of Persons with Disabilities


Wheelchair Ramps


System for work-life balance

Childcare support system

The Group supports employees having and raising children. Employees can use the Company's childcare leave system for children up to three years old. About 40 employees on average use the childcare leave system in the Company and consolidated companies in Japan. In addition, employees can use the shorter working hour system and shorten their working hours for a maximum of two hours. This system can be used until children graduate from elementary school. Furthermore, three days of paid leave are granted when a spouse delivers a child.

Childcare is supported according to local laws and regulations in overseas Group companies.


Main system for childcare support (Shin-Etsu Chemical)


Number of Employees Who have Taken Childcare Leave
  Fiscal 2014 Fiscal 2015 Fiscal 2016
Male Female Male Female Male Female
Shin-Etsu Chemical Co., Ltd. 2 8 0 6 0 9
Consolidated companies in Japan 3 44 2 36 0 35
Consolidated companies total 56 86 44 73 68 72

*The length of childcare leave differs from country to country, as the program is based on local law.


Nursing care leave system

The Company has a nursing care leave system as shown in the chart below. The system enables employees to work in the Company while caring for elders.

The Nursing Care Guidebook is issued in which all the necessary information on our nursing care system and care insurance is provided. Furthermore, we started “health care and nursing support” services in fiscal 2014 and provide counseling by external experts.


Main system for the care system (Shin-Etsu Chemical)


Number of people obtaining nursing care leave
  Fiscal 2014 Fiscal 2015 Fiscal 2016
Consolidated companies in Japan 3 3 1


Welfare and Benefits

Accumulated holidays

If a certain number of annual paid holidays granted in accordance with labor regulations have expired without being taken, a certain number of days can be treated as saved holidays. Employees may use these saved holidays for nursing care, for injury or illness, for volunteer work for regional disasters or for donating organs or bone marrow transplants.


Employee hot line

As a counseling service for trouble with work or other issues, we have set up Dial Shin-Etsu, which is staffed by external counselors who are specialists from outside of the Company. Consultations are received anonymously and treated with strict confidentiality, but if requested by the consulter, the counselor will contact the Personnel Department to discuss possible solutions.


Shinkansen commuting system

Since 1989, the Group has allowed commuting by Shinkansen at company expense. This system is promoting more employees to own houses. It also enables personnel who are reassigned to head office from plants and other business sites in Gunma and Fukushima prefectures to transfer to jobs in Tokyo without changing their lifestyles. As of March 2016, 72 employees use this system.


Other systems

The Dr. Kanagawa scholarship was established in June 2012 for employees to study at St. Clark State College in Washington, USA for one year. This scholarship was enabled due to the trusting relationship which was built over many years between the College and our Chairman, Mr. Kanagawa.

In addition, we have established asset-building schemes, an employee shareholding system, and a mutual aid society to provide support for weddings, childbirth, and sudden hospitalization of family members.


Welfare and benefits facilities

We have dormitories and company housing near the head office and plants for employees who live outside the commuting area.

We also have directly operated recreational facilities in Kanagawa, Shizuoka, Fukushima and Niigata prefectures. The Group's employees can use these facilities with family and friends. Furthermore, we have partnerships with external recreational facilities, and subsidies are given to the users.


Shin-Etsu Chemical Hakone Shinsensou (Kanagawa prefecture)


Labor-management Relations

The Company engages in various dialogues with the Shin-Etsu Chemical Labor Union to promote mutual understanding between labor and management. The Central Labor-Management Meeting is held once a month at the head office attended by top management. They engage in thorough discussions with labor union regarding subjects such as management policy, and outline information about individual businesses, and the personnel system. Also, each business site holds a monthly Local Labor Meeting with the local branch of the Shin-Etsu Chemical Labor Union.

Repeated dialogues and discussions between labor and management deepen mutual understanding and trust and facilitate the expansion of business operations in which staff and management can come together to carry out speedy responses to the changing business environment.


*Personnel subject to CSR Key Issue 5 in the Shin-Etsu Group are the employees of and loaned employees from Shin-Etsu Chemical.


Shin-Etsu Group Key CSR Issues