Diversity and Work-life Balance
Supporting Women's Careers (Japan)
NSK supports the careers of working women in a variety of ways. From 2006, NSK has set up a Diversity Development Team, carried out internal surveys on work and childcare, and held "free talk" sessions during which female employees and the Company can talk freely about the work environment. The views expressed in these sessions form the basis of the Guidebook on Support for Work-Life Balance. This guidebook deepens understanding of the work-life balance, describing childcare leave and other support systems, giving childcare support advice to men, and indicating issues that supervisors should consider. NSK has adopted the program to facilitate smooth return to work after childcare leave and to support a rich family life. The program enables participants to communicate through the Internet with their workplace supervisors and senior employees who have childcare experience, as well as to access childcare information and improve skills through online courses.
Table 1: Related Employee Data
*1NSK and main group companies in Japan.
*2NSK Group (including some estimates)
Re-employment System for Retirees (Japan)
Since April 2001, the NSK Group has offered a place of employment to union members, who have reached the age of retirement. NSK used to sign nonregular employment contracts with retired managers on an individual basis according to the Company's needs, but it introduced a new re-employment system for managers in 2006.
Table 2: Number of Re-employed Persons (over 60 years of age)
Employment System for People with Disabilities (Japan)
The NSK Group believes that creating employment for people with disabilities who have the will and ability to work, and offering a place in which they can be a part of society is an important social responsibility for companies. In 2008, NSK Friendly Services Co., Ltd., a special subsidiary※2, started operations expanding the employment of persons with disabilities within the NSK Group.
※2A subsidiary regarded as a part of of its parent company for the purpose of calculating the parcentage of employment of persons with disabilities, and that has been approved by the Minister of Health, Labour and Welfare after fulfilling certain requirements.
Table 3: Employment Ratio of Persons with Disabilities