Logo

Social

Work style reform and promotion of diverse work styles

Reform of Work Style and Promotion of Flexible Work Style

Basic Policy

We promote various measures for both "work style reform" to improve productivity and job satisfaction and "organizational culture reform" to promote the realization of the Group's Core Value.

Initiatives

Voluntary initiatives of all divisions

Our work style reform initiatives are based on the voluntary initiatives of each department.

・HK Award
Furukawa Electric presents the president's special commendations to good practices of the voluntary activities and the Challenge Month since 2018. By presenting awards for good initiatives that can serve as a reference for other divisions, we aim to increase the motivation of the division in question, roll out best practices to other divisions, and improve the results and momentum of activities across the entire Group. 
・Work Style Reform Challenge Month
Every September is designated as "Work Style Reform Challenge Month," during which we take on the challenge of implementing various initiatives related to work style reform since 2018.
・Voluntary departmental activities
Each department sets its annual activity policy and implements the PDCA cycle since 2016.

Promotion of Flexible Work Style

As measures to support our employees who challenge themselves, and to enable them to better show their abilities, we work to improve their work-life balance by expanding systems that support balancing both work and diverse life events such as pregnancy, childbirth, childcare, and nursing care, as well as various leave systems, flextime, and remote work systems, etc.

Support for balancing job satisfaction and easiness to work

・Promotion of male employees' participation in childcare
Creation of a handbook on childcare for men, holding of men's childcare discussions, and introduction of interviews with male employees who have taken childcare leave
・Support for balancing both work and childcare
Introduction of seminars and interview sheets for employees taking childcare leave, introduction of seminars for employees returning from childcare leave, introduction of interviews before and after childcare leave
・Support for balancing both work and family care
Holding seminars for family care
・Other
Intranet introducing internal systems and procedures related to support for work-life balance, introduction of external benefit services, etc.

Systems for flexible work style

We have introduced a "remote work system" since January 2017. By reducing constraints on work locations, this system will enable employees to perform their conventional duties more efficiently and focus on creative work. This is expected to bring about improved productivity per hour and other enhancements to work quality and performance.

Allowing work outside of the office even if they are not able to work at the office partially for personal reasons during working hours also enables employees to improve easiness to work and job satisfaction.

It is different from the existing "home work system"(introduced in FY2012) which is intended to support child care and nursing care, as it is usable by anyone meeting certain conditions such as application of the flextime. We also have other systems in place to support diverse work styles.

Work environment to realize flexible work style

In order to continue to grow and respond to the rapidly changing environment after the Covid-19 pandemic, we promote a hybrid work style in which each organization and employee flexibly combines office and remote work depending on their business and assignment. By maximizing the benefits of the work style, we aim to increase productivity and job satisfaction and achieve results as a team.

Reforming organizational culture

Participation in Initiatives

External Evaluation and Certification

DFF Inc., サステナビリティ推進室, 組織開発課