CSR(Corporate Social Responsibility):Continuous Development of Trust

Active Role of Each Employee

While employees are being diversified, creation of a workplace where each of them can fulfill their potential is essential for the future of the Tanaka Kikinzoku Group.
We are actively working to create such a workplace while paying attention to various aspects.

Actions for Work Style and Vacation Style Reforms

Tanaka Kikinzoku Group is committed to work style reforms to create a work environment where employees can work vividly.

○Annual Paid Holidays

While the Act on the Arrangement of Related Acts to Promote Work Style Reform was enforced in April 2019 to require companies to have their employees take five or more annual holidays in a year, we introduced the rule one year ahead and promoted it across the Group from fiscal 2018.

○Reduction of Long Working Hours

We take initiatives to reduce long working hours such as the introduction of no overtime day. A monthly overtime cap is set in each department in an effort to reduce long working hours.

○Support for Employees to Achieve a Balance between Child Care and Work

We have a short working hour system for pregnant female employees to allow them to avoid crowded transportation and heavy traffic on the way to work. To support employees raising children, they can take child care leave until the child reaches the age of 2 years and use the reduced working hour system until the child becomes a second-grade elementary school student in April. Employees can also take sick/injured child care leave for up to five days per child in a year or for up to 10 days if they have two or more children until the child becomes a second-grade elementary school student in April.

○Support for Employees to Achieve a Balance between Nursing Care and Work

To assist employees with nursing care responsibilities, we have a program where they can take nursing care leave for 365 days for each member in need of nursing care. They can also use the reduced working hour system for nursing care for up to three years per family member in need of nursing care.

Employment of Persons with Disabilities

To enhance the employment of persons with disabilities, we regularly participate in an event for the recruitment of persons with disabilities and our plants and facilities actively accept interns from local schools for handicapped children. Our system to help employees adapt themselves to the workplace (job coach program) is also used for job retention of the recruited persons with disabilities.

●In Japan

TANAKA NOW

When eight months passed from the birth of my daughter, I took child care leave for approximately four months until her first birthday. I would like to take this opportunity to thank all of those who understood and supported me when I took the leave on a very short notice. During the leave, I engaged in daily chores for child care such as changes of diapers and preparation of baby food, as well as domestic tasks including cleaning and washing. I realized the toughness of the housework that my wife does every day. In addition, I was able to directly see my daughter grow day by day, which was irreplaceable time for me. I feel that I have become more patient and tolerant through the experience of child care. I would like to take advantage of such growth for my job in the future.

Development Management Department, Technical Development Supervisory Division, New Business Company, Tanaka Kikinzoku Kogyo K.K. SHIRAISHI, Koujiro

Development Management Department,
Technical Development Supervisory Division,
New Business Company, Tanaka Kikinzoku Kogyo K.K. 
SHIRAISHI, Koujiro

Human Resource Development

Tanaka Kikinzoku Group is cultivating personnel in a planned and systematic manner in accordance with its policies of using employee training to build self-awareness and self-reliance, linking education closely to business so that the growth of each employee leads to the vitalization of the whole organization. We consider that people represent both resources and assets of a company.
Various training courses are provided according to our education program, including new employee introductory training and "jump-up 35" seminar for new employees and mid-level and experienced workers, management training and quasi-management staff training for managers and distance learning training for all employees. In addition, we organize a basic course on precious metals and a QC and QE course to improve knowledge and skills on precious metals.

●Education Program

CSR Tsushin

As an internal communication tool for our CSR activities, we issue "CSR Tsushin" (CSR daily news) every day from April 2012. The 1,700th issue was published in June 2019. Subjects related to the core issues of ISO 26000, such as organizational governance, human rights, the environment, labor practice and community involvement, are covered and the articles are prepared by the staff members of CSR Promotion Department in charge of the respective subjects. CSR Promotion Department distributes the newsletter to departments of the plants and facilities by email every day and the departments display it on bulletin boards in worksites, canteens, etc. In 2018, articles extracted from the back issues were re-edited in one brochure named "Book to Make Use of CSR Tsushin," which was distributed to departments so that they can use it to raise awareness of CSR activities and for other purposes. In the future, we will add articles to update the book for every 500th issue.


Book to Make Use of CSR Tsushin

CSR Tsushin is displayed in canteens, etc.
CSR Tsushin is displayed in canteens, etc.