Sustainability

Human Capital / Diversity

Investing in Human Capital

We recognize that investment in human resources is a material issue for achieving our mission and vision set out in our medium-term management plan, “VISION 2025.” We are working on various measures with the aim of nurturing employees capable of making continuous development in order to respond to the ever-changing market environment.
We have built a flexible remuneration system based on the responsibility of each employee and provide environments that allow employees to take initiative in their work. By doing so, we are advancing efforts to ensure that we can respond flexibly to changes in the market environment.
In terms of recruitment, we hire a set number of new graduates each year, and engage in mid-career hiring aimed at reinforcing our human resources and expanding our range of operations. We also work to reinforce human resource measures through a PDCA cycle that involves understanding progress and issues related to the development of leaders from the next generation in each business segment and implementing measures (securing mid-career human resources with expertise in advanced technologies such as data science, image recognition, robotics, AI, IoT and security) as needed.
In addition, we work to foster a corporate culture in which each employee is able to improve their performance and work autonomously through promotion active participation of diverse human resources and introduction of flexible work styles such as telework, flextime, and shortened work hours. We also promote human resource development that contributes to maximizing the individual strengths of employees and increasing corporate value by providing level-specific education, career training, foreign language training, business skills training, practical training, technical training, as well as professional training corresponding to the expertise of each department.

Ensuring Diversity

Approach to Ensuring Diversity

The Company is committed to respecting differences in culture, ethnicity and personality, and does not restrict opportunities for employees based on nationality, gender, sexual orientation, disability, age or other such factors. We believe that utilizing each employee’s abilities to the fullest — including their individual character and experience, backed by diverse perspectives and values — will contribute to the Group’s sustainable growth. We recognize ensuring diversity among employees at the management level, who play a central role in management, is also an important issue, and we have set targets for the ratio of management positions held by women at the group leader level and above.

Voluntary and Measurable Targets for Ensuring Diversity

(Women) The Company has set the targets for the ratio of management positions held by women of 10% or more by March 31, 2026 and 12% or more by March 31, 2030. As of March 31, 2023, the ratio was 8.4%.

(Mid-career hiring) The ratio of management positions held by mid-career hiring was 51% as of March 31, 2023, and we consider this as adequate. Although we have not set a numerical target, we will continue to appoint appropriate people to appropriate positions.

(Foreign employees) The ratio of management positions held by foreign employees was 0.5% as of March 31, 2023. Although we have not set a numerical target for the ratio of management positions held by foreign employees due to their small number, we will continue to hire foreign employees through ability-oriented recruiting activities. The ratio of management positions held by foreign employees at TOKYO ELECTRON DEVICE ASIA PACIFIC LTD., an overseas subsidiary which functions as our headquarters in Asia, is 71% (as of March 31, 2023).

Policies on Human Resource Development and Intra-Company Environment Development for Ensuring Diversity

We continue to implement the following initiatives from the perspectives of new recruitment, development and promotion, and intra-company environment improvement.

  • Continuous strengthening of both new-graduate and mid-career hiring in new recruitment activities
  • Promotional activities to advertise our active recruitment of women in new recruitment activities
  • Encouraging employees to take up new tasks by utilizing systems for job transfer and filing transfer requests
  • Expansion of level-specific education, management training and career development training
  • Provision of a flexible work environment by establishing telework and flextime systems
  • Supporting the use of Company’s own systems of short-term and long-term leave for childcare and nursing care
  • Education on various types of harassment
  • Reduction of working hours by promoting business efficiency and the use of paid time off, and establishing a weekly no-overtime day
  • Encouraging male employees to take childcare leave to promote a workplace culture that is supportive of employees balancing work and family responsibilities