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Realizing an Attractive Workplace

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Embracing Diversity and Creating a Culture of Innovation

Efforts to promote diversity and initiatives aimed at making the workplace motivating and work meaningful have drawn increasing attention in recent years, and the United Nations’ Sustainable Development Goals (SDGs) raise gender equality and decent work in their targets.

Sysmex considers human resources an important management resource for achieving sustainable growth, and we have evolved from the practice of “diversity,” which simply welcomes diverse human resources, to the more extensive practice of “diversity and inclusion.” This approach involves creating a working environment that is suitable for a wide variety of human resources. Through synergies arising from different values, perspectives, experiences and capabilities, we are working to create a culture of innovation and generate value.

Relation to the SDGs

SDGs5、8

The Sustainable Development Goals (SDGs) adopted by the United Nations are comprised of 17 goals to be met by 2030. Goal 5, to “Achieve gender equality and empower all women and girls,” and Goal 8, to “Promote sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all,” call for the realization of the following.

  • Eliminating discrimination against all women in its various forms
  • Ensuring women's full and effective participation and equal opportunities for leadership at all levels of decision-making in political, economic and public life.
  • Introducing and reinforcing appropriate policies and binding rules for promoting gender equality and enhancing the capabilities of all women
  • Achieving full and productive employment and decent work for all people, and equal pay for work of equal value

Working to Achieve Diversity and Inclusion

Sysmex conducts its business on a global basis, and Group employees number 7,930, more than 55% of whom are overseas (as of March 31, 2017). To put into practice the Group corporate philosophy, the Sysmex Way, and to instill trust and confidence in people throughout the world, we recognize the need to enhance individual employees’ skills and foster communication among diverse human resources. We believe it is important to share values, perspectives, experiences and capabilities in order to foster flexible and innovative concepts and ideas and generate new value.

By promoting diversity and inclusion and introducing a variety of systems, we are striving to create a working environment that allows diverse human resources to maximize their skills.

Ratio of Female employees, Percentage of Female Managers, Percentage of New Recruits Who Are Not Japanese Nationals
Initiatives to Promote Diversity
Promoting the Participation and Advancement of Women / Promoting Diverse Working Styles
(Parenting, Nursing Care)
Utilizing Diverse Human Resources
(Non-Japanese Nationals, People with Disabilities, Seniors)
  • Introduction of various leave systems (parental leave, leave for fertility treatment, etc.) and a flex-time system
  • Establishment of an in-house daycare center at Technopark, our R&D hub
  • Start of introducing a working-at-home system
  • Formulation and announcement of action plan based on the Act on Promotion of Women’s Participation and Advancement in the Workplace, and announcement of each year’s achievements
  • Provision of opportunities to listen to input from experienced employees and consider own careers and working styles (diversity round table)
  • Proactive recruiting of non-Japanese employees (Hiring foreign students studying in Japan and recruiting students directly from universities overseas.)
  • Establishment of a support desk for non-Japanese employees
  • Creation of round tables to improve the working environment for non-Japanese employees
  • Establishment of Sysmex Harmony Co., Ltd., to further promote the employment of people with disabilities to realize an inclusive society
  • The outsourcing of some work in Germany to organizations supporting people with disabilities
  • The introduction of Ostomates (toilets for people who have had colostomies or urostomies) and other barrier-free facilities and ensuring that workplaces are easily navigable by wheelchair
  • Ongoing re-employment

Receiving the Top-Level “Eruboshi” Mark for Promotion of Women’s Participation and Advancement in the Workplace

“Eruboshi” Certification as an Excellent Company Based on the Act on Promotion of Women’s Participation and Advancement in the Workplace“Eruboshi”
Certification as an Excellent Company Based on the Act on Promotion of Women’s Participation and Advancement in the Workplace

Sysmex Corporation has been an active proponent of diversity. In addition to respecting the individuality of our employees, we strive to provide them with a workplace where they can realize their full potential. One aspect of these activities involves establishing an in-house daycare center, providing childcare leave that exceeds statutory requirements. Also, based on the Act on Promotion of Women’s Participation and Advancement in the Workplace, in April 2016 we formulated the “Action Plan Under the Act on the Promotion of Women’s Active Participation,” to cultivate female leaders and promote diverse working styles.

As a positive evaluation of such initiatives, in 2016 we satisfied all five assessment criteria set by the Ministry of Health, Labour and Welfare for promoting the active involvement of women in the workplace. Accordingly, Sysmex Corporation was certified for excellence in this area, earning Level 3 “Eruboshi” certification—the highest level.

Case Study [Japan]
Understanding and Putting Diversity into Practice through Diversity Management Training

Training Structure

To promote diversity, we conducted diversity management training five times in fiscal 2016. Participants learned about the evolution of diversity at Sysmex Corporation and its current status, and we promoted understanding about the meaning of encouraging diversity. Attendees gained skills in controlling potential conflicts that could arise from greater levels of diversity, including women, non-Japanese nationals and seniors. Through this training, we aim to foster greater respect for diverse personalities and cultivate an organizational culture that generates ongoing innovation. We plan to develop and expand the scope of this training.

Case Study [Japan]
Empathizing and Considering at the Diversity Round Table

We conduct two diversity round tables for people at various stages of life, providing opportunities to consider how to make the most of capabilities, maintain the motivation necessary to continue working enthusiastically in their careers, and think about diverse working styles.

Promotion of women’s participation and advancement in the workplace:

In this round table, guest speakers recount their experiences and encourage participants to engage in discussions with each other to promote empathy and understanding, providing an excellent first step with respect to their own future careers and working styles.

Improving the workplace environment for non-Japanese employees:

Through this round table, we encourage exchanges of opinion on the different worries and needs faced by people from other cultures and identify measures for future improvement. In addition to considering dietary restrictions on religious grounds and promoting the translation of internal documents into English, we provide information about living in Japan and encourage language exchanges with Japanese employees.

Programs Implemented in Fiscal 2016 (Excerpt)
Career-Building for Women Work-Life Balance /
Balancing Work with Parenting and Nursing Care
  • Considerations for women aiming to be active overseas
    Conversations with people who have overseas experience
  • What sort of career suits me?
    Different working styles can successfully suit people differently
Objective

Consider careers and working styles

  • It’s tough for parents with elementary school children!
    A conversation with three working mothers
  • We welcome work and parenting!
    A record of our struggles with raising children
Objective

Consider the balance between housework, parenting, nursing care and work

Naomi Ooi Global Support Division Sysmex Corporation

Comment from an Employee Who Participated in a Diversity Round Table
This was a good chance to re-evaluate and consider my future working style.

I took part in a round table for female employees with elementary school children. It was easy to relate to the accounts of experiences by other women working in the same company on topics such as how to find time for communication when parents’ and children’s lives are on different schedules, and mental attitudes and creative twists for working parents. Also, through the program related to the career experiences of female managers, I realized the importance to my own future career of being confident in myself, taking advantage of my own strengths, and not being afraid to charge ahead toward areas of interest even if I make mistakes. The people working in this company live in many different circumstances, and I look forward to participating again in this round table to think about my future working style and enjoy a situation that makes it easy to consider all sorts of things.

Global Support Division
Sysmex Corporation
Naomi Ooi

Case Study [Japan]
Establishing Sysmex Harmony to Promote Employment of People with Disabilities

In April 2017, Sysmex Corporation established a new company in Kobe, Hyogo Prefecture, called Sysmex Harmony Co., Ltd., to promote the employment of people with disabilities with a view to realizing an inclusive society.

Sysmex Harmony’s main operation is support of production-related functions at the Group’s instrument and reagent factories. By creating a workplace where people with various sorts of physical, intellectual and psychological disabilities can work in keeping with their characteristics and disabilities, we aim to foster an environment in which everyone, regardless of disability, can work and grow together enthusiastically and with peace of mind.

In fiscal 2017, we aim to apply for certification of the new company as a special subsidiary under the Act on Employment Promotion, etc. of Persons with Disabilities.

Working Structure Connected with the Local Community

Human Resources Division Sysmex Corporation & Sysmex Harmony Co., Ltd. Motohiko Nakano

Comment from an Employee Involved with the Establishment of Sysmex Harmony
I aim to foster ties with the local community and create a pleasant workplace.

Sysmex Harmony was established with the aim of helping to realize an inclusive society in Hyogo Prefecture. Creating a workplace where people with disabilities could utilize their skills has been a long time issue for Sysmex Corporation. We didn’t have the skill related to building such company, so there were many tasks to do. We had many things to consider, such as what types of work the employees could handle and what sort of care was needed. We were able to start preparing due to support from related departments, the people at Hyogo Prefecture’s public employment security office and social welfare corporations. As we move forward, we will focus on the concept of realizing an environment in which everyone, regardless of disability, can work and grow together enthusiastically and with peace of mind.

Human Resources Division Sysmex Corporation
& Sysmex Harmony Co., Ltd.
Motohiko Nakano

Case Study [Germany]
Subcontracting to an Organization That Supports People with Disabilities

Working on the manufacturing line

Working on the manufacturing line

For the past 15 years, Sysmex Europe has worked with an organization that endeavors to support the independence of people with disabilities. The company subcontracts packaging work at a manufacturing line of its reagent factory in Germany to people with disabilities.

We strive to maintain high levels of motivation among these workers through sharing our mission, as well as through periodic training and support from employees.

Going forward, we aim to continue providing an environment in which people can work enthusiastically.


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