Society

Promotion of Diversity and Inclusion

Promoting Diversity and Inclusion

Supporting Diverse Human Resources in Pursuing Careers

Sysmex considers human resources an important management resource for achieving sustainable growth, and we have evolved from practicing “diversity”, which simply involves welcoming diverse human resources, to practicing “diversity and inclusion”. This new approach involves creating an inclusive working environment that is suitable for a wide variety of people.
Sysmex Corporation has a diversity promotion function that delivers information and engages in activities to promote the understanding of diversity. We also conduct an employee opinion survey about diversity to incorporate the views of personnel into the measures we implement.
Sysmex Corporation recruits new employees based on an evaluation of individuals, without regard to nationality, race, gender, age, employment history, or disability status.
Furthermore, we have established processes that allow us to employ talented human resources in and outside Japan at the right time. We hire job applicants straight out of overseas universities, and we appoint women employees and employees with foreign citizenship as officers on the management team.
In March 2021, Sysmex Corporation was selected as a winner of the New Diversity Management Selection 100 by the Ministry of Economy, Trade and Industry (METI). The Selection honors progressive companies that engage in diversity management.

Activities at Group Companies

Sysmex America conducts measures based on its affirmative action program, aiming to erase prejudices and discrimination against minorities. Sysmex Asia Pacific signed TAFEP’s* Employers’ Pledge of Fair Employment Practices in 2008, and it continues to provide employee training.

  • An organization which was founded to promote fair employment through an alliance of three parties: government, labor, and employers (Singapore National Employers Federation). It is co-chaired by the representatives of the Singapore National Employers Federation (SNEF) and the National Trades Union Congress (NTUC)

Supporting Women’s Career Activities

Sysmex Corporation works to provide a comfortable working environment by establishing a system to support employees in pursuing their careers while raising children, and taking other supportive actions. We also engage in leadership training for women. In fiscal 2020, we launched a new Action Plan under the Act on the Promotion of Women’s Active Participation based on the Act on the Promotion of Female Participation and Career Advancement in the Workplace. This Plan presents the goals* of having women make over 15% of our managers and of having the number of hours worked be less than 1,950 per year by fiscal 2024.
We have set the target percentage of women managers across the Group and the target rate of childcare leave taken by male employees as sustainability targets. We are determined to continue actions to empower women in the workplace. Our initiatives in fiscal 2020 include unconscious-bias training, a training program to support career motivation, and a training program to promote understanding of the empowerment of women in the workplace for newly appointed managers. 
  • Target: Sysmex Corporation
Eruboshi certification given to an excellent company based on the Act on the Promotion of Female Participation and Career Advancement in the Workplace. Sysmex received Level-3 certification, the highest grade.
Eruboshi certification given to an excellent company based on the Act on the Promotion of Female Participation and Career Advancement in the Workplace. Sysmex received Level-3 certification, the highest grade.

Supporting People with Disabilities

By creating a workplace where people with various sorts of physical, intellectual, and psychological disabilities can work in keeping with their characteristics, we aim to foster an environment in which everyone, regardless of disability, can work and grow together enthusiastically and with peace of mind.
Since its establishment in 2017, Sysmex Harmony, a special subsidiary*, has expanded the types of operations it undertakes and has grown in size. Today, the company has 23 employees. The company’s operations center on assistance in the production of reagents and devices, including inspection of products, and labeling containers at factories. Sysmex Harmony assigns its employees to work based on their individual abilities, and it ensures close communication between employees and their supervisors through regular interviews. Consequently, the company has maintained a zero turnover as of March 2021.
Sysmex Europe works with an organization that endeavors to support the independence of people with disabilities. The company subcontracts packaging work in the manufacturing line of its reagent factory in Germany to such persons. We strive to maintain high levels of motivation among these workers by sharing our mission, as well as through periodic training and support from other employees.
Starting from fiscal 2021, we set a target percentage of employees with disabilities across the Group companies in Japan as a sustainability target among our efforts to create a workplace in which diverse human resources can pursue their careers. 

  • A subsidiary that has been certified by the director of a public employment security office for special consideration in the employment of people with disabilities. Subsidiaries with labor regulations different from those of the parent company can give more consideration to the work capabilities and labor conditions of people with disabilities in their labor regulations and workplace environment, which makes it easier to increase employment for these workers.
Employees inspecting reagents and labeling reagent containers (Sysmex Harmony)
Employees inspecting reagents and labeling reagent containers (Sysmex Harmony)

Seniors in the Workforce

In March 2021, Sysmex Corporation raised the retirement age from 60 to 65*, and established a system that allows employees nearing retirement to work shorter hours, have a side job, and/or work concurrently for a different company.
Our employees are also entitled to work as senior contract employees until they turn 70. We have launched the Career Development Support Program among our efforts to assist senior employees in career development. This program is designed to impart basic knowledge and promote understanding about views needed for career planning. It combines e-learning, group training, and individual consultations to support participants in their autonomous career planning and specific behavior change. 

  • Each employee can choose his/her retirement age between 60 and 65.

Understanding of Sexual and Gender Minorities and Our Actions

In fiscal 2020, Sysmex Corporation established a partnership registration system, under which partners in same-sex relationships are recognized as spouses.

Our intranet page dedicated to the subject of gender-neutrality provides information to help employees learn more about gender minorities in order to enhance company-wide understanding. During fiscal 2020, we held a diversity roundtable discussion1 on the subject “LGBTQ2 and Diversity”, and distributed Ally stickers that show support for LGBTQ people, among others.

  • 1 Roundtable discussions are held to exchange opinions about a wide range of topics, including work-life balance and cross-cultural understanding, and to offer an opportunity for interdepartmental community building.
  • 2 Acronym referring to sexual orientation/gender identification (lesbian, gay, bisexual, transgender, questioning/queer) 

Diversity Education

Sysmex Corporation publishes a monthly in-house magazine called the “Diversity Newsletter” to share information with employees and promote their understanding about this idea. In fiscal 2020, we hosted roundtable discussions about diversity and inclusion, LGBTQ, and support for people with disabilities, among others. We also provided “unconscious bias” training designed to help employees recognize and address their unconscious biases, and a seminar on universal etiquette where employees learned how to think and take actions in order to interact with people with diverse backgrounds.
Diversity Newsletter
Diversity Newsletter