Human Capital Initiatives

The SOLIZE Group believes that diversity in talent is important for enhancing corporate value over the medium to long term and on a sustainable basis. In light of the major changes expected in society going forward, we are working to secure and develop diverse talent as one of our key management actions, in accordance with our Human Resources Philosophy, Human Resources Policy, and related guidelines.

Respect for Human Rights

As a company committed to upholding human rights, we respect the rights and dignity of the people who work with us. We adhere to international human rights standards and will not be complicit in any violations. We do not engage in words or actions that demean the individual. We support the elimination of forced labor marked by a lack of consent or the threat of punishment, and reject any involvement in such practices. We also support the effective abolition of child labor and will not tolerate it in any form.

Respect for Human Rights

Code of Conduct & Values

Code of Conduct

Engage in business activities that are just, fair, transparent, and sound, with an awareness of our obligations and responsibilities as a corporate enterprise which is a public entity
Not only comply with all applicable laws, regulations, contract terms, and company rules as a matter of course, but also take action with integrity and earnestness, in accordance with the highest standards of ethics and morality
Strive to improve our corporate value while gaining and maintaining the trust of our customers, business partners, shareholders, employees, local communities, and other stakeholders
Respect local cultures and customs as a global company, and contribute to the sound development of local society through fair employment practices and the energies of our diverse human resources
Strive to provide better environments and places for appealing experiences as a company involved in knowledge creation, and promote the growth and happiness of each and every one of our employees

Values

Values

Diversity & Inclusion

Childcare and Caregiving Support Programs

We have established various HR programs so that employees can continue their careers without having to step away due to childbirth, childcare, caregiving, or other life events, allowing them to balance work with their personal responsibilities.

Program	Details
Childcare Leave	Employees of any gender who are raising a child under one year of age may take childcare leave until the child reaches the age of two.
Reduced Working Hours for Childcare	Employees of any gender who choose to use the program may reduce their working hours for childcare until the end of the fiscal year in which their child completes the sixth grade of elementary school.
Caregiving Leave	Employees with caregiving responsibilities may take caregiving leave in separate periods, up to a cumulative total of 93 days per eligible family member.
Reduced Working Hours for Caregiving	Employees with a family member in need of care may use the reduced working hours program for caregiving.
Childbirth Congratulatory Payment	When an employee or their spouse gives birth, they may take special leave and receive a congratulatory payment for childbirth.

Childcare Support

Childcare Support Kurumin certification mark

We obtained Kurumin Certification in 2019.

Kurumin is a certification mark for companies recognized by the Minister of Health, Labour and Welfare as childcare support companies. Companies that achieve the goals of their General Employer Action Plan formulated under the Act on Advancement of Measures to Support Raising Next-Generation Children and meet other specified standards may apply for and receive Kurumin Certification from the Minister of Health, Labour and Welfare.

Employment of People with Disabilities

We employ people with various disabilities in administrative and engineering roles, and work together with them in our business. We consider assigned duties according to the characteristics of each disability, including general administrative tasks such as document and inventory management, database administration, 3D printer-related work, and support for various training programs. Through these efforts, we work to help employees demonstrate their abilities and achieve professional growth.

In 2020, as a new form of employment for people with disabilities, we created cleaning roles at Global Engineering Center-Yamato, one of our business sites. Previously, each department at the facility handled meeting room cleaning and trash disposal. However, as the increase in remote work made it difficult to carry out these tasks in the same way, we began employing people with disabilities to perform cleaning work in October 2020. Today, the scope of their work has expanded to include inventory checks for consumables and other responsibilities.

Senior Employment

To promote the active participation of diverse talent, we provide employment opportunities through a reemployment system for employees who reach retirement age and wish to continue working. By doing so, we enable the extensive experience and skills of senior employees to continue driving business development while providing them with a way to remain active after retirement. Employees who wish to continue working may do so until the age of 65.

Hiring Employees of Foreign Nationality

We actively hire talent with diverse nationalities and cultural backgrounds. The proportion has increased year by year, and since 2018, we have welcomed a cumulative total of 130 employees from 14 countries around the world. Employees with a wide variety of perspectives and experiences continue to play active roles today.

Human Resource Development and Internal Environment Improvement: Metrics, Targets, and Results

Measures and Targets	Results (FY2025)
Average monthly statutory overtime and statutory holiday work hours per full-time worker: Target of less than 45 hours	18.3 hours
Number of workers with monthly average statutory overtime of 60 hours or more: Target of 0	0 employees

Sustainability-Related Content