K Technology Corp. | Electronics R&D for Automotive, Medical, Communications
Diversity Management
Our Framwork of Diversity
A Strong, Yet Flexible Organization That Can Adapt to Various Changes in the Business Environment
Our company is home to employees with diverse lifestyles and values. As business diversification and the rapid reorganization of the global economy continue, the sustainable creation of corporate value requires that diverse personnel respect one another, share values, and grow through mutual effort.
We believe that the significance of promoting diversity management lies in “building a strong, and at times flexible, organization capable of adapting to various changes in the business environment.”
With the spirit of our corporate philosophy—Speed, Challenge, Creative—we aim to:
Attract and promote highly adaptable talent who can thrive amid change.
Leverage new perspectives and ideas for business and corporate innovation (embracing differences in values and backgrounds).
Improve overall organizational performance by integrating diverse talent into each workplace and utilizing their abilities to enhance business.
Specific Initiatives:
Review work styles with an emphasis on work-life balance.
Support for balancing childcare and caregiving responsibilities.
Promote active participation of women.
Support for senior employees’ engagement.
Maximize the abilities of employees with disabilities.
Promotion Structure
Under the oversight of a Diversity Officer appointed by the Board of Directors, a dedicated Diversity Department has been established as part of the company’s organizational structure. The department is responsible for planning activities, disseminating policies across the company, monitoring progress, and communicating externally through various reports. In addition to information disclosure, the department engages in dialogue with stakeholders, reporting issues identified through feedback and activities to the responsible officer, while providing feedback to management and related departments (HR, administration, quality, procurement, design, manufacturing, sales, etc.). Based on this, response policies are formulated and reflected in management measures as appropriate. The Diversity Department promotes these activities by deploying policies and initiatives to the headquarters and regional sites in Miyagi.
Diversity Promotion Initiatives
1) Work-Life Balance Support
To support employees in fully realizing their potential while balancing childcare and caregiving, we have expanded related systems and promoted company-wide understanding, creating an environment where all employees can easily utilize them.
Past Initiatives (2015–present)
At K Tech, we support diverse talent and have developed and expanded systems based on an action plan that can be used by both men and women.
| Phase 1 (April 1, 2015 – March 31, 2018) |
Focused on creating an environment for employees managing childcare or caregiving to continue employment.
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| Phase 2 (April 1, 2018 – March 31, 2021) |
Continued system expansion and focused on improving working styles for all employees.
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| Phase 3 (April 1, 2021 – March 31, 2024) |
Focused on further expanding systems and promoting understanding of existing programs.
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| Phase 4 (April 1, 2024 – March 31, 2027) |
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Goal 1: Promote next-generation development and provide employment opportunities for young people.
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Support for Balancing Work and Childcare
We aim to support employees in balancing childbirth, childcare, and work by expanding systems available to all employees regardless of gender.
Flexible working and leave systems: Introduced reduced hours, flex-time, and telework to support diverse work styles and work-life balance. New leave options for compulsory education periods will also be implemented.
Creating a supportive environment: Provide explanations of programs to childcare-eligible employees and conduct guidance sessions for management to foster understanding and culture
Support for Balancing Work and Caregiving
We provide systems such as caregiving leave, telework, flex-time, and staggered shifts to help employees continue demonstrating their abilities while managing caregiving responsibilities.
Flexible work and leave arrangements: Similar to childcare support, diverse work styles can be applied to caregiving. Special leave days for caregiving needs are provided, and plans are in place to introduce hourly paid leave for greater flexibility.
Creating a supportive culture: Guidance and program explanations are provided to caregivers, along with management training.
2) Promoting Women’s Participation
We aim to create an environment where women can thrive through the following action plans and company-wide initiatives.
Past Initiatives (2016–present)
| Phase 1 (April 1, 2016 – March 31, 2020) |
Focused on establishing an environment for women to succeed.
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| Phase 2 (April 1, 2021 – March 31, 2024) |
Expanded opportunities for women and increased the ratio of female executives.
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| Phase 3 (April 1, 2024 – March 31, 2027) |
Goal 1: Increase the percentage of women in career-track recruitment.
Goal 2: Support female careers and raise the proportion of women in management to over 10%.
Goal 3: Conduct training and briefings on “women’s participation,” “new work styles,” and “work-life support systems” to management.
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3) Support for Senior Employees
As attitudes and values toward work after age 60 are highly diverse, we aim to provide long-term opportunities and establish personnel systems for seniors, enabling meaningful work up to age 75 and beyond.
4) Expanding Work Opportunities for People with Disabilities
As part of our corporate social responsibility and diversity efforts, we have long employed people with disabilities. We will continue to meet statutory employment rates while expanding diverse work opportunities for people with disabilities.