ESG/CSR
Our approach to human capital
Employees
At Meiko, we view strengthening and expanding our human capital as an important management priority in order to achieve our purpose of "challenging the evolution of electronics, developing ourselves, and contributing to society." Based on the belief that "people are a company's greatest asset," we are strengthening the acquisition and development of the human resources necessary to achieve our medium-term management plan, while promoting the creation of a "rewarding workplace" that is safe, secure, and clean for all employees, respects diversity, and allows employees to grow. By making the most of the diverse skills, knowledge, and experience of each employee and increasing the competitiveness of the entire organization, we will build a sustainable management foundation and provide new value to society.
Respect for diversity
As a globally operating company, Meiko respects human rights and strives to hire, evaluate, and treat diverse human resources fairly, without discrimination based on race, creed, religion, nationality, age, gender, disability, etc., so that they can demonstrate their capabilities. To achieve this, we have established a human rights policy, respect international human rights norms, and work to protect the human rights of all our stakeholders. In addition, we work to prevent various types of harassment through employee education and the operation of a complaints desk, and create a working environment where diverse human resources can thrive.
1. Promoting revitalization of the elderly
In order to invigorate re-employed contract workers who have retired, we introduced a "work-based" re-employment system in fiscal 2019. This system positions re-employed contract workers as an important part of the workforce and maintains and improves their motivation. It is a well-balanced system that corrects wage disparities based solely on age and sets compensation levels according to the job content after retirement.
2. Support for balancing treatment and work
To support employees who are working while undergoing treatment for an illness, we have enhanced our personal sick leave system and have put in place flexible work systems such as staggered work hours and flextime.
3. Global human resource allocation and personnel exchange
Meiko is committed to recruiting foreign nationals. We welcome both new graduates and mid-career recruits, regardless of nationality, to hire the talent we need. As of March 2025, we had 35 foreign nationals employed in Japan, primarily from China and Vietnam. We also utilize the intra-company transfer system and technical intern training program to train and utilize foreign talent. Thirteen Chinese and Vietnamese factory employees are currently working in Japan under the intra-company transfer system, while five Vietnamese trainees are currently working at the Fukushima Factory and 114 Vietnamese trainees are currently working at the Hebei Factory. Over 300 employees from our overseas subsidiaries have used various programs to train in Japan. These experienced employees, including the current general manager (factory manager) of the Guangzhou Factory, are now involved in the management of our overseas factories as senior executives. Meanwhile, the number of Japanese expatriates working at our overseas subsidiaries has been declining year by year due to the shift to local management, but 49 Japanese employees are still working overseas.
4. Initiatives for Employment of People with Disabilities
Meiko is actively working to employ people with disabilities, and currently has 17 people with disabilities (21 in total employment count) working for the company. Although the legal employment rate has not been achieved as of March 2025, it has been reached through subsequent hiring. Furthermore, we believe that the most important thing when employing people with disabilities is to ensure that they settle in and remain employed for the long term after joining the company. Therefore, we are committed to creating a comfortable working environment by conducting regular and irregular follow-up interviews with individuals and providing advance training to employees in their respective departments. In order to continue fulfilling our social responsibility, Meiko will continue to create opportunities where people with disabilities can thrive, and aim to build a bridge between society and people with disabilities.
Promotion of Women's Activeness
As a result of proactively recruiting female talent, Meiko's employment ratio of female employees among all employees exceeded 20% for the first time in fiscal 2020, and is expected to rise to over 24% by fiscal 2023. The number of female employees is also on an increasing trend each year, reaching 200 in fiscal 2022. We will continue to actively recruit women and also focus on increasing the number of female employees in managerial and supervisory positions. In particular, we aim to double the ratio of female managers by fiscal 2030, and will promote the following measures.
1. Childcare leave and reduced working hours system
We are also actively promoting a reduced working hours system for female employees returning from maternity leave or childcare leave. In fiscal 2019, six employees took childcare leave, one returned to work, and 15 employees used the reduced working hours system (excluding group companies).
2. Promoting a work environment that is easy for women to work in
As part of our efforts to expand employee benefits and promote ESG management, we completed the construction of an in-house nursery school in fiscal 2019, and opened the "Meiko Nursery School Nobikko" in April 2020.
3. Meiko Nursery School "Nobikko"
In April 2020, we opened an in-house nursery school with the aim of expanding employee benefits and promoting opportunities for women to play an active role. The facility is located next to our head office, allowing employees to work with peace of mind while being close to their children. Our childcare philosophy is to "nurturing children's developmental potential in a home-like atmosphere," and we aim to provide childcare that focuses on each child individually while flexibly accommodating working patterns.
Human Resource Development and Career Paths
1. Human Resource Development
Meiko provides level-specific training to draw out the potential of each employee and secure the human resources who will realize our management philosophy in the medium to long term. We support the improvement of skills and knowledge tailored to each level, and also provide self-development support for all employees with the aim of autonomous career development. Furthermore, within the level-specific training, we hold a "Meiko Leader/Managerial Course," where our directors serve as instructors and directly communicate to employees the type of human resources we are seeking. To support employees' voluntary skill development, we provide incentives through our skills certification system and subsidize language and e-learning expenses. As part of our Group human resource development efforts, we utilize an intra-company transfer system to Japan and a technical intern training system to train employees at our overseas factories.
| Rank | Position | Level-specific education and training | selective education | selective education |
|---|---|---|---|---|
| 6~ | Management position | Management training (for department managers and section managers) | ・Executive training ・English training |
Self-development support ・Correspondence courses ・English education |
| 5 | Section chief | Pre-appointment test for management positions | ||
| 4 | director | Training for new supervisors | ||
| 3 | generally | ・Mid-level employee training ・Follow-up training ・New employee training |
||
| 2 | ||||
| 1 | ||||
| Accepted candidates | New employee training | - | - | |
2. Career Path
At Meiko, young employees in technical positions are given on-site experience closer to manufacturing in order to acquire knowledge, skills, and know-how. Once they have acquired sufficient knowledge and experience, we expect them to demonstrate independent work ethic and leadership. We consider their career aspirations and listen to their aspirations. Those who wish to master their specialty are positioned as "specialists," while those who wish to experience a wide range of technical departments and engage in a broad range of work are positioned as "generalists." We hold evaluation and personnel interviews within each department, and we ask whether their aspirations have changed during each interview. Ultimately, specialists develop into "professionals," and generalists into "management" professionals, aiming to advance to positions equivalent to management specialists. Depending on each employee's aspirations and aptitude, they may transition between these career paths.
3. Support for balancing work and family life
We value a good work-life balance and are taking various measures to improve employee happiness and productivity. First, we offer flexible working hours through flextime and reduced working hours, allowing employees to work according to their own schedules. This helps to reduce the burden of family responsibilities such as childcare and nursing care, and reduces stress. We also provide the necessary support for employees when they take childcare leave or nursing care leave, helping them return to work smoothly. We also promote skill improvement and career development through training and career support programs. Meiko prioritizes the health and happiness of its employees and provides an environment where they can focus on work while harmonizing their work and family life.
4. Measures to improve job satisfaction
Meiko has introduced a stock incentive program from fiscal 2021. By awarding stock to employees who achieve outstanding results, we aim to enhance employees' sense of belonging to the company and reward their proactive efforts to improve corporate value.
Health and Safety Initiatives
Based on our occupational health and safety policy, we aim to create a workplace where all employees can work safely and securely, both physically and mentally, and where each individual can fully demonstrate their abilities.
In addition to the Occupational Safety and Health Committees at each base, as stipulated in the Industrial Safety and Health Act, we have also organized a Group Occupational Safety and Health Committee as a superordinate organization, creating a system for the overall management of the entire group, including overseas bases.
The Group Occupational Safety and Health Committee shares details of occupational accidents at each base, their causes, and prevention activities at each base, and is working to prevent occupational accidents across the entire Group.
Our Wuhan and Vietnam factories have acquired ISO45001 certification and are committed to occupational health and safety.
All employees work in safety and security, both physically and mentally.
We aim to create a workplace where each individual can fully utilize their abilities.
- We will comply with all laws and regulations related to occupational health and safety, as well as our company rules, and strive to eliminate unsafe conditions in all workplaces.
- We will conduct risk assessments in the workplace, set goals, and continually work to improve the working environment and reduce the risk of occupational accidents.
- We will inform each employee about occupational safety and health activities and work to improve their knowledge of safety and health.
- We will actively support the maintenance and improvement of the mental and physical health of our employees.
1. Preventing occupational accidents
We are currently working to restructure our occupational health and safety risk assessments in order to strengthen our occupational health and safety risk management. An analysis of occupational accidents that occurred between 2019 and 2024 revealed that approximately 75% of these incidents could have been prevented if more appropriate risk assessments had been conducted.
As a specific initiative, we are working to build a system in which leaders at each workplace take risk assessment trainer training and continuously implement more effective risk assessments in their respective workplaces.
In addition, by checking each and every task at the manufacturing site from multiple angles, including the safety management department, we are able to identify risks in more depth than before.By taking appropriate risk reduction measures for the identified risks, we are reducing risks at the site and working to create a safe workplace.
In addition to risk assessment, we are also working to improve our safety management by establishing a system for the early detection and prompt correction of unsafe conditions through internal audits related to disaster prevention and monthly safety patrols.
In order to create a workplace environment where employees can work with peace of mind, we will continue to implement risk assessments and other measures that will lead to improved safety and health management, with the aim of achieving zero workplace accidents.
2. Hygiene management and health promotion initiatives
We have declared our commitment to health management and are actively working to promote the health of our employees across the company.
In order to maintain and improve the health of our employees, we are actively promoting specific health guidance after statutory health checkups. The implementation rate of specific health guidance in fiscal 2023 is over 95%, far exceeding the target of 45% or more set by the government in its basic policy for the third phase of specific health checkups, etc.
Additionally, as part of employee mental care, we provide health education through e-learning, and offer counseling sessions with clinical psychologists upon request from employees or the workplace. We have also made a health management declaration, promoting walking hygiene management and promoting health, and are actively working to promote the health of our employees across the company. To maintain and improve the health of our employees, we are proactively promoting specific health guidance after statutory health checkups, and the implementation rate for specific health guidance in fiscal 2023 is expected to be over 95%, far exceeding the target of over 45% set by the government in its basic policy for the third phase of specific health checkups, etc.
Additionally, as part of our employee mental care, we provide health education through e-learning, and offer counseling sessions with clinical psychologists upon request from employees or workplaces. We also implement activities that employees can easily participate in, such as walking campaigns and health challenges where participants set their own goals, to raise employee awareness of promoting health. These activities were highly evaluated, and in March 2024, we were certified as a "Health and Productivity Management Excellent Corporation 2024" by the Ministry of Economy, Trade and Industry.