Flexible Systems to Accommodate Life Events
Support Initiatives for Female EmployeesOlympus Listens to Employees
Olympus has used a variety of methods to canvas the views and wishes of female employees, including joint labor-management hearings and surveys, and roundtable meetings between employees and the President. The aim of this work is to help employees to build ongoing careers that will not be disrupted by life events.
One of the conclusions to emerge from these hearings and other initiatives is that whilst most female employees want to build ongoing careers, they are concerned about their ability to reconcile work and home life after marriage and childbirth (see graph below). Other wishes expressed included the establishment of long-term training plans for female employees and the introduction of human resource systems capable of accommodating career interruptions resulting from life events. There is also a voluntary network of female employees, the majority currently caring for young children, which provides opportunities for sharing ideas and opinions on various topics, including childcare issues and career development problems. Sessions are held during lunch breaks and at other times, with some of the ideas put forward being conveyed to management.
Concerns about Reconciling Work and Family Life after Marriage/Childbirth
These are the results of a union survey of female union members in fiscal 2007. Reasons given by women who stated that they were unwilling or unable to remain at work included: "I would be unable to manage my current workload as well as household tasks;" "I would feel uncomfortable;" and "I would be mentally and physically incapable of handling work and household tasks."
Enhancements to the System Allowing Reduced Working Hours for Employees with Childcare Responsibilities
Children in the early years of elementary school also attend childcare facilities and the task of taking children to and from these facilities is more demanding on parents' time than is the case with pre-schoolers attending daycare facilities. Female employees in particular had called for further improvements to the system that allows employees to work reduced hours whilst caring for small children. In fiscal 2008, Olympus responded to this need by enhancing and expanding the system. Previously employees caring for pre-school children were eligible for reduced working hours. This was extended until the children reach the age of 9, when they are no longer eligible for daycare and are able to remain home alone. Olympus chose this age limit, rather than the final day of the third year of elementary school, which in Japan falls on the last day of March, at the request of employees with childcare responsibilities, who were concerned about the impact of sudden changes in their children's situations. We recognize the importance of family interaction, and believe that human resource systems should be enhanced to reflect the wishes of employees.
Changes to the Working Hours Reduction sytem
| Overview of Law | |
|---|---|
| The Japanese Child Care and Family Care Leave Act requires employers to take steps, such as the reduction of working hours, to help employees with children under the age of three to reconcile work with childcare. Employers are also required to make efforts to establish similar systems for employees with preschool children aged three and over. | |
| The Olympus System | |
| Before the changes : | One of the measures introduced by Olympus was a system providing for reduced working hours. Under the original system , employees were eligible until their children entered elementary school, which meant that Olympus was fulfilling its obligation under the law to extend the scope of its measures as much as possible. |
| After the changes : | Eligibility under the system was expanded in April 2009 and employees are now able to use this system until the end of the April in which their children enter the fourth year of elementary school. As a result of this change, Olympus is exceeding its obligation in terms of eligibility. |
Changing Employee Attitudes and Corporate Culture
Creating an Environment in which Female Employees Can Succeed and GrowCreating an Environment in which Female Employees Can Succeed and Grow
Olympus has given priority to initiatives that help female employees to contribute and succeed. Additional support is needed to enable female employees to remain in work so as to continue to achieve growth and develop their skills after major changes in their lives, especially childbirth and childcare or a spouse's work transfer. Olympus will continue to enhance career development support for female employees and provide expanded opportunities for communication.
This process will begin with measures to help female employees to contribute and succeed. Our medium to long-term goal is to help all employees to achieve better harmony between their work and personal lives. This will require changes to the attitudes of all employees and the reform of our corporate culture.
VOICE : The Challenge of Changing How I Work
I experience a real sense of personal growth through my childcare work as the mother of a two-year-old. As a member of the Human Resources Planning Group, I help employees to enrich their lives through their work and personal lives. With the kind support of my co-workers, I am currently working reduced hour s. I believe that to maintain the strategic potential of our workplaces, we need to seek the cooperation of others and be ready to provideour cooperation in turn. I am always trying to achieve this.
by Akiko Suzuki
Human Resources Department, Planning Group
Business Support Division
Olympus Corporation
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