Promoting Work-Life Integration
Olympus has been promoting "Work-Life Integration" tohelp employees keep their work-life balance and generatework-life synergies, believing that they will maximize theirabilities and proactively continue their careers even duringperiods when they need to take care of their children orother family members.
Support Systems and Measures
We have introduced work at home, reentry, task flex, and reduction of working hours systems as a way to give more support to employees who are taking care of their children or other family members. In fiscal 2014, we held town meetings between the President and female employees eight times, and also provided female employees who were taking care of their children with career training.
Use of the Work-Life Integration-Related Systems (in fiscal 2014)
| Fiscal 2014 | |
|---|---|
| Work at home system (persons) | 5 |
| Reentry system (persons) | 16 |
| Task flex system (persons) | 0 |
| Reduction of working hours system (persons) | 128 |
Leave Systems and Leave Utilization Situation
Refresh Leave
| 7th year of employment | Paid holidays: 5 days Bonus: 55,000 yen |
|---|---|
| 20th year of employment | Paid holidays: 10 days Bonus: 330,000 yen |
| At the age of 55 | Paid holidays: 5 days Participation in the PLP Seminar |
Utilization of Refresh Leave
| FY2012 | FY2013 | FY2014 | |
|---|---|---|---|
| 7th year of employment | 355 | 188 | 293 |
| 20th year of employment | 204 | 174 | 196 |
| At the age of 55 | 78 | 114 | 132 |
Annual Paid Leave
| No. of annual paid holidays (for full-time workers) | 20 days a year, starting the first year of employment (for employees who join Olympus between April and June). Unused paid holidays can be carried over to the next year only. |
|---|---|
| Consecutive leave promotion scheme (Creative Holiday) | Employees are encouraged to take 5 consecutive leave days. (These can be combined with ordinary holidays.) |
| Expired annual paid holiday saving scheme (Special Sick Leave) | Saving of up to 50 days allowed for medical treatment and family care (paid holidays). |
Utilization of Annual Paid Leave
| FY2012 | FY2013 | FY2014 | |
|---|---|---|---|
| Average days available | 19.7 | 19.9 | 19.9 |
| Average days used | 10.9 | 9.1 | 11.4 |
| Utilization ratio (%) | 55.4 | 45.9 | 57.3 |
Leaves of Absence for Voluntary Activities
| Number of Persons | |
|---|---|
| FY2012 | 1 |
| FY2013 | 1 |
| FY2014 | 0 |
* Cumulative total since 1995: 6
Utilization of Childcare & Family Care Leave and Leaves of Absence
| FY2012 | FY2013 | FY2014 | |
|---|---|---|---|
| Number of employees taking maternity leave | 60 | 76 | 62 |
| Number of employees taking childcare leave | 60 | 58 | 59 |
| Subtotal: Males | 1 | 4 | 3 |
| Percentage of employees returning to work after leaves of absence for childcare (%) | 97.6 | 94.9 | 97.4 |
| Population*1 | Females: 53 Males:309 |
Females: 69 Males: 295 |
|
| Retention rate*2(%) | Females: 98.8 Males: 87.5 |
Females: 89.2 Males: 100.0 |
|
| Number of employees taking leaves of absence for family care | 1 | 1 | 1 |
*1 Population: Number of employees qualified for child care leave, classified by gender
*2 Retention rate: Retention rate (for one year) after end of child care leave Number of employees with company as of March 31 of the fiscal year after reinstatement from child care leave during the previous fiscal year 歎 Number reinstated after child care leave during the previous fiscal year