Omron 2014 Annual Report Download - page 32

Human Resources Strategies: (1) Diversity
■ Promoting the Advancement of Female Human Capital
Currently, the number of female employees in
leadership roles is low, especially in Japan. Om-
ron realizes that this is an issue needing to be ad-
dressed. The percentage of female employees in
Japan as of April 20, 2014, was 21％, with 1.8％
of managers being female. By fiscal 2016, we
aim to employ several female executives in Japan
and have female managers account for 3％ of total
managers. By 2018, we plan to have female man-
agers account for 5％. Going forward, Omron will
progressively cultivate a workplace environment
in which female employees can continue working
even after life events like marriage and childbirth.
Furthermore, we will develop a corporate culture
that allows any employees with high ambitions to
achieve advancement, regardless of gender.
■ Appointing Global Human Resources to Global Core Positions
Omron is systemically securing and educating
the next-generation of top-rank managers to
become capable leaders that can support its
future. From the perspective of globalization, we
are committed to placing local human capital in
management positions at operating sites outside
Japan. We believe that it is best to have people
from a given country or region conduct manage-
ment in that area. These people are most able
to make fast and appropriate management
decisions and lead the organizations and
people in their country or region. In fiscal
2011, the ratio of core positions at overseas
sites filled by local human capital was 31％.
By March 31, 2014, this ratio had increased to
42％. Going forward, we will continue to culti-
vate local employees and assign these human
capital to important positions.
■ Developing a Workplace Environment That Empowers
People with Disabilities
Currently, Japan legally requires companies to
maintain a ratio of employees with disabilities
to total employees of at least 2％. The Omron
Group, including OMRON Taiyo Co., Ltd. (a
specially certified subsidiary under the Act on
Employment Promotion of Persons with Dis-
abilities), has a ratio of 3.24％, one of the high-
est of any manufacturing company in Japan.
Overseas, government policies pertaining to
the employment of people with disabilities and
social awareness toward these individuals vary
by country. As such, it is necessary to develop
the appropriate workplace environment based
Domestic
63％
Overseas
37%
Local
42％
Domestic
65％
Overseas
35％
FY2011
Local
31％
FY2013
■ Percentage of Global Core Positions Filled by Non-Japanese Human Capital
April 2012 April 2014 April 2018
(Plan)
Percentage of female managers 1.4%1.8% 5% level
■ Percentage of Female Managers in Japan
on the conditions of each country.
Omron aims to develop a workplace environ-
ment in which people with disabilities are em-
powered and can work unimpeded, and it will
formulate related initiative policies based on the
conditions of each country.
About Omron Where We’re Headed Corporate Value Initiatives Corporate Value Foundation Financial Section
Integrated Report 2014 61
60 Omron Corporation