Ricoh 2014 Annual Report Download - page 67

Overview Action Data & Prole
HR Management
Ricoh Group Sustainability Report 2014 66
(Frequency)
(FY)
0.0
0.5
1.0
1.5
2.0
Toll of the dead or injured in
work-related accidents
(took or did not take leave from work)
Total of actual working hours
2012 201320112010
Frequency = ×1,000,000
Ricoh Major businesses in Japan
2014
0.82
1.62
0.47
1.61
0.62
0.00
1.80 1.59
1.62
0.72
• Correlation between diversity promotion and
work–life balance management
Communication with employees
Ricoh global employee survey
We aspire to build the Ricoh Group into a truly global organization—One Global Company—with a framework built upon a common foundation, The RICOH Way. each and every
employee can demonstrate his or her capabilities to the fullest extent possible and work independently and enthusiastically at assigned tasks, in keeping with The RICOH Way. To achieve
this, we regularly implement employee engagement surveys to pinpoint employee awareness and promote more desirable reforms, from the perspective of The RICOH Way. In scal
2014, we conducted our rst global employee survey at 69 companies within the Ricoh Group—20 companies in Japan and 49 companies overseas—garnering responses from about
90% of the roughly 85,000 people surveyed.
The survey results, which were announced on our intranet and in-house publication, will be used to plan measures for improvement.
Employee Council
Ricoh Employee Council meetings are manifestations of our belief that employees are collaborators in the growth of our business. The Council’s central meetings serve as a forum
for communication between senior executives and other employees, with top management sharing information concerning the current state of the company and their management
policies with representatives from 14 ofces.
The information is subsequently conveyed to all employees through workplace meetings as well as through the Council’s newsletters. In addition, issues requiring top
management consultation, such as pay raises, bonus payments and the Company’s annual plans, are discussed in special committees by members of the central meeting, and the
results are passed along to top management.
• Frequency of work-related accidents
(Ricoh)
Diversity and Work–Life Balance Management
For the Ricoh Group to keep growing, we will need
the higher added value that innovation can provide.
A diverse workforce aids innovation by bringing
many perspectives and knowledge bases into play.
The Ricoh Group places a priority on measures to
supportdiversityandenhancework–lifebalance
management so human resources with varied
backgrounds are able to show their individuality and
fully demonstrate their capabilities, which serve to
improve corporate value. We know that the key to
competitiveness is in how well we develop the skills
of our human resources and how they apply their
expertise. Given this, we are prioritizing measures
to encourage women to be more active within the
organization, and nurture new potential for enhanced
corporate capabilities. ➤ WEB1
A safe and healthy place to work
The Ricoh Group places high priority on the health
and safety of all its employees. Initiatives that include
a healthy working environment, child care and a
commitmenttowork–lifebalancemakethecom-
panies of the Ricoh Group places where people from
diverse backgrounds can fully exercise their abilities.
Moreover, we provide full disclosure of our safety
record and present information about related programs
to the public so as to raise the general standard of
welfare in the communities where we operate.
Managing the health of all employees
With the cooperation of the health insurance union,
the Ricoh Group has developed an IT system to
manage mental and physical health through the
prevention and early detection of problems, with
check-ups following treatment. We supplemented
Creating a comfortable working environment
Work
Promotion of diversity
Work-life Balance Management
Creation of innovation and new customer value
Retention of talented employees among diverse human
resources and opportunities for them to play an active role
Sense of fulfillment in jobs, promotion of self-growth,
improvement of productivity
Diverse employees
Life outside
of work
Fulfillment in life outside of work
(family, learning, community activities, etc.)
Promotion of mental and physical health
Fulfillment
in jobs
Fulfillment
in life
Fulfillment
in jobs
Fulfillment
in life
Fulfillment
in jobs
Fulfillment
in life
Occupational Safety and Health diagnostic programs with examinations for lifestyle-
related illnesses and early detection of cancer for
all employees over the age of 35. Our total health
management covers all group companies and involves
the collaboration of staff who work on mental health,
physical health, and labor issues.
Strengthening our programs
The Ricoh Group adopted an
Occupational Safety and Health
Management System, and safety
standards are constantly being
improved. Regarding occupational
accidents that have occurred within
the Group, we share information on
causes as well as measures to prevent
recurrence, and to implement safety
standards. A priority for the entire
Group in 2014 is to eliminate accidents
that cause operations to stop. ➤ WEB2
➤WEB1DiversityandWork–LifeBalanceManagement: www.ricoh.com/csr/activity/respect/diversity.html
➤WEB2Occupational safety and health: www.ricoh.com/csr/activity/respect/safety.html