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ANNUAL REPORT 2010 22
Corporate Social Responsibility
To Our Shareholders
and Customers
Corporate Social
Responsibility
Financial
Section
Fiscal 2010 Highlights
and Progress of MTP
RICOH NOW
Ricoh Group CSR Charter; Code of Conduct;
Supplier Code of Conduct
The Ricoh Group established the Ricoh Group CSR Charter and the
Ricoh Group Code of Conduct in 2003 to ensure the Group fulfills its
responsibility to society through every aspect of its operations. In
addition, the Ricoh Group Supplier Code of Conduct was formulated
in 2006, which the Group’s suppliers are expected to comply with and
monitor their performance against.
<Gist of the Ricoh Group Code of Conduct>
• Integrity in Corporate Activities
(including the personal information protection)
• Harmony with the Environment
• Respect for People (including no tolerance of discrimination, child labor)
• Harmony with Society (including disclosure manner)
Ricoh signatory to the United Nations
Global Compact
Ricoh signed the United Nations Global Compact in 2002. Since 2008,
Ricoh has been serving on the board of the Global Compact Japan Network.
Framework for supporting social
contribution activities
(1) A social contribution reserve system, under which the company saves
a certain amount of its profits for use in social contribution activities,
upon the approval of shareholders at annual general meetings
(2) Free Will, a social contribution support organization initiated by
employees to collect employee donations
(3) The matching gift program, which requires the company to match
donations from employees
CSR Activity Principles and Initiatives
Human Resources and Career Development
Basic policy on human resources development
To nurture the seven types of human resources we identified as key
enablers to achieve our growth strategy, we design and operate human
resource type-based development programs.
With the enhanced “career design training” and the expanded
“training interview system” in place, we encourage each employee to aim
for higher goals by providing appropriate direction and integrating the
individual’s ideals with the organizational goals.
Diversity and work-life balance management
The Ricoh Group is making efforts to establish diversity-focused human
resources management in a bid to further globalize the brand. Our HR
systems are continually improved based on the results of employee
surveys conducted on a regional basis, aiming to create a workplace
where a diverse range of employees can each realize their full potential,
enjoy a healthy work-life balance and have their individuality respected.
Human resources-related programs
• Childcare support system
• Childcare leave
• Reemployment of former employees who left for parenting or family
care reasons
• Nursing care leave for employees with sick or aged family
• Volunteer leave
• In-house job posting
• Reemployment of retirees
• Goal evaluation system
• Career development support programs
• e-learning
• RICOH Award and other recognition programs
and more
* For details, please read the Ricoh Group Sustainability Report (Corporate Social Responsibility) 2010.
CSR related data
See page 58
Ԃ
Consolidated number of employees by region
(as of March 31, 2010)
41,118
35,000
17,239
10,143
5,025
(people)
Japan
AThe Americas
B
China
DAsia-Pacific Region
E
Europe
C
A
B
D
E
C
Ԃ
Consolidated number of employees
120,000
80,000
40,000
0
(people)
83,456
108,477
108,525
2008 2009 2010 (FY)
Ԃ
Social contributions
(thousand yen)
95,000
96,000
87,300
100,000
75,000
50,000
25,000
02008 2009 2010 (FY)
(%)
2.00
1.00
0.00
<Ricoh Company, Ltd.>
1. 96 1. 87 1. 96
Ԃ
Rate of employees with disabilities
2008 2009 2010 (FY)
1. 6
0.8
0.0
1.01.1
1.6
(%)
<Ricoh Company, Ltd.>
Ԃ
Percentage of female managers
2008 2009 2010 (FY)
13 .9 13.7 14 .0
15.0
7. 5
0.0
(%)
<Ricoh Company, Ltd.>
Ԃ
Percentage of female employees
2008 2009 2010 (FY)
(5 points Grading scale)
5.00
2.50
0.00
3.96 4.04 3.95
Ԃ
General Satisfaction Rating of Employees
Score of pride in working for Ricoh
2008 2009 2010 (FY)