Ricoh 2012 Annual Report Download - page 32

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Ricoh Group Sustainability Report 201231
Human Capital Management
Global competition has become more and more intense and customers’
needs have become ever more diversified and sophisticated. In this
rapidly changing business environment, in order for the Ricoh Group
to keep growing, it is necessary to provide products and services with
high added value that meet such customer needs and to keep producing
innovations that achieve a significant improvement in productivity.
Innovation can be achieved not through a monocultural or singular
way of thinking but by making full use of the varied characteristics of
diverse employees and by integrating their expertise and knowledge.
To allow these employees with their diverse backgrounds to achieve
high productivity in their work while achieving fulfillment in life outside
of their work and career, it is necessary to change the ways of working
in such a way as to ensure the growth of both the company and the
individual employees.
“Diversity Promotion” and “Work-life Balance Management” are our
efforts to address the above issues so as to become a “vital company”
where both organizations and individuals grow and develop. With these
efforts, we will pursue challenging goals to establish new ways of working.
The Ricoh Group is promoting diversification of employment and
working patterns to suit various employee lifestyles.
At Ricoh Americas “diversity” is much more than just another
concept: it’s a way of life. “Diversity is first of all a matter of ethics,
but not only that,” says Donna Venable, Senior Vice President,
Human Resources at Ricoh Americas Corporation (RAC). “More
and more our valued customers want to know how our sales and
services are structured around diversity. They are looking for a
partner they are comfortable with. In that sense for us diversity is
not just the right thing to do, it also makes good business sense.”
Underpinning all Ricoh Americas’ diversity initiatives is The
Diversity and Social Responsibility Council, which serves as an
advisory board to senior management. One particularly powerful
initiative, is something called “Supplier Diversity,” which is both a
strategic imperative and a competitive advantage for the company.
Simply put Supplier Diversity consists in seeking and expanding
partnerships with minority-owned, small, small-disadvantaged,
woman-owned, veteran-owned, service-disabled-veteran-owned
and HUBZone small businesses.
Diversity initiatives at RAC
■ Correlations between Diversity Promotion and Work-life
Balance Management
■ Creation of a workplace that provides employees with diverse
backgrounds with opportunities to play an active role
Creating a comfortable working environment
Diverse employees
Life outside
of work
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
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
nterview
I
Donna Venable
Senior Vice President
Human Resources
Ricoh Americas Corporation
Diversity and Work-life Balance Management
● Female manager study groups and
gatherings
● Mentoring programs
● Career support programs for candidate
managers
● Step-up program
●
Career forum for junior female employees
● Distribution of Handbook Supporting
Women’s Involvement (for managers)
●
Explanation of the diversity portal site
● Work-life management seminar
● Diversity Promotion Meeting for
Group companies in Japan
● Employee awareness
survey
●
Work-life management
awareness survey
● Childcare support program (Childcare leave and
shorter working hours)
● Nursing care support program (Nursing care leave and
shorter working hours)
● Support leave system (Nursing, nursing care, fertility
treatment, non-work related injuries, etc.)
● Paid leave by time
● Special long-term leave for volunteer work
● Satellite office
● Reemployment system for supporting work-life balance
● Flex-time work shift
● Distribution of the Communication Guide for
Supporting Work-Life Balance (for supervisors) &
Communication Handbook (for users)
● Return-to-work Support Seminar, Papa Seminar,
Family Day, etc.
Involving
women
Support for
better
work-life
balance and
improvement
of working
styles