Our Impact
DEI
- Our DEI
- Top Message
- Our DEI Initiatives
- Employee Interview
- The General Employer Action Plan
- Related News
To fully leverage individuality and abilities, Panasonic Automotive Systems aim to create a company where everyone can take on challenges.
We are actively working to create an environment where diverse talent can fully express their individuality and abilities, allowing them to work authentically and vibrantly. To achieve this, we are implementing various training programs, improving human resource systems, and refining our organizational structures.
Top Message
Diversity, Equity & Inclusion (DEI) is an essential and important piece of our mission vision.
The environment surrounding us is constantly changing, and our values are diversifying. The automotive industry, in particular, is undergoing a period of change that occurs once every 100 years and is undergoing major changes in its value-added structure. It is difficult for a company to survive unless it can adapt flexibly to change and innovate on its own with diverse ideas. In other words, diverse ideas are the source of corporate competitiveness.
At Panasonic Automotive Systems Co., Ltd., we aim to be the ""best team"" among a diverse group of people, each of whom demonstrates his or her individuality and ability to the fullest, and each of us can shine by making the most of it. To this end, we will improve and reform the company's systems and systems so that all employees can work energetically and with a sense of worth.
Panasonic Automotive Systems Co., Ltd.
Masashi Nagayasu, Representative Director, CEO, In charge of DEI Promotion
Our DEI Initiatives
We are dedicated to fostering a company where everyone feels empowered to reach their full potential. By embracing and promoting DEI principles throughout our workforce, we aim to create an inclusive environment for all. Here, we introduce the systems and initiatives supporting this mission.
Closing the Gender Gap
To create a workplace where everyone can thrive, we are undertaking various initiatives to close the gender gap, focusing on career development, mindset shifts, and work-life balance.
Women’s Leadership Development Program
We offer programs such as an “External Mentorship Program” for employees prior to managerial appointments and a “Sponsorship Program” by senior executives for employees being considered for leadership roles. By engaging with role models and leaders both inside and outside the company, women are given opportunities to address career-specific challenges, broaden their perspectives, and explore ways to live and work authentically.
Creating an Environment That Supports Childbirth and Parenting
To make it easier for employees to participate actively in childcare, we introduced a gender-neutral paid parental leave policy (20 days) in October 2022. This is part of our broader efforts to implement various welfare programs that promote work-life balance. Moving forward, we will continue to foster a work environment where employees with diverse work styles can thrive and work with vitality.
Support for People with Disabilities
We provide a variety of support services to ensure that everyone, regardless of disability, can embrace challenges and showcase their unique individuality and skills.
Information Accessibility
To ensure that employees with hearing impairments can smoothly participate in workplace meetings and internal events, we provide support through voice recognition software and sign language interpreters.
Networking for Employees with Disabilities
We promote networking activities for employees with disabilities, enabling them to discuss and consider ways to improve working conditions and their contributions to society. These activities involve individuals from various departments, generations, and disability backgrounds.
Consultation Services
A collaborative system between HR and the union has been established, allowing employees to seek consultation regarding any difficulties they face at work.
About Special Subsidiary “Harima SANYO Industries Co., Ltd.”
Founded in 1982 as a joint venture between the company, Hyogo Prefecture, and Kasai City, Harima SANYO Industries was established to create job opportunities for individuals with disabilities who want to work but have difficulty finding suitable employment. Our goal is to balance the independence of individuals with disabilities with efficient factory management, while highlighting each person’s unique abilities.
Support for Workstyles
As part of our efforts to create an environment where employees can balance work with childcare or caregiving, we have established systems and support tailored to different life stages. Our aim is to ensure not only “ease of working” but also to maintain each individual’s sense of “purpose and fulfillment” in their work.
Programs for Supporting Work-Life Balance in Caregiving
We are committed to creating a supportive environment for employees who are balancing work with family caregiving responsibilities. This includes offering care seminars, providing a website with care-related information, offering consultation and procedural support, and implementing caregiving leave policies.
Programs for Supporting Work-Life Balance in Childcare
We have introduced several unique programs, such as a gender-neutral parental leave system, initiatives to achieve 100% male participation in parental leave, and comprehensive childcare support programs. These efforts aim to foster an environment where employees can successfully balance work and childcare responsibilities.
Understanding and Support for LGBTQ+
We strive to deepen understanding of LGBTQ+ issues and create a workplace where everyone, including sexual minorities, can feel safe and empowered to thrive.
Sponsorship of Tokyo Rainbow Pride
Tokyo Rainbow Pride, a nonprofit organization, promotes a society where diverse sexual identities are embraced, and everyone can live “authentically, joyfully, and proudly.” As part of the Panasonic Group, our company sponsors the annual “Tokyo Rainbow Pride” event, with many employees supporting its mission and actively participating in the parade.
HR Policies for Same-Sex Partners
Employees who register their same-sex partners with the company can access internal benefits typically offered to married couples. We value sexual orientation and gender identity as part of individual uniqueness, and we strive to create a workplace where everyone can work confidently and feel psychologically safe.
DEI Awareness Initiatives
To promote a deeper understanding and integration of Diversity, Equity, and Inclusion (DEI), we conduct various internal trainings and events for our employees.
DEI Forum
At the “DEI Forum,” which all employees in Japan participate in, we invite external experts to deliver lectures and lead panel discussions with employees on a variety of DEI topics, such as “diversity,” “balancing work with childcare and caregiving,” and “paternity leave.” This forum fosters an environment where diverse talent comes together, helping build a “best-in-class team” where each individual can maximize their unique abilities and potential.
Disability Awareness Training
For all employees, including senior management, we offer training led by external instructors in a two-part format: a “lecture” and a “workshop.” The lecture provides foundational knowledge, while the workshop encourages participants to relate to the topic of disability on a personal level, deepening their understanding and fostering a more inclusive workplace.
Unconscious Bias Training
Unconscious bias refers to the automatic assumptions we make when we see, hear, or experience something, without realizing it. To help employees become aware of these biases and the distortions in their perspectives, we provide e-learning and other training programs to all employees.
DEI Caravan
Members of the DEI Promotion Office visit domestic offices to hold discussions and exchange ideas with employees and business leaders on DEI-related topics. Through these conversations, we aim to deepen understanding of DEI among frontline employees and gain insights into the realities of the workplace, which help inform and guide future initiatives.
Employee Interview
The General Employer Action Plan
To ensure that all employees can fully utilize their abilities, we are committed to improving our employment environment. In line with the “Act on Advancement of Measures to Support Raising Next-Generation Children” and the “Act on Promotion of Women’s Participation and Advancement in the Workplace,” we have established a general employer action plan.
