Initiatives toward diversity

Promotion of more active roles for women in the workplace

Aichi Steel considers the promotion of diversity to be an important part of its management strategy, and as part of that is strengthening measures to promote more active roles for women. We continue to proactively hire more female employees, setting goals for the percentage of female hires among regular university hires. We have also developed working from home and career design training for female employees to consider their careers. In this way, we are advancing initiatives to support women in developing their skills. As part of our culture and awareness reform, we are providing education to our managers on the prevention of harassment, while operating our Harassment Consulting Center, to help create an environment where employees can balance work with family-life and child-raising duties.

Number of
new female graduates recruited
9 (10%)

Number of
female managers
3 (1%)

Childcare and nursing care support system

We have established the Nice Family System to support employees with childcare and nursing care, so that employees can choose to work in a way that matches their life stage. We are advancing the creation of a work environment in which employees can easily balance work and family.

Usage of the Nice Family System

Fiscal year 2016 2017 2018 2019 2020
Child care leave
6 10 10 7 17
Shorter work hours
44 43 50 42 40
Registered for the
reemployment system
(persons) *3
1 1 3 2 0

*1: Number of new users during each fiscal year
*2: Number of users at the end of each fiscal year
*3: Reemployment system for employees who retire for reasons of childcare or nursing care

Childcare support system

  • Childcare leave
  • Childcare special leave
  • Shorter work hours
  • Overtime work exemption for childcare
  • Nighttime work restriction for childcare
  • Reemployment system
  • Working from home system

Nursing support system

  • Nursing care leave
  • Nursing care special leave
  • Staggered work hours for nursing care (not applicable to flextime workers)
  • Overtime work exemption for nursing care
  • Nighttime work restriction for nursing care
  • Reemployment system
  • Working from home system

Promotion of employment for people with disabilities

We have employees with disabilities working in a range of workplaces, from our manufacturing sites to administrative divisions. To enable them to remain at work, it is important to not only provide the appropriate work support but to provide them with work that suits their individual abilities, so at the time of recruitment, we follow a program of practical training and interviews to decide where to assign them.

With the majority of people with disabilities working at Aichi Steel being those with intellectual impairments, we hold seminars aimed at developing their capabilities and workshops aimed at helping them acquire internal qualifications as part of continued support to provide them with rewarding careers.

We are also systematically training and allocating Vocational Life Consultants for Persons with Disabilities and Job Coaches to provide work-related coaching to develop workplaces where all employees can enjoy working together.

Employment of people with disabilities

Fiscal year 2016 2017 2018 2019 2020
Employees with
disabilities (persons)
48 52 55 59 59
Employment rate (%) 2.4 2.5 2.6 2.8 2.67
Achievement status
of the statutory
employment rate (%)
100 100 100 100 100

Workshops for employees with intellectual impairments are held four times per year. Study sessions and leisure activities not only enable these employees to acquire the knowledge required to work, but also provide them with the opportunity to network with fellow employees.

Post-retirement reemployment system

We have in place a Manager Reemployment System and a Nice Senior System, which in principle allow all employees who wish to work after retirement to continue working until they begin receiving their pensions. To make work more enjoyable for our older employees, we are also creating workplaces that are easier to work in and we are reassessing employee benefits.


During the 38 years since I joined the company, I have always worked in quality-related jobs, including plant quality control, analysis and testing, and TQM promotion. To pass the quality control and kaizen activity knowledge I have gained over the years to younger employees, I am striving to develop employees who are quality experts by providing quality training and promoting TQM activities.

Hidetoshi Yogo,
TQM Promotion Group, Quality Assurance Div

Registrants for the Nice Senior System

Fiscal year 2016 2017 2018 2019 2020
Nice Seniors
90 91 81 76 124

Those who are reemployed between the ages of 60 and 64 (as of the end of each fiscal year)