Social
Social Action Policy
we consider the promotion of active human resource participation as a crucial foundation of our management. We are committed to creating an environment where our employees can fully express their individuality and thrive by respecting diversity and human rights, investing in human resource development, and fostering a rewarding workplace. Additionally, we take responsibility for addressing social issues, including addiction, as part of our corporate activities, with the goal of achieving better coexistence with society.
Efforts to Secure and Develop Human Resources
We believe that a proactive human resources strategy is crucial for navigating a highly competitive environment and achievingsustainable growth. We aim to enhance the value of our human resources and further elevate our corporate value by securing talented individuals with advanced expertise, logical thinking, and communication skills, as well as by boosting the motivation and performance of our existing employees.
As part of this strategy, we increased the starting salary for university graduates joining the Company in April 2024 from ¥210,000 to ¥300,000. Additionally, we revised our personnel system to be more performance-based, with the aim of improving the motivation and performance of our current employees.
In terms of human resource development, our policy is to create an environment where each employee can become a specialist. To accelerate the development of young employees, we implement phased education and training programs and provide an environment that fosters the early development of professionals in various fields.
This approach promotes the early promotion of employees who demonstrate strong performance, thereby expanding growth opportunities. Moreover, to equip employees with skill sets aligned with current trends and management challenges, we conduct special training programs tailored to these issues. In fiscal 2023, to enhance our employees’understanding of cyberattacks, we provided one hour of cybercrime security training to 749 employees, focusing on the security measures applicable in their respective work environments.
■Initiatives based on SANKYO’s human capital strategy
| Securing talented people |
Starting salary for college graduates to be raised to 300,000 yen or more from fiscal 2024 |
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| Change of recruitment test (Design Thinking Test) to secure DX personnel |
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| Early training of young employees |
Provision of education and training in stages from the first to the third year of employment, with the goal of developing a fully-fledged employee in three years |
Provision of education and training in stages from the first to the third year of employment, with the goal of developing a fully-fledged employee in three years |
| Expansion of growth opportunities |
Promoting early promotion of young employees who demonstrate strong performance to managerial positions based on a corporate culture that encourages taking on challenges |
Promoting early promotion of young employees who demonstrate strong performance to managerial positions based on a corporate culture that encourages taking on challenges |
■Training programs for new graduate employees (excerpts)
| Training program name |
Purpose of implementation |
Training hours per person |
Trainees (persons) |
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|---|---|---|---|---|---|
| FY2022 |
FY2023 |
||||
| New Employee Training |
The objective is for trainees to understand the social structure and corporate philosophy while acquiring fundamental business manners and skills for reporting, informing, and consulting. They also learn how to improve their work by using the PDCA cycle and develop the ability to work efficiently. The program is designed to help trainees build a solid foundation as a contributing member of society, thereby enhancing their performance and productivity in the workplace. |
The objective is for trainees to understand the social structure and corporate philosophy while acquiring fundamental business manners and skills for reporting, informing, and consulting. They also learn how to improve their work by using the PDCA cycle and develop the ability to work efficiently. The program is designed to help trainees build a solid foundation as a contributing member of society, thereby enhancing their performance and productivity in the workplace. |
30hours |
5 |
19 |
| Follow-up Training |
The goal is to help trainees acquire the skills they need to enhance their performance in the workplace and foster personal growth. Specifically, trainees will learn how to effectively use the PDCA cycle and acquire the skills to review and improve their work. Trainees will also develop the ability to maintain and enhance their motivation, as well as that of the team, by learning motivation management techniques. Additionally, the program aims to help trainees develop effective communication skills and acquire techniques to enhance their relationships in the workplace. |
The goal is to help trainees acquire the skills they need to enhance their performance in the workplace and foster personal growth. Specifically, trainees will learn how to effectively use the PDCA cycle and acquire the skills to review and improve their work. Trainees will also develop the ability to maintain and enhance their motivation, as well as that of the team, by learning motivation management techniques. Additionally, the program aims to help trainees develop effective communication skills and acquire techniques to enhance their relationships in the workplace. |
8hours |
0 |
24 |
| Next Skills Training |
The goal is to help trainees clarify their sense of purpose in their work while learning efficient and effective work techniques. Specifically, the program focuses on mastering methods for working with a sense of purpose, scheduling techniques, and communication skills using the assertion and DESC methods. The program is designed to maximize individual performance and increase overall workplace productivity. |
The goal is to help trainees clarify their sense of purpose in their work while learning efficient and effective work techniques. Specifically, the program focuses on mastering methods for working with a sense of purpose, scheduling techniques, and communication skills using the assertion and DESC methods. The program is designed to maximize individual performance and increase overall workplace productivity. |
8hours |
13 |
0 |
| Career Design Training |
The purpose of the program is to mentally prepare trainees for promotion, help them understand specific action models, and clarify their own career vision. The program is designed to equip trainees with the skills and knowledge necessary to exercise leadership in the workplace and effectively advance their careers. |
The purpose of the program is to mentally prepare trainees for promotion, help them understand specific action models, and clarify their own career vision. The program is designed to equip trainees with the skills and knowledge necessary to exercise leadership in the workplace and effectively advance their careers. |
8hours |
34 |
0 |
Promoting work-life balance
Based on the conviction that health management should be integral to every workplace, the SANKYO Group is endeavoring to create a comfortable working environment for employees while promoting their physical and mental health. We aim to properly manage working hours and reduce excessive workloads based on laws and regulations. Our initiatives include creation of a working environment where employees can easily take paid leave, reduction of overtime hours of all employees, implementation of stress checks for all employees, and management of employees’ health by industrial physicians appointed by the Company. Our basic policy is to continuously engage in activities to maintain and promote health. Moreover, we are preparing to revise the personnel system to increase employee motivation, creating a working environment conducive to employees taking greater pride in their work.
１．Incorporating Awareness-Raising Messages in Advertisement
As part of a voluntary initiative by the manufacturers’ association, the unified phrases “Pachinko and pachislot are moderately enjoyable games” and “Be careful not to get too involved” are displayed on LCD screens, commercials, posters, and other promotional materials. The Company also ensures that these unified phrases are prominently displayed in our advertising efforts.
２．Pachinko and Pachislot Addiction Awareness Week
Every year, from May 14 to May 20, Pachinko and Pachislot Addiction Awareness Week is observed. During this week, industry groups engage in information dissemination to raise awareness about the issue of pachinko and pachislot addiction, and they display posters to promote the awareness week.
３．Support for the Recovery Support Network (RSN), a Pachinko Addiction Counseling Organization
Established in 2006 with the backing of industry groups, the Recovery Support Network (RSN) undertakes a wide range of activities, including educational campaigns and telephone counseling. The Company supports the RSN through our contributions to these industry associations.
Promotion of Active Human Resource Participation
Initiatives to Promote Diversity and Inclusion
We are dedicated to creating a work environment where each employee, with their unique individuality and abilities, feels recognized and empowered to contribute.
To enhance the active participation of women, we focus not only on actively recruiting women but also on creating a workplace that supports a balance between work and childcare. As indicators of our commitment to women’s empowerment, we have set targets for at least 15% of new hires to be women and for women to occupy at least 10% of managerial positions.
During the recruitment process, we ensure female employees are part of the hiring team, providing opportunities for direct dialogue between female applicants and female staff. This helps minimize any potential discrepancies between expectations and reality after joining the company and fosters a supportive environment where women can build long-term careers. Through these efforts, we are actively working to increase the ratio of female recruits.
Furthermore, we are committed to creating an environment where employees can easily take childcare leave and utilize reduced working hours during life events and stages such as childbirth and childcare. In fiscal 2023, we achieved a 100% return rate for employees who took childcare leave. We also encourage male employees to take at least one week of childcare leave, demonstrating our commitment to supporting work-life balance for all employees, regardless of gender, and to creating a workplace where everyone can reach their full potential.
■Targets and Results