当社の技術をクイズ形式で紹介（リサイクル再生ペンは参加者へ記念品として配布）
Although we have taken continuing actions toward arranging better working conditions for women and promoting employee work-life balance since the 2005 fiscal year, we are also proceeding with a wide range of other measures to accelerate the creation of working environments which can allow our diverse human resources to be fully active. These measures include the establishment of a Diversity Promotion Office in April 2014, activities to enhance the awareness of diversity and inclusion, measures to promote the activity of women, and advancement of autonomous work-life management by employees.
Embrace diverse human resources and foster a culture in which each of our strengths can be demonstrated.
The transmission from the top management
Consciousness and behavioral change of management layer
implementation of e-learning about D&I, penetration of "IkuBoss" in cooperation with the work Style reform project, etc.
Awareness raising for employees
Implementation of human rights education for new officers, new managers and new employees
Publication of company Newsletters
Implementation of Employee Awareness surveys
Holding the event throughout the company
Deepen individual engagement and strategically foster train women
Employment of people with disabilities
Initiatives promoting the employment of people with disabilities
Employment of elderly people
The activities of global human resources
Initiatives for understanding LGBTQ issues
Provision of e-learning programs promoting all employees' understanding of LGBTQ issues
Harassment prevention initiatives
Provision of e-learning programs about the prevention of harassment to all employees
Supporting diverse work styles of employees, aiming for both job satisfaction and ease of work
Support for flexible working styles (promotion of various support systems such as telework, etc)
Promotion of the involvement of fathers in childcare
Creating a childcare handbook for male employees and holding round-table meetings about fathers' involvement in childcare
Support for balancing work and childcare
Holding seminars for employees taking childcare leave, and the introduction of an interview form
Holding seminars for employees who return to work after childcare leave, and the introduction of interviews before and after maternity/paternity/childcare leave
Support for balancing work and nursing care
Holding seminars on nursing care
On August 2 and August 19, 2022, we held the "Riko-challe in summer of 2022"*1) online for junior high and high school students. The event was designed to let students experience the fun and excitement of science and engineering, and included company presentations, technology introductions, interaction with female technical employees, and virtual office tours. In the questionnaire after the event, we received comments such as "It was good to hear about the choice of humanities and sciences from senior employees," "I was surprised by Furukawa Electric's technology," and "I was able to experience the company as if I were really in the office.
*1 We are participating as a supporting organization in the "Riko challenge summer of 2022" promoted by Japan Business Federation in cooperation with the Cabinet Office.
"Rico-challe" Official Website, Gender Equality Bureau Cabinet Office, Government of Japan
In July 2022, one of our female technical employees was dispatched as a lecturer to a girls' high school in Kanagawa Prefecture to give a "Science Worker Lecture" to first-year students, who listened intently and took notes as she talked about the work, daily schedule, and career choices of science employees working at companies. The students actively asked questions about employment and other topics.
This is a message video from the Furukawa Electric Group's Furukawa Electric LATAM S.A., which promotes the advancement of women.