1. Human Rights and Equal Opportunity
♦ Respect Personal Qualities, Prohibit Discrimination, and Understand Diversity
ADEKA is seeking to create a diverse and creative organization, where diverse personal qualities and value sets are respected, and individuals gain stimulation from such diversity. We determined four principles of human resource management so as to promote and practice universal principles of human resources and labor. The first principle is "Respect employees' humanity and personal qualities".
ADEKA perceives "Buraku/ Dowa discrimination" as ignorant and unreasonable. We prohibit and work to eliminate any discrimination in recruitment and human resource management.
♦ Employment of Physically Challenged People
ADEKA acknowledges that employment of physically challenged people supports their independence hence, is a part of corporate social responsibility. We have been supporting employment of physically challenged for many years through various efforts such as facility improvement and employee training. As a result, the ratio of physically challenged employee increased to 1.78% in 2005. (1.8% is the ratio designated by law). We have been improving facilities and creating a good working environment for all by promoting a barrier-free workplace, for example by installing wheel chair accessible restrooms.
Change of Physically Challenged Employee Ratio
♦ Prohibition of Sexual Harassment
In order to prevent sexual harassment, ADEKA offers awareness raising training at manager and new employee training sessions, using Japan Business Federation guidebook as a textbook. In addition, since FY2001 Labor Consultation Offices are established at each offices and factories, so that all employees including contract workers can consult about any concerns in an relaxed environment.
♦ Recruitment and Promotion of Women
ADEKA has been creating a good working environment where keen employees are trained and utilized equally, regardless of their gender, for many years, based on the spirit of the Equal Employment Act. ADEKA female employee ratio is 11.8% (178 employees) as of March 2006. Fourteen of them play an active role as 2 executives and 12 assistant directors.
Employee Gender Ratio
♦ Employee Quality of Life Improvement
(1) Childcare Leave
Childcare leave is available for employees, so that keen and qualified employees can balance work and family life. The Childcare leave system was introduced in 1991. Seven employees took such leave in 2005. Our current challenge is to encourage male employees to take child-care leave.
The "flex time system" also supports employees in balancing work and child-care and/or nursing.
(2) Nursing Leave
A support system is provided for employees when nursing their spouses and their parents. The Nursing leave system was introduced in 1993. The duration of the leave is up to one year, longer than the legal requirement of three months.
In addition, employees can take special leave set aside, up to 20 days, so as to continue to nurse family members while working upon their return.
(3) Volunteer Leave
We support employees' volunteer activities. Employees can take up to 7 days volunteer leave when they participate in various voluntary activities, such as emergency relief, cultural interaction, social welfare, and environmental protection.
In 2001, procedures for taking volunteer leave were simplified, so that a larger number of employees could take the leave.
(4) Short-time Work System
This system was introduced, on April 1st 2006, to actively support employees in pursuing a balance between work and family life, by providing an environment in which employees can have time for the care of children or the elderly. Employees, in the case of parents, can use this system until their children enter elementary school. For the purpose of nursing care a maximum of one year is allowed.
Employees who were out of work for a long time, because of sickness or injury can use this system for a smoother transition in coming back to workplace.
(5) Nursing Care System
Employees may have a maximum of 5 days off a year to be used when their children are sick or injured, until they enter elementary school.
(6) Refresh vacation system
This system aims to preserve employees' mental and physical conditions by offering "refreshment vacation" time. Employees who have worked for a certain duration, (minimum 30 years faithful service or until one turns 55 years old), can take 8 days off. In 2005, 35 employees took vacation time under this system.
(7) Welfare facilities
For health promotion and refreshment of employees and their families use of the following facilities at ADEKA is available.
| Service | Number of Users (in 2005) |
| Central Sports Club | 330 |
| La Foret Club | 572 |
| Celavie Resort Izumigo | 282 |
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