Together with Employees

Nurturing Human Resources

Roland DG puts the management strategy and business strategy derived from its corporate philosophy and vision into effective practice for the training of human resources capable of generating corporate value, while also accommodating opportunities where each and every employee can maximize their own abilities based on their individual career vision.

Human Resources Training System

A training system has been developed that includes grade-based courses, objective-based courses and selective courses with the aim of boosting employee leadership skills and expertise, as well as supporting their self-development. Grade-based courses are designed for employees to acquire the awareness, knowledge and skills required for each employee rank, while also fostering individuality and independence in line with the management philosophy and standards of behavior. Roland DG implemented a role ranking system from FY2019 for the training of specialists with high levels of expertise in specific fields. Performance assessments and behavioral assessments based on MBO are coordinated with capacity development systems, and feedback received from superiors allows employees to verify this against their own career vision and utilize objective-based courses and self-development programs to build up any areas they are lacking in. From FY2019, global marketer training has been offered as a selective course as part of training efforts for developing globally competent human resources capable of leading the future of the company.

Diversity and Inclusion

Creating a workplace environment where employees can work in a lively manner and apply their skills to the maximum is considered to be a way of spurring innovation and creating new added value. With this in mind, Roland DG is involved in developing a broad range of activities based on diversity and inclusion with the concept of "Creating the very best by harnessing diversity" as the core strategy for human resources.

Promoting Advancement of Women in the Workplace

Since 2008, Roland DG has been focusing on creating a workplace environment that provides female employees greater peace of mind for continuing work, with initiatives such as expanding its support program for balancing work and childcare, and providing better systems around maternity and childcare leave. Following the Act on Promotion of Women’s Participation and Advancement in the Workplace coming into effect in April 2016, Roland DG has been making greater efforts so female employees can focus on advancing their careers, by rolling out workstyle reforms that providing underlying support for initiatives such as setting targets for increasing the proportion of women in management (12% as of December 2021), raising company-wide awareness, assisting with career development, and improving training for candidates of female managers.

In January 2017, Roland DG obtained the highest certification "Eruboshi Level 3" from the Ministry of Health (the third company in Shizuoka Prefecture with the highest level certification, and the first in the manufacturing industry in Shizuoka Prefecture). "Eruboshi" is a certification mark granted to companies that are taking an active approach to promoting female advancement under the Act on Promotion of Women’s Participation and Advancement in the Workplace. Roland DG met the requirements for all five evaluation criteria: "recruitment," "continued employment," "way of working such as working hours," "proportion of women in managerial positions," and "various career options."

Eruboshi

  • Average Years of Services:
    FY2019 FY2018 FY2017
    Male employee
    (general, management position)
    14.9 years 14.7 years 14.0 years
    Female employee
    (general, management position)
    11.1 years 10.6 years 10.0 years
    Male employee
    (dedicated manufacturing operator)
    5.0 years 4.0 years 3.0 years
    Female employee
    (dedicated manufacturing operator)
    13.1 years 12.5 years 11.6 years
  • Number of Hired New Graduates and Experienced Workers, and Recruitment Competition Rate (excluding dedicated manufacturing operator):
    FY2019 FY2018 FY2017
    Male employee
    (general, management position)
    23 26 11
    Female employee
    (general, management position)
    7 3 8
    Male employee
    (general, management position)
    12.6x 5.7x 15x
    Female employee
    (general, management position)
    10.1x 12x 7.2x

    * Recruitment competition rate is calculated by number recruited / (number of new graduates accepted for first round screening + number of experienced workers accepted for preliminary screening)

  • Number and Percentage of Women in Management Positions:
    FY2019 FY2018 FY2017
    Number of women in management positions 5 6 5
    Percentage of women in management positions 5.1% 6.1% 5.8%

    * Numbers as of end of December

Promoting Advancement of Persons with Disabilities

Roland DG is aiming to be a company where both healthy people and persons with disabilities can work together to the best of their individual personalities and abilities. The "Heartwarming Service Team" has been established under the Human Resources Department to create various opportunities that can fully utilize the individual capabilities of persons with disabilities. To help persons with disabilities integrate with work more smoothly, Roland DG encourages specific HR employees to acquire certification as intra-firm workplace coaching assistants (job coach) or workplace and lifestyle consultant for persons with disabilities, and also organizes training sessions for persons with disabilities to acquire computer skills and other experience.

Number and Proportion of Employment of Persons with Disabilities
FY2019 FY2018 FY2017
Number of persons with disabilities 12 15 12
Percentage of employment of persons with disabilities 2.31% 2.52% 1.94%

* Numbers as of end of December

Promoting Advancement of Foreign Nationals

With its mission of "Bringing new opportunities to society through digital technology," one of the highest priority challenges for Roland DG is the employment and training of employees proficient with digital technology. As advancements continue to be made in the realm of digital transformation, Roland DG is particularly focused on hiring foreign nationals with outstanding skills in the fields of AI and IoT as it aims to boost software technology in these fields. Roland DG has grown to include 16 subsidiaries in 15 countries, with overseas sales accounting for almost 90% of its consolidated operating revenue. Even at the head office in Hamamatsu City, Roland DG has forged a corporate culture based on tolerance towards differences in language, culture and religion, and is progressing with a focus on inclusion of foreign workers. Further efforts will continue to be made moving forward, such that diversity like this is applied for generating additional corporate value.

Number of Foreign Nationals:
FY2019 FY2018 FY2017
Number of foreign nationals 9 10 3

* Numbers are the total of full-time workers and temporary workers at Japanese offices of Roland DG Corporation and DGSHAPE Corporation as of end of December

Promoting Advancement of Retired Persons

Roland DG has developed a system that provides the opportunity of continued employment up to the age of 65 years old to workers who are seeking re-employment after reaching retirement age (60 years old). This not only allows them to continue working by applying their workplace experience, job performance, knowledge and expertise they have developed over the years, but also contributes to training of younger employees, turning implicit knowledge to explicit knowledge and inheriting corporate culture through guidance and support programs, as part of efforts to maintain and bolster corporate value.

Number of Re-Employed Retired Persons:
FY2019 FY2018 FY2017
Number of re-employed retired persons 8 11 0

* Numbers as of end of December

Decent Work & Employee Engagement

To ensure that each and every employee can apply their skills to the best of their ability, spur on innovation and create added value requires a workplace that is comfortable to work in, developed on a base with excellent flexibility and diversity.

Workstyle Reform

Roland DG is implementing workstyle reforms with the aim of creating a workplace environment where a diverse range of employees can work in a lively manner with a healthy work and lifestyle balance. Efforts are being made to reduce overall working hours by encouraging employees to take paid leave and increasing work efficiency, as well as enhancing productivity by raising the level of expertise of each and every employee and adopting management practices that harness a broad range of skillsets. A work-from-home program was made available from FY2020 with the aim of offering a time- and location-free workstyle. Other initiatives are also being considered, including a flextime program and an hour-based paid leave system. Developing a more flexible approach to work with more efficient use of time and location is one way of creating a workplace environment where a diverse range of employees are able to continue working.

General Position, Average Hours of Overtime:
FY2019 FY2018 FY2017
General position, average hours of overtime 18 hours 15 hours 16 hours
Average Rate of Taken Paid Leave:
FY2019 FY2018 FY2017
Average rate of taken paid leave 83% 82% 82%

Childcare and Nursing Support

To ensure that employees are able to raise their children with peace of mind, Roland DG has developed a childcare leave system that is available up until children turn two years old, as well as a parental shortened working time system where employees can work for around six hours a day until the end of the fiscal year that their children are in third grade elementary school. Support is also available for employees who need to provide nursing care while working, with the nursing care leave system that can be used for up to one year, and the nursing care shortened working time system that allows for shortened working times.

  • Discussion on childcareDiscussion on childcare
  • Seminar on family nursing careSeminar on family nursing care

Occupational Safety and Health

Roland DG acknowledges that protecting the safety and health of employees is its highest priority challenge. Under the initiative of the Health and Safety Committee, surveys are conducted of dangerous and hazardous conditions throughout the workplace followed by deliberation of appropriate measures, causes of work-related injuries are identified and measures put in place to prevent them from recurring, and safety and health-related activities are planned and proposed, followed by ongoing planning, evaluations and improvements. Surveys are also conducted of workplace environments for maintaining and promoting the health of employees, followed by providing and implementing suggested improvements, and planning and organizing activities for maintaining and promoting health including mental health. Such company-wide efforts are made to ensure that every employee is assured a safe and healthy place to work in.

Number of Occupational Accidents:
FY2019 FY2018 FY2017
Number of occupational accidents 2 8 5

Maintaining and Promoting Health

Health nurses are stationed at Roland DG workplaces to help maintain and promote health and provide mental health care. In addition to health checkups held once a year, employees aged 35 years or older are encouraged to have thorough physical examinations (up to 32,000 yen subsidized by the Health Insurance Society), and employees with a high risk of adult-onset diseases are provided with individual health support and guidance by a health nurse. Additionally, employees who have accrued more than 80 hours of overtime work in a month are checked up by an industrial physician in the month following the month with excess overtime.

Stress checks are also available during health checkups as a way of addressing mental health. Individuals with high stress levels who seek additional checks are able to have a consultation with an industrial physician. A health nurse provides individual checkups and support for employees who are on leave frequently or for extended periods due to poor mental health, as well as those who have recently returned to work. For workplaces that tend to have high-stress environments, department managers are advised to implement specific measures or make improvements to the workplace environment in response to results of employee satisfaction surveys or other feedback.

Pursuing Employee Satisfaction

Employees being able to work in a lively manner boosts the level of satisfaction of all stakeholders, and in turn leads to enhanced corporate value and brand value. One of Roland DG's corporate slogans is "Inspire the Enjoyment of Creativity." In light of this, Roland DG considers it essential to cherish open-minded imagination free of conventional constraints, as well as creating an environment that inspires and motivates each and every employee to harness the full potential of their diverse capabilities. Roland DG runs an employee satisfaction survey once every year to identify the best possible approach to human resources and corporate culture for delivering creativity and innovative value, and applies the results in various types of action to boost employee engagement.

Results of Employee Satisfaction Survey (maximum score of 5):
FY2019 FY2018 FY2017
Employee satisfaction level 3.17 3.09 2.95

Human Rights

Roland DG respects the rights of each and every employee, and is committed to creating a workplace environment with no unjustifiable discrimination that ensures freedom based on race, religion, nationality, gender, age and other qualities.

Preventing Harassment

So that each and every employee is respected as an individual and is able to work with peace of mind without facing any form of harassment, Roland DG's working regulations clearly prohibit harassment, and to prevent any incidents from occurring, the regulations outline the swift and appropriate measures that are taken in the event that an incident does occur. Initiatives are developed to raise awareness amongst employees, and all company employees are required to take an e-learning course once a year to prevent harassment. An internal and external harassment hotline has also been established in order to implement swift and appropriate measures if necessary.

Preventing Child Labor and Slave Labor

Roland DG is expanding business on a global scale, and is committed to the appropriate management of human resources based on the laws of countries and regions where overseas subsidiaries are located as well as its own internal regulations. Incidents involving child labor and slave labor have not occurred throughout the Roland DG Group.

Respecting Basic Labor Rights

Roland DG is in constant communication with labor unions as part of efforts to resolve a range of problems that can occur between labor and management. Members of executive management participate in labor-management consultations that are held every month for exchanging ideas and information. Roland DG has favorable relations with labor unions and is committed to maintaining sound labor-management relations.

CSR Activities Contents

Sustainability Index