The Sanyo Group is creating a welcoming work environment for both male and female employees who want to balance work and family life. Support programs for working parents have been created through the labor-management Committee for Measures to Support the Development of the Next Generation, and the company has been actively fostering a work environment where employees are aware of and utilize these programs. Starting in April 2008, Sanyo expanded the eligibility period under its system of shorter working hours for parents with young children. Employees are now eligible for the system until March 31st of the year in which the child completes grade 3. Starting in fiscal 2009, as part of a third action plan for child-rearing support, the company is making it easier for both male and female employees to take childcare leave, while improving a program to support those on leave who are returning to the workplace. As a result of these initiatives, Sanyo obtained certification^*1 based on the Next Generation Nurturing Support Measures Promotion Law, in April 2007, and also in April 2009.

*1 Based on achieving an action plan for child-rearing support, and meeting the certification standards of the Japanese Ministry of Health, Labour and Welfare.

Although I had already used the system for shorter working hours, I finally decided to take the important step of going on childcare leave. In addition to giving me the time necessary to look after my small child, I was also able to catch up on my studies during spare moments. It was a very worthwhile use of my time, and I felt mentally refreshed. Above all, my kid is now a lot calmer and more emotionally secure than before I went on leave, so it was an invaluable experience for me. Although it took a little time to redistribute the workload after I returned to work, I had no problems resuming my duties, and I am grateful for the understanding of my colleagues.

Sexual harassment is a severe violation of a person's human rights and can be linked to a deterioration of the work environment and lowering of workers' motivation. To prevent sexual harassment cases, our company has set up the “Sexual Harassment Consultation Service” as part of the complaint handling committee operated by labor and management, which enables people to anonymously receive counseling without going through their supervisor. In addition, we provide employees with educational programs and the portable handbook which indicated the examples of improper speech and conduct in order to enhance their consciousness, thus promoting creation of a work environment that is comfortable for both men and women.

General Management-Labor Conference

The Sanyo Group places importance on dialogue with its labor union and building good relations with employees. The SANYO Electric Workers' Union is made up of about 17,000 employees from SANYO Electric Co., Ltd., and its main subsidiaries in Japan. The company holds daily discussions with the union on employee labor conditions and other matters, and both management and union leaders attend the Joint Management-Labor Conference, which is held regularly. At this conference, top management explains management policy and listens to the opinions of employees from the union perspective, and strives to reflect them in management of the company.