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With Employees

Supporting Diverse Work Styles

To Promote Diversity

The Brother Group has been supporting diverse ways of working to enable employees to choose their own lifestyle, given laws in each country and region, labor environments and personal situations. We, as a true global company, have been committed to promoting diversity by reinforcing in-house systems and reforming employees' consciousness, with the goal in mind that the right personnel, who are excellent in ability, personality, talent and behavior, will be placed in the right positions across national boundaries and lead the Group.
In recognition of its efforts, Brother Industries, Ltd. (BIL) was selected as one of the winners of the FY2015 New Diversity Management Selection 100 project, by the Minister of Economy, Trade and Industry. BIL will continue providing employees with a working environment where they can fulfill their potential in various ways as well as the opportunity of taking on challenging jobs, regardless of gender, nationality, and disability.

Logo of the New Diversity Management Selection 100 Logo of the New Diversity Management Selection 100

Activities to Support the Success of Women

The working group "Team Ajisai" clarifies issues and proposes necessary measures

In FY2014, BIL launched a working group named "Team Ajisai," composed of female employees, with the aim of realizing a working environment that allows all women working in BIL to fully exercise their abilities and play more active roles. In FY2016, this team added new male members to conduct discussions from various viewpoints, and clarified issues to be addressed for the promotion of women's empowerment and also proposed measures for such issues.

Members of "Team Ajisai" Members of "Team Ajisai"

Based on suggestions from "Team Ajisai," BIL has been taking proactive approaches, such as the formulation of the "Commitment to Promotion of the Success of Women" and the "Action Plan to Support the Success of Women," the introduction of a homeworking system, and the holding of lectures by experts. BIL has also introduced the career profiles of its female managers on the intranet and held "Career Community," which consists of small-group discussion meetings in the company, in response to the team’s request to share the careers of those who serve as in-house role models. Furthermore, in line with the team's suggestion that employees need to have experience working abroad in order to shape their careers, BIL in FY2017 expanded its conventional trainee program designed for young employees to have a chance to work abroad, to include a newly-established overseas dispatch program for administrative employees in their third or fourth year of employment. With these initiatives that offer OJT and opportunities to gain extensive experience in overseas facilities, BIL helps its employees, regardless of gender, become more active in the future.

Career Community Career Community

Business Planning Dept., Labeling and Mobile Solutions Business Division, Brother Industries, Ltd.  Asami Tabuchi

Voice of an employee who utilized the trainee program:
Involving concerned people in pursuit of a common goal and getting extensive learning and insight through trial and error

Business Planning Dept., Labeling and Mobile Solutions Business Division, Brother Industries, Ltd.
Asami Tabuchi

In my fifth year of employment, I worked as a trainee for the regional headquarters for Europe in the UK during the three months from January 2018. I was able to gain the valuable experience of promoting the launch of a new service with staff working close to customers in the sales field every day. Realizing that perspectives and opinions vary from position to position, I considered how to involve concerned people of different positions to pursue a common goal. After much trial and error, I gained a lot of learning and insight. I would like to make use of this experience and address more challenging assignments in the future.

Main measures

FY 2015
  • Introduced a homeworking system
  • Held meetings between female employees and executives to discuss the successful performance of women
  • Held a lecture for managers to develop their female subordinates
  • Held a lecture for female employees to support their career development
  • Had a networking event with other companies for female skilled workers to consider their career development

Lecture to support career development Lecture to support career development

FY 2016
  • Held "Career Community," which is composed of theme-based discussion meetings between female employees and their senior colleagues in BIL
  • Organized a cancer seminar for women
  • Held an external lecture by the president on the success of women
  • Held a networking event with other companies to consider women's careers

External lecture by the president at the time External lecture by the president at the time

FY 2017
  • Formulated policies for the success of women at respective departments
  • Held "Career Community," which is composed of theme-based discussion meetings between female employees and their senior colleagues in BIL
  • Offered female employees career support training and career consultations with an external specialist

Career Community Career Community

Supporting Work-Life Balance

Enhancing systems and creating an atmosphere that allows employees to use them

BIL provides employees with various systems to support their work-life balance, including a flextime system, childcare leave, family-care leave, a short-time working system, and nursing care leave, so that they can continue working vigorously with no anxiety.
In FY2015, BIL introduced a homeworking system for employees engaging in childcare or family care, thereby giving employees more flexible work style choices.
Meanwhile, BIL focuses on making those systems much easier to use and creating an atmosphere that promotes the understanding of them in the company by incorporating the opinions of employees.
Since FY2011, BIL has held seminars to consider how to strike a balance between work and family care in preparation for the arrival of an age with serious family-care problems in the near future. Managers, in particular, are required to participate in these seminars to gain information that helps them prepare for the risks associated with their subordinates’ family-care.
In FY2016, BIL held a cancer seminar for women in order to help female employees have accurate cancer knowledge and continue to work vigorously for long years, and also launched "Career Community," which is composed of theme-based discussion meetings between female employees and their senior colleagues in the company. These were held during work hours so that employees were able to attend more easily.

Cancer seminar for women Cancer seminar for women

Number of employees who use BIL's systems*1

FY2015 FY2016 FY2017
Childcare leave*2 57 (12) 60 (17) 61 (19)
Family-care leave*2 0 (0) 5 (3) 3 (1)
Short-time working for childcare 155 (11) 153 (5) 156 (6)
Short-time working for family-care 1 (1) 2 (1) 2 (1)
Nursing care leave 29 (7) 31 (8) 31 (9)
Homeworking 29 (6) 41 (8) 57 (6)
  1. The numbers in the parentheses indicate those of male employees
  2. The number of those who started using the system in each fiscal year

Design Dept., Marketing Strategy Center, Brother Industries, Ltd.  Jun Komura

Voice of an employee who is utilizing the homeworking system:
Always staying connected to my office through the web conferencing system "OmniJoin" and carrying out my work while communicating with my colleagues

Design Dept., Marketing Strategy Center, Brother Industries, Ltd.
Jun Komura

I have been working at home twice a week. With the web conferencing system "OmniJoin" always connected to my office, I am able to carry out my work while communicating with my colleagues. I participate in team meetings at home as if I were in the office. I feel that I have struck a work-life balance thanks to the homeworking system, which allows me to do household duties during work breaks and to take time off from work to care for my child when he suddenly gets sick.

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