Policy for Promoting 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 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.
Actively Promoting the Globalization of Executives and Local Employment
The Brother Group has been promoting the globalization of its executive personnel by appointing qualified persons, regardless of their nationality, to the executive positions of the group companies in various countries and regions to realize community-based management. At facilities of the Brother Group, we are actively promoting local employees to executive positions—this includes promotion to the position of president at sales facilities of regional headquarters in the U.S. and China. In the group companies outside Japan, local employees occupied 67%* of management positions in FY2020, increasing from 52% in FY2016.
When establishing new facilities and expanding its existing facilities, the Brother Group hires local people to revitalize regional economies and societies through job creation. The factory established in the Philippines in 2012, for example, employs approximately 7,000 local workers, and in Vietnam, two manufacturing facilities employ more than 13,000 local workers in total.
- Including Domino-related companies
Promoting the Appointment of Women in Managerial Positions
The proportion of female managers among all managers differs between the Brother Group companies because the history of women's social advancement and their lifestyles and main occupations vary depending on countries and regions. However, women are active in many group facilities.
|Company [Country]||March 2019||March 2020||March 2021|
|Brother Industries, Ltd. [Japan]||34||4.0%||35||4.2%||38||4.6%|
|Brother Sales, Ltd. [Japan]||2||2.2%||3||3.8%||4||5.4%|
|Brother Technology (Shenzhen) Ltd. [China]||42||32.8%||41||33.1%||42||33.9%|
|Zhuhai Brother Industries, Co., Ltd. [China]||20||57.1%||20||55.6%||20||55.6%|
|Brother Machinery Xian Co., Ltd. [China]||4||22.8%||7||20.6%||7||20.6%|
|Brother International Corporation (U.S.A.) [U.S.A.]||90||38.8%||87||41.6%||93||42.5%|
|Brother International Europe Ltd. [U.K.]||7||15.2%||7||14.9%||8||20.5%|
|Brother U.K. Ltd. [U.K.]||14||33.3%||18||39.1%||14||35.0%|
|Brother (China) Ltd. [China]||8||25.8%||8||25.0%||8||25.8%|
|Brother International GmbH [Germany]||7||21.2%||9||24.3%||9||28.1%|
|Brother France SAS [France]||11||34.4%||10||32.0%||11||35.0%|
|Brother Industries (Vietnam) Ltd. [Vietnam]||45||35.4%||48||39.3%||53||38.7%|
|Brother Industries Saigon, Ltd. [Vietnam]||7||41.2%||7||36.8%||7||38.9%|
|Brother Industries (Philippines), Inc. [Philippines]||0||0.0%||2||4.9%||4||11.8%|
Activities to Support the Success of Women
Implementing measures to promote the advancement of women as one of the challenges in diversity management
Brother Industries, Ltd. (BIL) has been proactively supporting women's careers by formulating the "Commitment to Promotion of the Success of Women" and the "Action Plan to Support the Success of Women," adopting telecommuting, and providing lectures by experts. BIL has also been posting the career profiles of its female managers on the intranet and been holding internal small-group discussion meetings called the "Career Community" to respond to a request from employees to share the careers of those who serve as in-house role models. The Career Community has covered various themes, including the balance between work and child-rearing for men, and served as a place for participants to exchange their opinions and develop a network of internal contacts. Furthermore, in response to the opinion 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 group facilities, BIL has been helping its employees become more active in the future. BIL will remain committed to creating a pleasant working environment for all employees, regardless of gender, to realize the diversification of working practices in terms of diversity management and work-life balance.
- Activities are currently suspended due to the impact of COVID-19.
Voice of an employee who joined the overseas dispatch program for administrative employees:
A year of learning about the importance of Genchi-Genbutsu*
Sales & Marketing Department, Personal & Home Business Division, Brother Industries, Ltd.
From April 2018, I spent my fourth year at Brother undergoing training at our sales company in Germany. While there, I mainly learned about market surveys and sales promotion tools, which are parts of planning operations, through practical experience.During
that year, I always tried to create opportunities to hear directly from people on the frontline by visiting our dealers and events in person.
I now realize the necessity of drilling down into requests that we get from these frontline locations in order to understand the essential needs of customers. I learned firsthand the importance of understanding the actual locations and actual issues. Since I have been back in Japan, I have tried to use this experience when planning new products by focusing on whether they meet the needs of customers.
- Actually seeing, touching, feeling and experiencing what is happening there in person.
Please see the following for detailed data regarding supporting the success of women, such as the percentage of female employees in BIL.ESG Data-Social-Related Data (S)-Diversity/Supporting work-life balance
Evaluation by External Entities
In recognition of its efforts, BIL has been certified by Japan's Ministry of Health, Labour and Welfare, and the Aichi prefectural and the Nagoya city governments as an enterprise responding to diverse ways of working by promoting the success of women and providing support for child-rearing and so forth.
For details, please see the site for "CSR management-Evaluation by External Entities- Evaluation Regarding the Promotion of the Success of Women, Support for Child-rearing, etc."
Promoting Employment and Support for Persons with Disabilities
At BIL, employees with disabilities are working actively in the occupations and workplaces that suit their aptitudes and abilities.
In Japan, companies beyond a certain scale are required by law to ensure a certain percentage of their total workforce is comprised of persons with disabilities. In FY2020, the employment rate of persons with disabilities at BIL was 2.17%, which underperformed the statutory employment rate of 2.2%. We will continue to hire persons with disabilities and undertake measures to support their activities in the workplace.
- Includes incoming seconded employees but not temporary employees or fixed-term employees
BIL is continuously committed to its policy of building a workplace environment where employees, with or without disabilities, can deepen mutual understanding, strengthen collaboration among them, and maximize their abilities based on "Trust and Respect" stipulated in the Codes of Practice of the Global Charter.
To respond to legal changes, such as the revision of the "Act for Promotion of Employment of Persons with Disabilities," BIL has been providing employees with e-learning programs that teach the outlines and concepts of laws and workshops by the Brother Group employees who serve as job coaches to facilitate specific actions. In addition, BIL selects work and life consultants for disabled people, who provide advice and other support for employees with disabilities, from among employees in respective factories, and provides those consultants with a continuing educational program by an external teacher. In such ways, BIL builds a system that enables the entire workplace to understand and support employees with disabilities.