Realizing the Group Vision
Pioneer Group employees endeavor to infuse their work with passion and enthusiasm. Their personal and professional growth is an essential contribution to the growth of the Group. Employees make difficult decisions with conviction and professionalism, and they welcome challenges to achieve higher goals. Pioneer encourages its diverse employees around the globe to foster creativity and communicate openly. Through these means, the Group is striving to realize its overarching vision: "Spread the smiles. Feel the vibes. Share the passion. Pioneer engages you anytime, anywhere."
Pioneer places value on:
- Mutual trust
- Efforts toward innovation
- Horizontal communication that extends across organizations and segments
- People who think, learn, and grow continuously on their own initiative
- The determination to accomplish tasks
From the Pioneer Corporation Employee Code of Conduct
Respect for Human Rights
"We aim to pursue corporate activities with the utmost respect for humanity" is a key commitment espoused under the Pioneer Group Charter for Corporate Operations. In an effort to ensure a safe and comfortable working environment that allows every employee to go about his or her duties with energy and vitality, the Group also places considerable emphasis on fair treatment with regard to both recruitment procedures and actual working conditions. Based on a sense of mutual trust and respect, the Pioneer Group is endeavoring to build and develop a highly transparent organizational framework, based on the following principles:
- Prohibition of discrimination
- Prohibition of child labor and forced labor
- Prohibition of harassment
- Respect for privacy
- Prevention of industrial or other accidents
- Strict adherence to all laws and regulations
From the Basic Rules for the Management of Personnel of the Rules of the Pioneer Group
Workplace Diversity
In an effort to realize its Group Vision, Pioneer seeks to create a corporate culture in which diverse personnel can exercise their capabilities, irrespective of gender and other differences, and work enthusiastically and energetically to fulfill the mission of their respective workplaces. To this end, career development for women has been positioned as a key management strategy and issue in Japan.
Number of Pioneer Group Employees
Number of Pioneer's Female Staff in Management Positions
(Including Loaned Employees)
Initiatives to Support Work-life Balance
Pioneer has continued to implement initiatives aimed at promoting a balance between employees' work and family life since April 2005. In May 2007, the Company acquired the Next Generation Certification "Kurumin" mark from Japan's Ministry of Health, Labour and Welfare. Pioneer completed its second action plan for work-life balance initiatives in March 2010, and launched its third action plan in April 2010. This current action plan sets three principal themes for further supporting work-life balance: enhancing awareness of the various systems and next-generation development support activities available; continuing to promote increased consciousness and to build a positive climate; and reinforcing support structures that help secure improved work and family life balance.
Number of Employees Who Utilized Work-life Balance Systems
(Excluding Loaned Employees)
| Fiscal 2009 | Fiscal 2010 | Fiscal 2011 | |
|---|---|---|---|
| Childcare leave system | 84（4） | 75（4） | 63（1） |
| Caregiver’s leave system | 1（0） | 3（2） | 0（0） |
| Shortened working hours for care of children or family members | 84（3） | 53（4） | 56（4） |
Note:
Figures in parentheses indicate use by male employees; employees on leave are for the period
identified; shortened working hours refers to employees as of the end of the fiscal year
Achievements under the Second Stage Action Plan (April 2007–March 2010)
Women’s career development support
- Extended the registration period for employee re-employment systems; relaxed age restrictions; expanded eligibility for registration
- Extended the applicable period of shortened working hours for child care; introduced a flexible shortened working hours system
- Introduced teleworking on a trial basis
Promotion of understanding in the workplace and increasing the awareness of individual employees raising children
- Implemented childcare leave reporting and conducted courses for employees before and after returning to the workplace
- Implemented e-learning, set up a childcare-related bulletin board and conducted managerial training
Establishment of an environment where both men and women can easily participate in childcare
- Established leave systems that both men and women can freely use
Mentor System
Pioneer continues to actively promote meaningful and worthwhile relationships within its organizational structure. As a part of these endeavors, the Company introduced a mentor system from September 2007 in an effort to promote employee career planning and positive growth. The initial system covered 21 female managers and is currently being expanded to include candidates for executive positions as well as new female employees.
Three-pronged Women's Career Development Support Plan
Promoting Employment of People with Disabilities
In order to fulfill its corporate social responsibility and to employ a diverse workforce, Pioneer has consistently undertaken initiatives to employ people with disabilities. Pioneer will continue to take active steps in this direction, expanding the range of occupations available to people with disabilities throughout the Group as a whole.
Number of Pioneer Employees with Disabilities
Mental Health Care
Health management of employees is more than just a matter of health and safety, and Pioneer regards the development of both the Company and its people as an important management issue. Therefore, Pioneer takes a preventive approach to mental health care, holding seminars for employees, distributing promotional materials to raise awareness of the issue, improving its Health Care Section, and building a counseling service system. In addition, the Company has developed a program for helping employees who have experienced mental health issues to return to the workplace.
Pioneer's basic policy is to provide support to prevent mental health problems and intervene at an early stage
Preventing Work-Related Accidents
In preventing work-related accidents, Pioneer believes that maintaining and improving a workplace environment that takes into account the safety and health, both mental and physical, of employees is important to ensure that they can carry out their work with peace of mind. At each business site, the Health and Safety Committee develops and implements accident prevention and safety improvement measures that are relevant to each workplace.
Personnel Development
Based on a personnel development philosophy of "mutual growth," under which the individual and organization grow together, Pioneer follows a personnel system and policy that fully integrates recruitment, placement, training, evaluation and compensation.
