Initiatives on Human Resources

Human Resource Policies

At the OPTEX Group, we believe that our people are essential resources for achieving our

Group Philosophy, “We aim to become a corporate group full of Venture Spirit !” We therefore attach importance to what our people and organizations should be like.

Our Behavioral Guidelines call on us to promote autonomy and optimize our true corporate power by valuing our diversity, with a focus on people and organizations.
With these ideas in mind, we are committed to promoting diversity and capacity building among our employees so that our diverse workforce can participate actively while enhancing each other’s abilities, not to mention creating a workplace environment where all Group employees can work comfortably, free from anxiety. We are also working on work style reforms aimed at achieving both the work-life balance of employees and productivity improvement.

Behavioral Guidelines of the OPTEX Group

Enhance the capabilities, vitality and efficiency of people and organizations to maximize the corporate value of the OPTEX Group.
Appreciate people of all ages, genders and races as they contribute to each unique organization to optimize our true corporate power by valuing our diversity.
Promote the autonomy of people and organizations to nurture a positive company culture of which we can all be proud.

Human Resource Data

Number of consolidated employees (As of December 31 of each year)

Number of employees in Japan
FY2017
762
FY2018
931
FY2019
941
FY2020
1,123
Number of employees in other countries
FY2017
823
FY2018
890
FY2019
834
FY2020
758
EMEA
FY2017
197
FY2018
225
FY2019
236
FY2020
236
Asia/Oceania
FY2017
554
FY2018
575
FY2019
512
FY2020
439
Americas
FY2017
72
FY2018
90
FY2019
86
FY2020
83
Total
FY2017
1,585
FY2018
1,821
FY2019
1,775
FY2020
1,881

EMEA: Europe, Middle East, and Africa, Americas: North, Central & South Americas
(Changes in the number of employees since 2017, when we transitioned to a holding company structure)

Number of consolidated employees

グラフ

Employees of Group companies in Japan (As of December 31 of each year)

Total
Total
1,123
Male
861
Ratio
77%
Female
262
Ratio
23%
Regular employees
Total
976
Male
786
Ratio
81%
Female
190
Ratio
19%
Non-regular employees
(reemployed retired employees)
Total
58
Male
51
Ratio
88%
Female
7
Ratio
12%
Fixed-term employees
*Excluding part-time employees
Total
89
Male
24
Ratio
27%
Female
65
Ratio
73%

(Note) Subject companies: OPTEX Group Co., Ltd., OPTEX Co., Ltd., OPTEX FA Co., Ltd., CCS Inc., Sanritz Automation Co, Ltd., OPTEX MFG Co., Ltd., Three Ace Co., Ltd., O'PAL OPTEX Co., Ltd., Giken Trastem Co., Ltd., Zenic Inc., Tokyo Opto-Electronics Co., Ltd.

Training of New Employees

Image of Training of New Employees

New employee training

We create (internal and external) training programs that are appropriate for the business of each operating company. Through this training, new employees acquire the basics needed to start working, including the mindset of working adults, business etiquette, internal systems and rules, and knowledge on the industry and products.

Retention of fresh graduates (number) (As of April 1, 2021)

Subject companies in Japan
Number of fresh graduates who joined the companies in April 2015
20
Number of employees among those at left who continue to work for the companies as of April 2018
17
Number of fresh graduates who joined the companies in April 2016
20
Number of employees among those at left who continue to work for the companies as of April 2019
16
Number of fresh graduates who joined the companies in April 2017
21
Number of employees among those at left who continue to work for the companies as of April 2020
17
Retention rate
Number of fresh graduates who joined the companies in April 2015
Number of employees among those at left who continue to work for the companies as of April 2018
85%
Number of fresh graduates who joined the companies in April 2016
Number of employees among those at left who continue to work for the companies as of April 2019
80%
Number of fresh graduates who joined the companies in April 2017
Number of employees among those at left who continue to work for the companies as of April 2020
81%
Retention rate
(3-year average)
82%

(Note) Subject companies: OPTEX Group Co., Ltd., OPTEX Co., Ltd., OPTEX FA Co., Ltd., CCS Inc., Sanritz Automation Co, Ltd., OPTEX MFG Co., Ltd.,
Three Ace Co., Ltd., O'PAL OPTEX Co., Ltd., Giken Trastem Co., Ltd., Zenic Inc., Tokyo Opto-Electronics Co., Ltd.

Support for Diverse Work Styles
*Data for the past three years (2018 to 2020)

Number of employees returning to work after maternity leave before and after childbirth or childcare leave

Total number of employees who returned to work after childcare leave in the past three years
25
Return-to-work rate
100%

Number of employees who took childcare leave

We have built an environment where employees can balance work and childcare free of anxiety. Our initiatives include interviews of employees returning to work and shorter working hours for employees with young children.

Year
2020
Total
8
Male
1
Female
7
2019
17
0
17
2018
10
0
10

Employees working shorter hours for childcare

Year
2020
Total
18
Male
0
Female
18
2019
12
0
12
2018
9
0
9

Utilization of veteran employees

Making use of their accumulated experience and knowledge, our veteran employees contribute to the company in each specialized field and in coaching and developing younger employees.

Number of employees reemployed after mandatory age retirement
*Data for the past three years (2018 to 2020)

years
2018-2020
Number of employees who retired in the past three years due to mandatory age retirement (cumulative total)
52
Number of employees who were reemployed in the past three years (cumulative total))
47
Reemployment rate
90%
2017-2019
23
22
96%
2016-2018
20
17
85%

(Note) Subject companies: OPTEX Group Co., Ltd., OPTEX Co., Ltd., OPTEX FA Co., Ltd., CCS Inc., Sanritz Automation Co, Ltd., OPTEX MFG Co., Ltd.,
Three Ace Co., Ltd., O'PAL OPTEX Co., Ltd., Giken Trastem Co., Ltd., Zenic Inc., Tokyo Opto-Electronics Co., Ltd.

Initiatives of Each Group Company

The OPTEX Group consists of operating companies which differ in locational conditions and industry. Therefore, they take distinctive initiatives as the situation demands.

Examples of human resource development initiatives

New employee training

After a new employee is assigned to a department, an on-the-job trainer and a mentor (a senior colleague who is close in age to the new employee) coach the employee to improve their job skills and provide support for the overall corporate life.

Trainee program

Several young employees who desire to work overseas are appointed as trainees every year. After receiving language training, the trainees are dispatched to subsidiaries outside Japan to communicate with business locations in each country and improve the skills of the individual trainees.

Other training programs

Job-class-specific training, language training

Examples of work style reform

Tie-up with day care facilities

Support is provided to employees with problems related to childcare, such as those whose children have to be absent from nursery school because of fever and those who suddenly need to leave their children in someone’s care.

Nursing care hotline

Professional consultation services, which provide information about appropriate service providers, services available from them, and other matters, are introduced to employees who are having difficulties related to nursing care.

Accumulated annual leave

Unused annual leave days, which expire in two years, are available as accumulated annual leave, which can be used in the event of illness, for nursing care, volunteer activities, or other purposes.

Other initiatives of Group companies

Flextime system, shorter working hours system, setting dates to leave the office on time

Other initiatives

Employee shareholding scheme

This scheme applies to all employees of Group companies in Japan. It is aimed at helping them build personal assets.

Financial assistance for flu vaccination

This is aimed at keeping individual employees in good health and preventing the spread of influenza in each company as risk avoidance.

“Pit-Stop” (refreshment) leave system

For every five consecutive years of service, employees are granted a reward and consecutive paid holidays (5 or 10 days) in accordance with their length of service. This system is aimed at allowing employees to refresh themselves for the next five years.

Certified as a Health and Productivity Management Organization

OPTEX FA CO., LTD. was certified as a Health and Productivity Management Organization (2021) in the large organizations category by the Ministry of Economy, Trade and Industry and the Nippon Kenko Kaigi. OPTEX FA CO., LTD.'s initiatives for employees

OPTEX