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
- FY2021
- 1,191
- FY2022
- 1,216
- FY2023
- 1,258
- Number of employees in other countries
- FY2017
- 823
- FY2018
- 890
- FY2019
- 834
- FY2020
- 758
- FY2021
- 807
- FY2022
- 890
- FY2023
- 878
- EMEA
- FY2017
- 197
- FY2018
- 225
- FY2019
- 236
- FY2020
- 236
- FY2021
- 224
- FY2022
- 253
- FY2023
- 258
- Asia/Oceania
- FY2017
- 554
- FY2018
- 575
- FY2019
- 512
- FY2020
- 439
- FY2021
- 506
- FY2022
- 560
- FY2023
- 538
- Americas
- FY2017
- 72
- FY2018
- 90
- FY2019
- 86
- FY2020
- 83
- FY2021
- 77
- FY2022
- 77
- FY2023
- 82
- Total
- FY2017
- 1,585
- FY2018
- 1,821
- FY2019
- 1,775
- FY2020
- 1,881
- FY2021
- 1,998
- FY2022
- 2,106
- FY2023
- 2,136
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
Employees of Group companies in Japan (as of December 31, 2023)
- Number of employees
- Total number of employees
- 1,288
- Male
- 993
- Ratio
- 77%
- Female
- 295
- Ratio
- 23%
- Number of employees joining the company midway through the company
- Total number of employees
- 776
- Male
- 555
- Ratio
- 72%
- Female
- 221
- Ratio
- 28%
- Number of foreign employees
- Total number of employees
- 18
- Male
- 12
- Ratio
- 67%
- Female
- 6
- Ratio
- 33%
Composition of managers in domestic group companies (as of December 31, 2023)
- Number of managers
- Total
- 313
- Male
- 301
- Ratio
- 96%
- Female
- 12
- Ratio
- 4%
- Number of mid-career hires
- Total
- 222
- Male
- 214
- Ratio
- 96%
- Female
- 8
- Ratio
- 4%
- Mid-adopter registration rate
- Total
- 71%
- Male
- 71%
- Ratio
- -
- Female
- 67%
- Ratio
- -
(Note) Subject companies: OPTEX Group Co., Ltd., OPTEX Co., Ltd., OPTEX FA Co., Ltd., CCS Inc., Sanritz Automation Co., Ltd., MITSUTEC 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., EXNOS Co., Ltd.
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, 2024)
- Subject companies in Japan
- Number of fresh graduates who joined the companies in April 2018
- 40
- Number of employees among those at left who continue to work for the companies as of April 2021
- 33
- Number of fresh graduates who joined the companies in April 2019
- 32
- Number of employees among those at left who continue to work for the companies as of April 2022
- 29
- Number of fresh graduates who joined the companies in April 2020
- 26
- Number of employees among those at left who continue to work for the companies as of April 2023
- 21
- Number of fresh graduates who joined the companies in April 2021
- 25
- Number of employees among those at left who continue to work for the companies as of April 2024
- 25
- Retention rate
- Number of fresh graduates who joined the companies in April 2018
Number of employees among those at left who continue to work for the companies as of April 2021 - 83%
- Number of fresh graduates who joined the companies in April 2019
Number of employees among those at left who continue to work for the companies as of April 2022 - 91%
- Number of fresh graduates who joined the companies in April 2020
Number of employees among those at left who continue to work for the companies as of April 2023 - 81%
- Number of fresh graduates who joined the companies in April 2021
Number of employees among those at left who continue to work for the companies as of April 2024 - 100%
(Note) Subject companies: OPTEX Group Co., Ltd., OPTEX Co., Ltd., OPTEX FA Co., Ltd., CCS Inc., Sanritz Automation Co., Ltd., MITSUTEC 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., EXNOS Co., Ltd.
Support for Diverse Work Styles
Number of employees returning to work after maternity leave before and after childbirth or childcare leave
*Data for the past three years (2021 to 2023)
- Total number of employees taking childcare leave in the past three years
- 44
- Total number of employees who returned to work after childcare leave in the past three years
- 34
- Return-to-work rate
- 77%
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
- 2023
- Total
- 18
- Male
- 8
- Female
- 10
- 2022
- 15
- 3
- 12
- 2021
- 10
- 3
- 7
- 2020
- 8
- 1
- 7
- 2019
- 17
- 0
- 17
Employees working shorter hours for childcare
- Year
- 2023
- Total
- 19
- Male
- 0
- Female
- 19
- 2022
- 17
- 0
- 17
- 2021
- 20
- 0
- 20
- 2020
- 18
- 0
- 18
- 2019
- 12
- 0
- 12
Status of leisure acquisition (rate)
- Acquisition rate with leisure
- 2021
- 64%
- 2022
- 67%
- 2023
- 71%
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
- years
- 2021-2023
- Number of employees who retired due to mandatory age retirement (cumulative total)
- 41
- Number of employees who were reemployed (cumulative total)
- 36
- Reemployment rate
- 88%
- 2020-2022
- 36
- 32
- 89%
- 2019-2021
- 45
- 40
- 89%
- 2018-2020
- 52
- 47
- 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., MITSUTEC 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., EXNOS 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
-
Both Optex, Co., Ltd. and Optex FA Co., Ltd. have been certified as Excellent Health Management Corporations (2024) in the "large corporation" category of the Excellent Health Management Corporation System implemented by the Ministry of Economy, Trade and Industry in collaboration with the Japan Health Council.