Respect for diversity is a cornerstone of Epson's Management Philosophy, and our personnel policies reflect it.
Diversity is the inclusion of individuals of different genders, national origins, religions, regions, educations, social statuses, and sexual orientations, regardless of whether these traits are innate or acquired, visible, or invisible.
Epson's true customers are end users the world over. In order to enrich their lives, we have to understand them and meet their needs. To achieve this, our own diversity is important. We believe that only with a diverse workforce of people who have respect for one another and who know and practice what is important can we create customer value. In order to deliver results that surprise and delight our customers, Epson promotes female managerial staff and foreign nationals, fostering a corporate culture that enables diverse personnel to display their abilities to the full.
Director and Executive Officer, General Administrative Manager of the Human Resources Division and CSR Management Office
Epson has sites around the world to accurately identify and swiftly and flexibly meet the changing needs of customers at different times and in different regions. The Epson Group currently employs about 70,000 people.
Epson is vertically integrated, which means we have control over the "create, produce, and sell" value chain. A high-performing, diverse workforce is essential for achieving vertical integration, making it vital for our operations divisions in Japan and Epson Group companies overseas to be on the same page in terms of business vision and policies. That is why we have a variety of international programs to promote communication and interaction among people at various levels within our operations divisions, Head Office, and other internal organizations.
Locations of sites outside Japan:
Examples of Our Initiatives
Sending Young Staff Members Overseas
Epson actively sends young staff members from Japan to Epson's overseas sites for professional development as part of its trainee program.
Employees Sent to Japan for Training
Epson actively accepts trainees to Japan from its overseas sites, implementing an education program with a focus on skills training. In fiscal 2016, we accepted 55 technical interns and trainees, and since 1988, we have welcomed a total of 1,650 Group employees.
The photo on the right shows technical interns inspecting parts manufactured with dies they made themselves.
Epson holds a variety of meetings and seminars for representatives from our global sites.
Some are function specific, for areas such as legal affairs, finance and accounting, safety, and the environment. Others are for global projects involving matters such as IT systems and the adoption of IFRS. Still others, such as sales meetings, are held to discuss a range of topics and to share information and opinions globally.
Employing and Supporting Persons with Disabilities
Epson employs a large number of persons with disabilities. For this reason we accommodate special needs in a variety of ways. For example, we provide easy-access restrooms, parking spaces, and other facilities. We also provide services such as sign language interpretation for in-house training and interviews, and special shortened working hours for dialysis treatment. Two special subsidiaries in Japan, Epson Mizube Corp. and Epson Swan, Ltd., have made special provisions to accommodate employees with disabilities and allow them to make the most of their talents, and they are now expanding job opportunities for disabled employees.
Epson Mizube Corporation was founded in 1983 as a special subsidiary of Seiko Epson. It began with a workforce of 15 people, 11 of whom had disabilities, and has expanded steadily since then.
Epson Mizube's wide range of services include assembly, inspection, cleaning, and packaging of various electronic and precision devices; printing, copying, and bookbinding; catalog mailing; document digitization; dust suit cleaning; facilities cleaning; and sorting and dismantling used ink cartridges. The company employs 122 persons with disabilities at nine sites (as of the end of March 2016).
Epson Mizube began a building cleaning service in 2008. As of March 2016, it was providing cleaning services to seven Epson sites, with a crew of 47. The cleaning crews contribute to a pleasant working atmosphere for all by keeping the facilities clean and by cheerfully greeting other employees.
Epson Swan Ltd. started operating in March 2002, when it was established as a special subsidiary of Tohoku Epson Corporation in Sakata, Yamagata Prefecture. It was the first certified special subsidiary in Yamagata Prefecture. It is presently a special subsidiary of Seiko Epson Corporation. Located in the grounds of Tohoku Epson, 18 people with disabilities (as of April 1, 2017) clean dust suits and provide building cleaning services within the company.
The company focuses on HR development, and in fiscal 2016, they won the Bronze Award in the National Abilympics facilities cleaning category.
In addition, Epson Swan communicates both internally and externally by publishing its magazine Smile via its intranet and as hardcopy four times a year. A total of 30 issues have been released, counting the most recent published in March 2017.
Taking part in the Abilympics
Many of Epson's employees with disabilities have amazing skills that are invaluable to the company. One of them is Masaya Hirabayashi, who won a silver medal in the product packing category in the 2016 Abilympics. "With the help of everyone in the workplace, I was able to practice as though it was the day of the contest. I thought it would be difficult to win a medal since it took time to complete the competition, so when my name showed on the screen at the award ceremony, I was really happy. I want to try harder next year so that we can win the gold," says Hirabayashi.
In addition, Chie Fujimori won the Prize for Effort in the electronic device assembly category. "This is my third time in the Abilympics, but this year the task was different and it seemed difficult. I had no idea I'd win the Prize for Effort. When my name appeared, the Nagano Prefecture team gave a huge cheer. I was surprised and happy at the same time." For Fujimori, no task is too difficult to attempt.
Selecting Senior Executives
Epson identifies the roles and requirements for key posts within the Group, prepares succession plans, and selects the best people for these positions, without regard to consideration such as age, gender, and nationality. A system is in place for working with management to select the best people for key posts that open up.
Epson Group companies outside Japan identify certain ranks at which they look for candidates to fill future top-level management positions. They then compile basic information about everyone at those ranks. Seiko Epson consults with Epson Group companies to identify the top talent among these candidates, gathers information about their management and other capabilities via 360-degree evaluations, and explores future career paths and development plans for them.
As a result of these initiatives, Epson now has home-grown talent in leadership positions at its overseas affiliates. The CEO of Epson's regional head office in the US is an American who has responsibility for all administrative and business operations at Epson companies in North, Central, and South America. In Europe, all local affiliates controlled by the regional head office are headed by locals. In addition, a number of Epson sales and manufacturing affiliates around the globe have recruited or promoted locals to run their operations.