Corporate Social Responsibility

Home > Corporate Social Responsibility > Social Activities: Responsibility to Employees


Responsibility to Employees

Code of Human Resources Management

The SCREEN Group established the basic policies with respect to human resources management as the code based on our corporate philosophies of “Sharing the Future”, “Human Resource Development” and “The Pursuit of Technology” in alignment with “SCREEN Group CSR Charter” and “SCREEN Group Code of Management”. And in accordance with this policy, we are striving to create an environment in which diverse employees can attain fulfillment from their work and each of them can fulfill his/her ability to a maximum extent.

SCREEN Group Code of Human Resources Management Basic Policies consist of views in seven fields with respect to human resources management.

↑To top of page

Personnel Development

In fiscal 2016, the SCREEN Group established Personnel Development Plan “Basic Philosophy”, based on medium and long-term perspectives.The Basic Philosophy articulates a concept of personnel development, the definition of ideal personnel, and personnel development basic policies . By deploying systems and measures for realizing the basic policies , we aim to promote development of human resources in every rank, which are the source of enhancing corporate value, and develop next-generation directors and human resources with the views on group management to realize “Management Grand Design”.


Personnel Development Plan “Basic Philosophy” initially applies to all employees of domestic SCREEN Group companies including subsidiaries and then will apply to employees of overseas companies step by step in consideration of compliance with laws and regulations of relevant countries.

  • Concept of Personnel Development

    Concept of Personnel Development is to show objectives for personnel development and relationship between “Company” and “Employee” based on the code.

    ↑To top of page

  • Personnel Development Basic Policies

    We have declared five basic policies, and are deploying systems and measures for their achievement.

    ↑To top of page

  • Key Initiatives

    ・Revamp education systems and training programs and bring them together under the collective name of “SCREEN BUSINESS SCHOOL”

    ・Dispatch employees of SCREEN Holdings Co.,Ltd and major subsidiaries, particularly young and mid-career personnel, to study at graduate schools or research institutes in other fields to develop engineers in a strategic fashion

    ・Promote the hiring and development of human resources who can succeed globally and encourage interaction among personnel. Dispatch employees for overseas training, for overseas study, and to overseas research institutes, provide them with language training, bring employees of overseas Group companies to Japan for temporary assignments, accept international students as interns, etc.

    ↑To top of page


The SCREEN Group respects fundamental human rights and strives to ensure hiring free of discrimination based on race, skin color, ethnicity, religion, gender, sexual orientation, country of origin, age, physical or mental disability, or genetic traits.

↑To top of page

Evaluation and Treatment

The SCREEN Group performs fair and acceptable evaluations based on roles and job performance. Equitable treatment that rewards each individual employee based on his/her evaluation and the performance of his/her company and section is also provided. This system is predicated on a firm commitment to discriminationfree remuneration and compliance with the remuneration-related laws of each country.

↑To top of page

Employee-Employer Relations

As of March 31, 2017, labor union participation at SCREEN Holdings Co., Ltd. and major subsidiaries stands at 96.3%. Labor–management meetings with the labor union are held at least once a year (held six times in fiscal 2017) to discuss various issues pertaining to the working environment. Labor union members also attend Health and Safety Committee meetings, where we decide on annual occupational health and safety action plans to promote health and safety on an everyday basis. In principle, notices of the ratification of labor-management agreements concerning hiring and work conditions are posted at least one month in advance, and regular working-level negotiations are held twice a month.

↑To top of page

Improving Work-Life Balance

SCREEN Holdings Co., Ltd. and major subsidiaries strive to maintain an environment that fosters individuality among their personnel and allows employees to fully utilize their talents regardless of changes accompanying different life stages.

  • Initiatives for Work-Life Balance

    Childrearing leave (extendable until the child reaches 24 months)

    Nursing care leave and reduce program.

    Program wherein those taking less than 60% of their paid leave during a given year must take at least five consecutive days off in the following year.

    Flextime system

    Reduced working hours system for those engaged in childrearing or nursing care (daily work hours reduced by up to two hours a day until children reach third grade)

    Exemptions available upon request from work outside normal work hours for those engaged in childrearing or nursing care (until children reach the third grade)

    Limits on work outside normal work hours and late at night for those engaged in childrearing or nursing care (until children reach the third grade)

    System allowing employees with childrearing or nursing care responsibilities to do some of their work from home

    Professional career track allowing those unable to relocate due to childrearing or nursing responsibilities to work in a specified area

    Subsidies related to childrearing (partial compensation for reduced wages due to leave or reduced working hours for childrearing)

    Subsidies related to nursing care (partial compensation for reduced wages due to leave or reduced working hours for nursing care)

    Subsidies, including daycare cost coverage, for employees who have recently returned to the workplace from childrearing leave

    Nursing care equipment subsidy system (partial subsidies for the purchase or rental of nursing care equipment)

    Provision of online skills development programs for employees on childrearing leave

    Consultation point for issues related to nursing care

    Online mental health consultation service

    Initiatives in bold typeface are systems/measures that are unique to SCREEN

    ↑To top of page

Occupational Health and Safety

Promoting Worker Health and Safety Globally

All SCREEN Group companies in Japan conduct initiatives based on the Group’s OHSAS 18001-compliant Occupational Health and Safety Management System. These activities include assessing risks, executing preemptive health and safety reviews, inspecting heavy load operations, and enhancing training for operators and supervisors with limited experience. We are reinforcing our occupational health and safety management activities overseas, as well.

For GV 21, Phase III, we worked toward goals related to globally eliminating accidents leading to lost work.

Initiatives on Mental Health

The SCREEN Group works to ensure that all employees receive health check-ups, and we have achieved a 100% check-up rate for Group employees in Japan. In order to achieve the same target among overseas employees, we have created health check-up plans, and send check-up reminders to employees on a regular basis.
With regard to mental health management, the Group conducts stress management checks, offers e-learning programs for self-care and line care, and provides counseling with industrial health staff as necessary. Individual support and consultations are also available from industrial health staff and through an external EAP (employee assistance program). The Group also has in place a reintegration program designed to help employees on leave due to mental health issues to quickly recover and return to work, and prevent the need for additional leave.
However, we failed to meet the GV21 Phase III goal of reducing the absenteeism rate for sickness. In GV21 Phase IV, we will be working not only to reduce the sick leave rate but also to eliminate passive smoking from workplaces.

↑To top of page

Performance Report

CSR performance report is available in the Annual Report (includes CSR Data Sheets).

↑To top of page

To top of page