TOPSustainabilitySociety(Initiatives for the Workplace Environment)

Related SDGs

We are working to create ideal workplace environments and promote human resources development to allow all members of “Team JCR” to reach their full potential, while engaging in a wide range of activities for society.

Initiatives for the Workplace Environment

Introducing Flexible Working Systems to Realize Workstyle Reforms

We believe that work and private life are both important. Based on this belief, we have introduced a flexible working system that will help realize workstyle reforms, such as a flextime system and allowing employees to use their annual paid leave in hourly increments.
Since FY2019, we have introduced a “savable paid leave system”* as a new program. This “savable paid leave system” can be used by employees whenever they need to provide childcare or nursing care to family members, or whenever they need to see a doctor regularly for the treatment or screening of personal injury or illness, or chronic disease, among other situations. Previously, employees working while raising children, providing nursing care and fulfilling other responsibilities would sometimes run out of their remaining hourly paid leave at the fiscal year-end, and would have no choice but to use their annual leave in daily increments. This new program was introduced to address these sorts of situations. JCR has been introducing a variety of systems in order to provide a workplace environment where employees can work comfortably.

* The unused portion of paid leave may be carried over to the following fiscal year. However, under the provisions of the Labor Standards Act, any unused paid leave expires two years after it is granted. The new system allows employees to save and use up to 40 days of their expired paid leave.

Supporting Employees Raising Children

We have provided an in-house daycare center at the Research Institute for employees who are raising children. In addition, we provide a monthly childcare subsidy to support employees who are unable to use the in-house childcare center due to their work location. In recognition of these and other efforts, we received the Kurumin certification from the Ministry of Health, Labour and Welfare in July 2018.

In-house childcare center JCR Kids Land

Introducing Automated External Defibrillators (AEDs)

We have installed AEDs* at each office, plant, and the Research Institute, in order to ensure the safety of employees.

* AED: A medical device that restores normal heart function by delivering an electrical shock to a heart that has undergone ventricular fibrillation (a state in which the heart quivers and cannot pump blood to the entire body).

Helping to create a work environment with an open and good atmosphere

We introduced a subsidy program for social events within departments in order to encourage closer relationships between coworkers. The program is applied to a wide range of events such as department welcome parties for new recruits, and farewell parties for those who are transferring from the department or retiring. In November each year, we hold a Beaujolais Nouveau wine tasting event and a year-end party. Other events for creating a work environment with a good atmosphere include an annual lunchtime meeting with the directors. Furthermore, our biannual company magazine aims to encourage reader participation by running various features.

Creating an ideal workplace environment where employees can work comfortably

As an initiative to create an ideal workplace environment where employees can work healthily and comfortably, we are encouraging the use of annual paid leave. We also provide Group administration of influenza vaccinations and support employees aged 35 and over who wish to receive a comprehensive health check. To improve the workplace environment, we hold a monthly Safety and Health Committee meeting and assist one another to implement any necessary improvements. We also have a team of three selected corporate physicians, including one who provides mental healthcare as a designated mental healthcare physician. Furthermore, inside the Research Institute, we have created a space called “JCR Oasis” where employees can get a massage and refresh themselves during work. In our Head Office, we have created a “cafeteria space,” as part of efforts to enhance communication among employees of various departments during lunch breaks, in between work, and after work is completed.

Initiatives to Foster a Sense of Belonging within the Company

As a company that values people, JCR commends employees through a long-service award ceremony held on its founding anniversary in September every year, and gives commemorative gifts to all employees. We also hold a founding anniversary golf tournament, in which many employees participate. In other initiatives, we observe Valentine’s Day by presenting sweets made by a local confectioner in Hyogo Prefecture to all employees.

Enhancing Health and Welfare

In preparation for its global development, JCR conducts its annual Study Tour in Europe for employees who have been working at JCR for more than three years. In FY2019, 32 participants visited Italy and Luxembourg. JCR also strives to enhance employee benefits, signing contracts with several outsourcing companies that allow employees and their family members to receive support for leisure pursuits or assistance with efforts to gain qualifications, as well as receive services such as parenting support.

Enhanced Training Programs

JCR is pouring energy into employee training, because it believes that improving employee skills will help it to grow. In their first month after joining JCR, new graduate recruits attend group training. This program covers business etiquette, communication skills, presentations on business operations from each business division, on-site training at plants and the Research Institute, and fieldwork training with medical representatives. We also regularly conduct tier-specific training for each employee level. This training covers a broad range of training options and formats, such as group training sessions led by external guest instructors, participation in open public lectures held outside the company and web-based e-learning programs.

Career advancement seminar for women


With tier-specific training, we offer a variety of training programs according to job level. These programs range from basic business skills to human resource development. The programs cover a lot of topics that can be put into practice immediately to solve problems and advance projects efficiently. They also provide an opportunity for employees to identify subtle problems in their daily work and fix them. One major selling point of these training programs is that they bring employees together from various departments. This gives employees the chance to swap thoughts and ideas with counterparts in operations where they may have little involvement.
Partnerships with many more people will be needed as the globalization of projects moves forward. In response, I hope to keep on putting these partnerships to work in effective ways, in order to lay a solid foundation for teamwork and build even more attractive teams.

Toshiaki Ikeda
Clinical Intelligence Dept., Development Division


Creating workplaces where women can participate actively

JCR is a company that values people. Efforts are being made to develop an ideal workplace environment where employees can work comfortably. As part of these efforts, we have taken steps such as providing a childcare subsidy to employees and developing work systems that let employees work comfortably, such as introducing a flextime system and a short-time work system. In the past, there were several instances where outstanding female employees who had given birth were unable to return to work because they could not find childcare services for their children. JCR believes that if excellent employees are unable to return to work, it would be a great loss for the company. Based on this belief, JCR set up an in-house daycare center at the Research Institute. After we introduced various support systems, we saw a decrease in the number of female employees resigning for childbirth reasons. Today, we have achieved a 100% rate of return to the workplace for female employees taking leave for childbirth reasons.
I also had the experience of giving birth, and I can say that these systems have been very helpful to me personally as a working mother raising children. JCR also believes that workplace understanding of childbirth is absolutely essential. Therefore, JCR provides Ikuboss training (Ikuboss: a boss supportive of child raising) to all newly appointed managers, both men and women. With such a workplace environment in place, JCR has fostered an environment where younger employees can work comfortably while raising children. For these efforts, JCR received the Kurumin certification in 2018 and the Eruboshi certification (Grade 2) in 2019. (Please see below for details.) Going forward, we will continue to implement a range of measures to step up the creation of an ideal workplace environment where employees can work comfortably.

Ayako Watari
Human Resources Dept., Administration Division

What is the Kurumin mark?
(from the website of the Ministry of Health, Labour and Welfare)

The Kurumin mark proves that the bearer has been certified by the Minister of Health, Labour and Welfare as a Childcare Support Company.
Companies may receive certification (Kurumin certification) as a Childcare Support Company by the Minister of Health, Labour and Welfare by submitting an application. Companies must develop action plans based on the Act on Advancement of Measures to Support Raising Next Generation Children, and fulfill certain standards including objectives defined in the plan. The Kurumin mark proves that a company has received this certification.

What is the Eruboshi certification?
(from the website of the Ministry of Health, Labour and Welfare)

The Eruboshi system grants certification to companies that have developed action plans and have submitted notification of those plans to the Ministry of Health, Labour and Welfare. The companies must fulfill certain standards and be recognized for the excellence of their programs for promoting the participation and advancement of women in the workplace.

Third Annual Hyogo Women’s Active Participation Awards

In October 2018, JCR was recognized in the Third Annual Hyogo Women’s Active Participation Awards for its efforts to expand career opportunities for women, raise the ratio of female employees in managerial positions (from 5.8% in FY2012 to 9.1% in FY2017), establish in-house daycare facilities, and encourage the participation of male employees in parenting activities.

Safety and Health Committee

JCR holds meetings of the Safety and Health Committee once a month for the purpose of developing work environments and enhancing the health of employees. The committee consists of 14 members selected from various places of business, specifically the Head Office areas, Tokyo Office, Research Institute, and plants. It reports on the workplace environment of each site and reports on the status of paid leave acquisition rates and overtime work and related response measures. It also discusses health enhancement measures. The committee is also attended by two industrial physicians and one licensed social insurance labor consultant as observers, and receives guidance and advice from their specialist perspectives.
In addition, we conduct mental health measures, including accumulated fatigue assessments for employees and stress checks based on the Industrial Safety and Health Act. Consultations with industrial physicians are also carried out as necessary.
Moreover, JCR holds separate Safety and Health Committee meetings at the Research Institute and plants. We strive to prevent accidents by sharing information and calling for attention through safety patrols and reports on near-miss incidents.