Society

Based on our corporate philosophy and management policy, we will fulfill our corporate social responsibility by complying with all relevant laws, regulations, and social norms, and by conducting our business activities in accordance with the following guidelines.

1. We respect human rights and provide our employees with a safe and sanitary working environment free from harassment and discrimination. We will fulfill our social responsibilities through fair business practices, giving due consideration to the human rights of all stakeholders, including those in our supply chain.
2. As a member of the global community, we will promote environmental conservation and improved energy performance to achieve a sustainable society.
3. We will comply with laws and regulations and conduct appropriate business transactions with high ethical standards.
4. We will engage in continuous improvement through the establishment of a management system to realize our corporate philosophy.

Based on the above policy, we have established the “GlobalWafers Japan RBA Code of Conduct” and conduct our business activities in accordance with this Code of Conduct.

Policy on Human Rights, Health and Safety, Environment and Business Ethics(PDF)

GlobalWafers Japan RBA Code of Conduct(PDF)

In addition to striving to maintain a healthy and safe working environment free of unfair discrimination and harassment, we aim to create a comfortable workplace for our employees by striving to prevent occupational accidents and occupational diseases, appropriately managing working hours appropriately, and improving work-life balance.

Trainig for preventing Harassment

In order to prevent harassment, we conduct training of harassment for all employees every year.

Management of Working Hours

For overtime and holiday work, we have set the target of reducing overtime hours by 25% compared to the previous year and are actively working to reduce working hours.
We also encourage employees to take annual paid leave by introducing a free-entry leave system that allows employees to register in advance for taking six days off each year.
We create an environment that makes it easy to take vacations, emphasize work-life balance, and support each employee in leading a fulfilling life.

Diversity Initiatives

Our company believes that it is important to provide a work environment where diverse human resources can fully demonstrate their abilities, and which actively promotes diversity.
We strive to create a workplace and work mechanisms which enable everyone to demonstrate their own abilities and work with peace of mind.

Employment Status of People with Disabilities

We have been actively working to employ people with disabilities. We have maintained an employment rate for people with disabilities above legal requirement.
We thoroughly comply with the statutory employment rate standards for private companies and cooperate in improving the employment situation of people with disabilities.

Employment rate of people with disabilities（％）

Initiatives for the Act on the Promotion of Female Participation and Career Advancement in the Workplace

On April 1, 2024, we formulated a new "Integrated Action Plan for the Act on the Promotion of Female Participation and Career Advancement in the Workplace and Act on Advancement of Support for Raising Next-Generation Children." This plan is part of our efforts to create a working environment where women can fulfill an active role.
In response to the issue of the low percentage of female employees, we have increased the hiring rate of women among new graduates every year.
In FY2022, we reached a 50% hiring rate of women among hires of university graduates and higher.
Furthermore, even in workplaces where men fulfill a central role, we are analyzing and dividing work in the workplace, creating a workplace environment that is comfortable for female workers, and improving the placement rate of female workers.
We also actively support women in balancing childbirth and child-raising with work. We maintain a 100% maternity and childcare leave acquisition rate, and a 100% return rate.
The average length of service for women at GlobalWafers Japan is 18 years and 1 month, which is much higher than the national average.

Initiatives for Hiring Non-Japanese

Currently, the globalization of our group is progressing, and we are actively expanding overseas.
We have been hiring non-Japanese people for three years in a row from 2021.
We promote smooth cross-cultural communication in the workplace and are working to create a workplace where new non-Japanese employees can demonstrate their individual abilities.

Many of our employees commute by car, so we implement traffic safety measures in new employee training to raise awareness for safe driving.
Employees at our Head Office and Niigata Plant participate every year in driving classes run by a nearby driving school.
With the cooperation of the Shunan Police Station, the Tokuyama Plant holds traffic safety seminars and conducts traffic observations in conjunction with national traffic safety campaigns in autumn.
We strive to enhance local traffic safety by having our employees themselves learn about traffic.

Mental illness has been on the rise in recent years. As initiatives to prevent mental illness, we optimize working hours (prevent overwork) and hold a monthly consultation sessions staffed by industrial counselors.
We also periodically hold individual interviews for young employees and provide mental health care within departments.
Furthermore, we conduct mental health education for dealing with the various stresses of modern work, raise awareness to prevent harassment, and promote the creation of a stress-free workplace environment.

Product Display in the Community

At public facilities, we display silicon ingots that are produced during the manufacturing process of our products and silicon wafers that are the final products.
At the same time, we disclose information such as usage of silicon wafers in an easy-to-understand manner.