Respect for Employees

Ideal State for Employees and the Organization

Prioritizing engagement between employees and the company, we will create an environment where a diverse team of employees can work autonomously.

The Pioneer Group is working to achieve the ideal state for employees and the organization: to create an environment that encourages autonomous growth by prioritizing engagement between employees and the company.
We will strive to improve corporate value by providing an environment and opportunities that motivate and encourage growth to enable our worldwide team of diverse employees to autonomously take on challenges through fair competition and improve the value of human capital. To accomplish this, since 2020 we have been regularly conducting employee engagement surveys and using them to review management and personnel measures.

Respect for Human Rights

“We aim to pursue corporate activities with the utmost respect for humanity” is a key commitment espoused under the Pioneer Group Charter for Corporate Operations. In an effort to ensure a safe and comfortable working environment that allows every employee to go about his or her duties with energy and vitality, the Group also places considerable emphasis on fair treatment with regard to both recruitment procedures and actual working conditions. Based on a sense of mutual trust and respect, the Pioneer Group is endeavoring to build and develop a highly transparent organizational framework, based on the following principles:

  • Prohibition of discrimination
  • Prohibition of harassment
  • Prevention of industrial or other accidents
  • Prohibition of child labor and forced labor
  • Respect for privacy
  • Strict adherence to all laws and regulations

From the Basic Rules for the Management of Personnel of the Rules of the Pioneer Group

Workplace Diversity

In an effort to realize our Group Vision, Pioneer will work to create an environment where a diverse group of employees, who maintain their professionalism, are able to work to their fullest and create new value, irrespective of their age, gender or nationality.

Promotion of Women’s Participation and Advancement

Female staff in management positions accounted for 4.5% of all managers as of the end of March 2021. To achieve our target of 5.0% by the end of March 2024, we are implementing the following programs:

  • (1) Program to nurture awareness in female employees to pursue career development
  • (2) Training program on diversity

Changes in percentage of female staff in management positions at Pioneer Corp.

Number of Pioneer Employees with Disabilities

In order to fulfill its corporate social responsibility and to employ a diverse workforce, Pioneer has consistently undertaken initiatives to employ people with disabilities. Pioneer will continue to take active steps in this direction, expanding the range of occupations available to people with disabilities throughout the Group as a whole.

Changes in the number of employees with disabilities at Pioneer Corp.

Helping Employees Balance Work and Childcare

Pioneer actively promotes initiatives to help employees balance work and child/nursing care. In terms of balancing work and childcare, we provide proactive support, for example by offering training to employees who are going to take childcare leave and to their supervisors, sharing information while they are on leave, and having a program in place for employees returning to work.
Furthermore, we distribute leaflets explaining the child/nursing care programs and hold seminars to promote understanding of employees who take such leaves and to prevent employees from leaving their jobs due to childcare and nursing care.

Number of Employees Who Utilized Work-life Balance Systems (Excluding Loaned Employees)

  FY2017 FY2018 FY2019 FY2020 FY2021
Childcare leave system 42(2) 19(0) 36(1) 33(4) 21(7)
Caregiver's leave system 0(0) 0(0) 0(0) 0(0) 0(0)
Shortened working hours for care of children or family members 74(5) 82(4) 90(4) 68(3) 72(2)

Note: Figures in parentheses indicate use by male employees; employees on leave are for the period identified; shortened working hours refers to employees as of the end of the fiscal year

Personnel Development

Pioneer has established a Human Resources Management Policy that serves as a standard for hiring and managing employees and gives guidance on planning and operating its personnel systems and measures.

Human Resources Management Policy

From stability/equality to challenge/competition

Providing an environment and opportunities
that motivate and encourage growth

Pioneer has shifted from creating a stable and equal environment that
emphasizes employee satisfaction to encourages autonomous growth by
prioritizing engagement between employees and the company.

Competition with oneself (status quo bias) = Self Management

Pioneer offers a range of training programs designed to help diverse human resources flourish.
The programs include not only those for learning necessary skills for work but also those for career development and self-development to provide employees in various life stages opportunities for autonomous growth and support their attainment of professional goals.

Main Initiatives, Systems, and Programs

Promoting understanding

  • Business ethics training
  • Compliance training
  • Harassment training
  • Childcare/nursing care leaflets

Career support

  • Mentorship program
  • Career assessment system
  • Career design course
  • Junior leadership program

Autonomous learning

  • Challenge training
  • Anywhere challenge training
    (external course)

  • Language course

Supporting Employees’ Mental and
Physical Health

Health management of employees is more than just a matter of health and safety, and Pioneer regards the development of both the Company and its people as an important management issue. Therefore, Pioneer takes a preventive approach to mental health care, holding seminars for employees, distributing promotional materials to raise awareness of the issue, improving its Health Care Section, and building a counseling service system. In addition, the Company has developed a program for helping employees who have experienced mental health issues to return to the workplace. We also consider helping employees balance work and medical treatment to be an important theme.

Pioneer’s measures for health management

  • Mental health training sessions
  • Interviews and consulting with industrial physicians
  • Efforts to encourage employees to take paid leave
  • Program for employees returning to work after experiencing mental health issues
  • Various health seminars by industrial physicians

Preventing Work-related Accidents

Pioneer is working to ensure safe, hygienic workplaces where employees can work with peace of mind.

Basic Policy on Health and Safety

At Pioneer, we accord the highest priority to protecting health and safety. In accordance with this basic policy, the Global Health and Safety Committee, which manages and administers the Pioneer Group’s health and safety, is spearheading related activities covering not only employees but also all other stakeholders.

Global Health and Safety Committee

While health and safety had previously been addressed by each Group company and each business site, in June 2018 Pioneer established the Global Health and Safety Committee, which is under the direct supervision of the President, in order to implement further advanced activities throughout the Group.
The Global Health and Safety Committee aims to realize a comfortable and safe workplace as well as prevent hazards and ill health, and its activities include establishing rules for the Pioneer Group, monitoring progress of the health and safety initiatives at Group companies and service locations, and providing support through educational content. The committee meets twice a year (spring and fall) to inculcate and share awareness about the importance of health and safety while improving the level of initiatives through exchange of information.