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Sustainability
Social
Human Resources Management Promotion of office development and support for balancing work and private life
The OKI Group is working to enhance the flexibility of work locations and hours, as well as to support the balance between work and childcare, caregiving, and other responsibilities, so that individuals can maximize their abilities.
Office improvement
OKI has defined its Toranomon office as a "space for co-creation with customers" and a "space for employee collaboration," introducing open seating at workspaces and establishing café-style meeting spaces. We have also turned rooms into showrooms to guide customers through both these newly designed spaces and our existing product and solution showrooms, thereby increasing opportunities for co-creation.
For other offices, we have implemented free-address seating, expanded meeting spaces, and converted conference rooms for online compatibility (establishing new web booths and dividing and downsizing meeting rooms). Furthermore, we have expanded in-house satellite offices and external shared offices to improve work efficiency by reducing travel time and to support employees who face difficulties working from home.
Toranomon Office
Shibaura Office
In our spacious free working space (photo on the right), we have set up table sets, a coffee server, a snack selling area, and more. This space can be used for various purposes, including meetings, lunch, and refreshment.
Enhancing Work Style Flexibility
Since fiscal year 2020, OKI has expanded its telework system. In April 2021, the company introduced a "Remote Work System for Employees Living Outside the Commuting Area," aimed at reducing transfers (relocation) or solo assignments (living apart from family) due to job location changes outside the commuting area, as well as minimizing resignations caused by partner relocations or the burdens of childcare and caregiving. Starting in fiscal year 2022, a super-flex work system was implemented, eliminating core working hours and minimum daily working hours, allowing employees to autonomously and independently adjust and determine their work hours. Additionally, in fiscal year 2023, the company issued a Side Job Guidebook to further support employees in achieving autonomy, acquiring new knowledge and skills, and realizing diverse perspectives and work styles.
Work Style Vision Book
In May 2021, we created and started promoting our "Work Style Vision Book" (revised edition published in July 2022) to encourage each employee to think about workplace work styles, business efficiency improvements, and productivity enhancements, thereby enabling dramatic improvements in work-life quality. Additionally, we continuously support this initiative by sharing ideas related to work styles, business efficiency, and productivity on our intranet homepage.
Support for Balancing Work and Private Life
OKI has established various systems to support a balance between work and private life, while labor union and management members confirm working hours and leave utilization.
Support for Balancing Work and Childcare
We have established various systems to support employees in balancing work and childcare, ensuring that those with childcare responsibilities can work with peace of mind. In October 2022, we introduced "Baby8 Leave" to encourage the uptake of paternity leave. Our goal is to enable each employee to take childcare leave or time off in a way that suits their individual circumstances. In April 2024, we further expanded our support programs for balancing work and childcare.
In order to encourage male employees to take leave for childcare purposes and leave of absence for childcare (hereinafter referred to as "childcare leave by men"), OKI introduced the "Baby8 Leave" system in October 2022, which allows employees to take up to 25 days (working days) of paid leave to care for a child within eight weeks after birth. The goal is to enable all employees who wish to take the leave to do so, and to increase the percentage of eligible employees taking the leave to 50% or more each year. Through the development of this system, we aim to foster an organizational culture that enables employees to balance work and childcare, regardless of their gender.
Childcare Leave Utilization Rate (OKI)
- FY2023 OKI Group (domestic) childcare leave utilization rate for male employees : 84.9%
| FY2021 | FY2022 | FY2023 | |
|---|---|---|---|
| Male | 52.9% | 81.7% | 78.6% |
| Female | 116.7% | 87.5% | 81.8% |
- * Calculated in accordance with the Act on Advancement of Measures to Support Raising Next Generation Children
Key System Enhancements for Fiscal Year 2024
Support to Handle Both Work and Caregiving
Various systems have been established to help employees balance work and caregiving responsibilities. Since fiscal year 2021, we have been holding "Work and Caregiving Balance Support Seminars" to provide information useful for balancing work and caregiving, including details about corporate support systems and the public long-term care insurance system.
Number of Seminar Participants
| FY2021 | FY2022 | FY2023 |
|---|---|---|
| 240 | 879 | 1,013 |
Support System that Can Be Used to Balance Work with Childcare, Caregiving, etc.
| system | Contents of OKI System | statutory | |
|---|---|---|---|
| flexible working | A system in which employees can voluntarily and autonomously choose their daily working hours within a monthly contract. Superflex, which does not have core time, is also in place. | - | |
| teleworking | system that allows telecommuting | - | |
| work outside commuting distance | A system that allows employees living outside commuting areas to work remotely if they meet certain requirements | - | |
| annual paid leave | Acquisition units: daily, half-day, and hourly | Acquisition units: daily and hourly | |
| purpose-specific leave | Accumulated leave (paid) available up to 50 days per year for: Nursing and nursing care for family members, child vaccinations, infant health checkups, child health checkups, child school events, infertility treatment, hospital visits and checkups during pregnancy, accompanying partner for infertility treatment, checkups during pregnancy and childbirth, volunteer activities, etc. |
- | |
| Support system for balancing work and childcare | prenatal work | Shorter working hours that can be used from the day you wish to work before childbirth after pregnancy until you take maternity leave or give birth | - |
| maternity leave | Available for 56 days before delivery | Can be obtained 42 days before childbirth including the delivery date | |
| Baby8 vacation | A system that allows employees who are not taking maternity leave and are raising a child up to the age of 2 to take 40 days of paid leave per business day (can be taken in as many installments) | - | |
| childcare leave | A system that allows employees to take leave of absence for childcare purposes until the child reaches the age of two (If a child wants to enter a nursery school but is unable to do so, the child can be extended to the age of 3.) | In principle, children can take it until they are one year old (If you are unable to enroll in a nursery school or other circumstances, you can extend the time until you reach the age of 2.). | |
| childcare leave support incentive | A system in which employees (regardless of gender) who have taken childcare leave or leave for one month or more in a row are paid a reward to employees who support the employee's taking childcare leave. | - | |
| Shorter working hours (childcare work) | Shorter working hours system that children can use until they complete sixth grade | Can be used until the child is 3 years old. | |
| Overtime Exemption, Overtime Restriction and Overnight Work Exemption System for Childcare | A system to be applied when a request is made between the time of pregnancy and the completion of the sixth grade of elementary school | Applicable when requested during pregnancy and before the child starts elementary school. | |
| leave for child care | A system that allows each child up to the 6th grade of elementary school to take five days of leave for the purpose of nursing the child (in addition, a maximum of 50 days of leave per year can be taken through a paid purpose-specific leave system) | May be obtained 5 days a year (10 days if there are 2 or more children) | |
| subsidy for childcare and housework | A system that provides subsidies for the expenses of taking care of a child up to the third grade of elementary school, such as housekeeping services and the use of unlicensed nursery schools | - | |
| babysitting discount coupon | A system to provide discount coupons for in-home childcare by babysitters and transportation to and from daycare centers, etc., for children up to the third grade of elementary school. | - | |
| fertility subsidy | A system that provides subsidies for out-of-pocket expenses for infertility treatment for the individual and his/her spouse | - | |
| Support system for balancing work and nursing care | nursing care leave | A system that allows each eligible person to take five days of leave for nursing care purposes (in addition, a maximum of 50 days of leave per year can be taken through a paid purpose-specific leave system) | May be obtained 5 days a year (10 days if there are 2 or more persons) |
| leave of absence for nursing care | A system that allows one eligible family member to take a total of 365 days of leave for nursing care purposes | Can be obtained for a total of 93 days per eligible family member | |
| Shorter working hours (nursing care work) | Shorter working hours system that can be used without a limit of the number of times until the reason for caring for the target family member is resolved | At least twice in the first 3 years of use |
Kurumin Certification
As a result of its support activities for balancing childcare and work, OKI received Platinum Kurumin certification as an excellent supporting company for child-raising. Based on the Act on Advancement of Measures to Support Raising Next Generation Children, the certification is awarded to Kurumin certified companies (OKI has granted Kurumin certification since 2017) that have executed such measures at a higher standard than before. OKI Software has also received Kurumin certification since 2014, and OKI Crosstech has received Kurumin certification since 2024.
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