Human Rights and Human Resources
Basic policy concerning support for workplace diversity and inclusion
Lasertec Group is a global operation and hires various talent in different countries and regions. We believe that human capital is the most important company resource and the driver of our growth. Based on this belief, we strive to provide a workplace that is both comfortable and challenging for diverse employees, and one that enables everyone to fully utilize their knowledge and skills.
Human rights policy
We have adopted a human rights policy. We are committed to adhering to this policy.
Diversity and inclusion
We do not engage in discrimination based on race, color, age, gender, sexual orientation, gender identity and expression, ethnicity or national origin, disability, pregnancy, religion, political affiliation, union membership, covered veteran status, protected genetic information or marital status. We provide a reasonable accommodation for religious practices.
Our policy for ensuring the diversity of core human resources
We recognize the importance of ensuring the diversity of human resources in the workplace because we believe that talent with different experiences and skills provide us a great strength and that they are crucial for achieving sustainable growth and making our mission statements - "Be the front runner of the optical technology field and help customers overcome new challenges," and "Let’s launch a product totally new to the world every year" - come true.
We actively hire and promote diverse talent and prepare various career paths to allow them to pursue their own specialty fields, thereby providing opportunities for them to reach their full potential.
- Hiring and promoting female employees
We actively hire and promote female employees for both engineering and non-engineering positions.
- Hiring and promoting global talent
At overseas subsidiaries, we actively engage in the promotion of locally hired employees to senior positions. We also exercise personnel transfers and exchanges between the headquarters and subsidiaries.
- Actively employing senior talent
At the headquarters, we have introduced a re-employment system for employees reaching the retirement age of 60 and a continued employment system for those over 65 to encourage the employment of senior talent with abundant experience and knowledge to pass on their valuable skills to the next generation.
- Maintaining balance in hiring new recruits and mid-career workers
We hire both new recruits fresh out of school and mid-career workers in a balanced manner to employ talent from various backgrounds. We do not make any discrimination between them when determining the position, pay, or promotion of employees.
We will ensure the diversity of core human resources through these actions and aim to keep the combined percentage of 1) mid-career workers, 2) female employees, 3) global talent, and 4) senior employees more than 50% of all employees.
In addition, from April 2022, we are aiming to have female employees account for 20% or higher of our new hires.
|Regular employees (Group total)||332||375||448||536|
|∟ Female employees (ratio)||37 (11.1%)||39 (10.4%)||48 (10.7%)||58 (10.8%)|
|∟ Female managers (ratio)||8 (7.0%)||11 (9.2%)||11 (9.2%)||10 (9.0%)|
|Regular employees (Overseas)||100||121||160||208|
|∟ Locally hired employees (ratio)||99 (99.0%)||120 (99.2%)||156 (97.5%)||198 (95.2%)|
|Regular employees (Japan)||232||254||288||328|
|∟ Female employees (ratio)||20 (8.6%)||21 (8.3%)||25 (8.7%)||34 (10.4%)|
|∟ Female managers (ratio)||2 (2.3%)||2 (2.4%)||2 (2.4%)||2 (2.4%)|
|∟ Foreign nationals||2||4||4||7|
|∟ Employees with disability||1||1||1||2|
|∟ Employees re-hired after retirement||12||13||18||24|
|∟ Newly hired employees||30||31||47||49|
|∟ Percentage of mid-career employees among newly hired employees||83.3%||67.7%||78.7%||71.4%|
|∟ Turnover rate||2.37%||2.15%||3.94%||2.78%|
We believe that maintaining a good work-life balance is crucial for the achievement of best performance and job satisfaction by employees. In addition to the flextime system provided over the years, we have newly introduced a telecommute system since the spread of new coronavirus infections. We strictly comply with the laws and regulations concerning the use of paid vacations by employees and promote their usage to increase the utility rate. We keep the increase of overtime hours in check. We also make a necessary accommodation for employees who return to work after taking a leave of absence for childbirth, childcare, or nursing care.
Furthermore, from April 2022, we have set our target for the average rate of paid leave usage per employee at 60% or higher.
|Regular employees (Japan)||232||254||288||328|
|∟ Childcare leaves||0||0||1||1|
|∟ Nursing care leaves||0||0||0||0|
|∟ Paid vacation utility rate||58.4%||58.8%||59.1%||56.3%|
Health and safety
The health and safety of our employees is one of the top priority issues for us. We support our employees to detect early signs of illnesses and maintain good health. In addition to the general physical checkup provided annually for our employees at the headquarters, we pay for a re-examination for those who have found a medical risk at the checkup. We also pay for a more thorough medical checkup for employees at certain ages. For mental health, we conduct a stress check regularly to monitor the stress level of our employees to detect a sign of excessive stress. We offer the counselling of an occupational physician to those who have a request for it. At overseas subsidiaries, we provide employees with medical insurance and/or medical expense assistance and pay for their physical checkups, depending on the need of each subsidiary and their local practices. We are engaged in the efforts to prevent occupational accidents. Lasertec headquarters is certified ISO45001.
Education and training
Technology makes progress day by day. For us to keep developing cutting-edge products, it is imperative that we keep improving the knowledge and skills of our employees. While we provide education and training internally, we also have our employees actively participate in various types of training provided by external specialists and industry groups to enhance their abilities. For occupational safety and health, our employees attend the safety training provided by Semiconductor Equipment Association of Japan to learn the safety standards of the industry. Because there are a growing number of products to be installed and maintained at overseas customer sites, we are increasing the number of field service engineers based at our overseas subsidiaries. We are actively trying to enhance the skills of these overseas engineers by training them at the headquarters as well as at each subsidiary to share the skills and knowhow of HQ engineers with them.
We hold workshops and others regularly as part of our human resource development efforts to promote communication among employees to enable diverse talent, including those who join Lasertec in mid-career, to reach their full potential in each of our organizations.
As part of our effort to increase the motivation of employees to drive the company's growth, we provide the following incentives for them:
- Bonus linked to the company's financial performance
- Employee stock ownership plan
- Reward for in-house inventors
Outline of general corporate action plan compiled in accordance with the Act for Measures to Support the Development of the Next-Generation Children
Lasertec sets the goals of its action plan as follows:
- Goal 1
- Fostering a strong bond with employees and their families
(Examples of action: Maternity and childcare vacations, Lasertec Family Day event)
- Goal 2
- Social contribution for nurturing next-generation youths
(Examples of action: Support for students who are interested in pursuing manufacturing career)
- Goal 3
- Adopting diverse forms of work
(Examples of action: Telecommuting)