A Workplace Environment that Fully Utilizes Employee Talent
For Dentsu—a company whose sales-point is its ideas in the field of communication—human resources are recognized as the Group's greatest asset. Hence, Dentsu is introducing a personnel system to enable the creation of a workplace environment in which the diverse potential of its employees can flourish.
Promoting Women’s Active Participation
Dentsu formulated the following action plan in order to actively support the cultivation and growth of career development opportunities for female employees and maximize the Company’s strengths.
Action Plan Overview
■ Plan Period: January 1, 2015 to December 31, 2019
- While there is no major difference in the number of years of continued service between men and women, as a result of the difference in the gender recruitment ratio in the past the ratio of female employees as a percentage of all employees is low.
- It is necessary to foster the desire to develop a better career trajectory while balancing work and childcare.
- It is necessary to realize ways of working that are more productive on a company-wide scale.
- To raise the ratio of women among new graduate recruits (full-time employees) to 35% or higher
- To raise the ratio of women in management positions to 10% or higher by 2020
■ Concrete Efforts
- Implement recruitment publicity measures and selection geared toward the active recruitment of women
- Enhance the managerial abilities of those in management positions
- Implement measures aimed at fostering career awareness in female employees
- Review schemes and support measures and familiarize employees with them in order to eradicate concerns about balancing work, childcare and nursing care
- Promote activities to redesign the way we work to encourage highly productive ways of working in order to alleviate long work hours
At Dentsu, there is a diverse range of jobs.
There are many workplaces in which the perspectives and characteristics of female employees can be used to the best advantage, allowing them to engage in their work vigorously. In fiscal 2013, a project to promote women's active participation was also launched.
As part of its efforts to promote the employment of people with disabilities, the Company established Dentsu Solari, a wholly owned Group company in April 2013, which was designated as a special-purpose subsidiary in November. The rate of employment of people with disabilities at three Group-certified companies (Dentsu, Dentsu Works, and Dentsu Solari) is 2.04％ (as of June 2016). At Dentsu as well, there are many employees who are active in account management, creative, and other departments. Along with Dentsu Solari, we are making active efforts to further expand employment opportunities for people with disabilities and have a higher percentage of employees with disabilities than the legally mandated level.
Work/Life Balance Support System
Dentsu has established childcare leave, modified working hours for employees raising young children, and other systems in compliance with the revised Childcare and Nursing Care Act (the Act on the Welfare of Workers Who Take Care of Children or Other Family Members, Including Child Care and Family Care Leave). It has also established a consultation office to support work/life balance.
Employees who have reached mandatory retirement age but wish to continue working and meet the recruitment standards may be reemployed as 'senior employees,' until they are 65 years old. They can use their experience in a supportive role as well as to help train younger staff members.
- Ensuring a Safe and Civilized Working Environment