Basic Policies

Basic Policies on Human Resources Programs

The JSR Group has determined how its organization and personnel affairs should be as follows and is taking measures accordingly:

(1) "Freedom" and "discipline" shall be well balanced, and the JSR Group is developing mechanisms and a corporate culture under the Course of Action's 4Cs to enable managers and junior staff to grow together, all employees to accurately perceive and solve issues, and organizational capacity to be maintained and enhanced
(2) Promote globalization of JSR Corporation's employees, develop a globalized workforce in the Group, and train and manage Group human resources on a global level
(3) Human resources are becoming increasingly diverse (in terms of national origin, culture, gender, values, etc.) and we are generating synergies throughout the JSR Group as a result of making the most of this diversity

Course of Action: 4C

CHALLENGE

All employees of the JSR Group should share a common, global focus and desire to succeed. Employees should feel confident to autonomously take on new challenges, learning from successes while viewing setbacks as opportunities to learn, grow and improve.

COMMUNICATION

All employees should feel comfortable and confident maintaining open lines of bi-directional communication at all levels within the JSR Group. Employees should strive for organizational transparency through direct conversations as the best means of sharing value and achieving common goals, especially in the face of growth and diversification.

COLLABORATION

Employees will work together in the spirit of cooperation, valuing common, corporate goals over internal or departmental barriers. Employees will also be encouraged to actively collaborate with external resources and not be bound to conventional ideas.

CULTIVATION

All employees will cultivate an environment that supports bi-directional communication between managers and subordinates, and provides opportunities for them to develop together as individuals and as members of productive, supportive teams.

Recruitment and Promotion of Diverse Human Resources

The JSR Group engages in a variety of business activities around the world. We believe that making the most of diverse human resources is extremely important to the implementation of our wide-ranging business strategies.
We see encouraging diversity as a management strategy and are currently working to promote management focused on the diversity of human resources and respect for and application of the variety of values arising from that diversity.

Basic Data on JSR's Employees

As of March 31, 2014

		Male	Female	Total
Employees		2,743	458	3,201
New employees hired	Recent graduates*1	95	23	118
	Mid-career employees	22	4	26
Average No. of years of continuous employment		12.9	13.0	12.9

*1 Employees who joined the company on April 1, 2013

FY	2010	2011	2012	2013	2014
Separation rate*2	4.3	1.9	2.2	6.7	6.3

*2 Percentage of employees who have left JSR within three years

Promoting Diversity in the Workplace

By employing a diverse workforce not only in terms of race and gender but also experience and values, we aim to break away from entrenched, homogeneous values and ways of thinking to create an organization that facilitates contrasting values, bold ideas, and creative synergies, and where innovation is highly likely to take place, thereby boosting our competitiveness as a company.
Since an organizational atmosphere open to diverse values and ways of working is instrumental to our goal of creating diverse workplaces, we will promote such an atmosphere alongside work-life management.

Active Support for Female Employees

As part of our efforts to actively support female employees and to facilitate transfers from clerical positions to career-track positions, since FY2008 (April 1, 2007 to March 31, 2008) we have significantly reduced the number of years of continuous employment required to apply for such transfers and have encouraged particularly motivated employees to transfer to career-track positions.
Since FY2010, 84 employees have transferred to career-track positions, and there are now 239 female employees in career-track positions representing approximately 50% of all female employees(as of April 1, 2014).
The mid-term business plan sets out not only qualitative tasks but also quantitative tasks (interim targets rather than final targets) and, to express the strong determination of management and gain the understanding and cooperation of all employees, it sets numerical targets for the percentages of women hired out of college and women in management.

Numerical targets for female employee percentages

	Target	As of April 1, 2013	As of April 1, 2014
Percentages of female employees hired	College graduate engineering positions　15-20％	18％	20％
	College graduate administrative positions　40-50％	50％	20％
Percentage of women in managerial positions	FY2016　5%	3.9%	4.0%

Number of Female Employees Transferring from Clerical Positions to Career-track Positions

FY	2011	2012	2013	2014	2015
Employees	13	19	19	10	10

Career Re-entry System

JSR instituted a program that allows former employees who left JSR due to marriage, childbirth, nursing care responsibilities, transfer of a spouse, or other reason to register with the company for rehiring when additional personnel are needed.

FY	2010	2011	2012	2013	2014
Registered	8	8	5	5	7
Rehired	0	1	3	0	0

Re-employment Program (re-employment of retirees)

This is a program that allows employees who have reached the mandatory retirement age to continue employment. Prior to retirement, employees complete a survey concerning their desire to continue employment, and those employees who wish to continue working are rehired.

FY	2010	2011	2012	2013	2014
Employees	36	39	76	60	64

Employment of People with Disabilities

JSR's employment rate for people with disabilities was 2.19% (the statutory employment rate: 2.0%) as of March 31, 2014. As JSR is a chemical industry manufacturer, much of the work in research laboratories and manufacturing sites is dangerous, requiring the handling of hazardous materials and working with rotating equipment, which limits the involvement of people with disabilities. However, we are continuing our efforts to employ people with disabilities.

As of March 31, each year

FY	2010	2011	2012	2013	2014
Employment rate	1.80	1.59	1.84	1.96	2.19

Employing Foreign Nationals

The number of foreign nationals employed by the JSR Group on a consolidated basis in FY2014 was 1,261 (22.7% of all employees). As part of our push to globalize employees at JSR Corporation we are making efforts to hire more foreign nationals and make better use of their skills by participating in company information sessions for foreign exchange students and accepting employees seconded from overseas subsidiaries.

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