Canon aspires to be a company that grows by openly accepting and working with people having different characteristics and perspectives.
Under its corporate philosophy of kyosei, Canon respects diversity globally and actively encourages the fair hiring and promotion of employees, regardless of gender, age, or disability.
In 2012, Canon Inc. established Vital workforce and Value Innovation through Diversity (VIVID), a companywide horizontally integrated organization to promote diversity. VIVID carries out companywide activities.
Canon strives to create a workplace environment in which female employees can more actively participate by engaging its diverse human resources in various decision- making processes in an effort to encourage innovation.
At Canon Inc., we have implemented a number of initiatives to deepen understanding of diversity, including exploring issues through surveys and roundtable discussions as well as hosting lectures from outside experts.
Additionally, we are using our company intranet to post interviews with various employees, including ones who have remained active in balancing their work with various life events, managers who support their activities, and male employees who have taken childcare leave.
In 2016, Akiko Tanaka, executive officer of Canon Inc. and President and CEO of Canon BioMedical, Inc., gave interviews and talks on the topic of balancing her career and life events. Upwards of 900 employees attended her speaking engagements.
Other initiatives include roundtables where female managers talk about their own life experiences, and back-to-work seminars where employees who have returned after childcare leave review case studies together with their managers.
Canon Inc. conducts women’s leadership training as part of its efforts to support the career development of women.
As part of the training, participants work together in groups to develop new business proposals. The assignment involves gathering information through interviews with various individuals both inside and outside the company, and then formulating and presenting their proposals from a female perspective, which contributes to greater vitality in the company.
Since its launch in 2012, more than 100 female have completed leadership training and are playing active roles in their workplaces, including at overseas locations.
In 2016, activities to promote the active participation of women under VIVID were extended to all Group companies in Japan. The president and head of human resources of each company attended a meeting, confirming the launch of initiatives to promote the active participation of women across the Group. This was the catalyst for domestic Group companies to adopt initiatives that Canon Inc. was already putting into action.
Group companies in Japan are also taking a number of initiatives to support women’s career development, including career training and courses for women who have returned from childcare leave.
In addition, Canon U.S.A. carries out activities to promote diversity and inclusion based on our philosophy of kyosei.
As part of its activities to promote the active participation of women, Canon U.S.A. created a Business Resource Group (BRG) named Women in Leadership Levels (or WiLL for short). This project supports women’s participation through a variety of opportunities, including networking events, lectures and mentoring.
The Canon Group Code of Conduct emphasizes respect for the individual and prohibits discrimination based on race, religion, nationality, gender, age, or sexual orientation. Our initiatives cover sexual minorities, including the lesbian, gay, bisexual and transgender (LGBT) community.
With the goal of eliminating all forms of discrimination from the workplace, training for managers includes education on preventing discrimination. Compliance meetings at the workplace level are used as a forum to ensure companywide understanding.
With regard to provisions for employees belonging to sexual minorities, Canon provides such amenities as gender-neutral washrooms and private dressing rooms. We also have an internal hotline for employees wishing to speak with a specialist counselor.
Canon is working to establish a Three Regional Headquarters management system in Japan, Europe and the U.S. as part of Phase V of the Excellent Global Corporation Plan. We are now widely searching for talented human resources from around the world to support this system.
As part of these efforts, for example, Canon Inc. has opened the door to international students as part of its regular hiring activities. Non-Japanese nationals are hired as contract workers for specialist positions to utilize their specialized knowledge, skills and experience.
Canon Inc. makes full use of the wealth of knowledge and skills of its veteran staff. In 1977, a time when the retirement age at most Japanese companies was 55, Canon Inc. was one of the first companies in Japan to set its retirement age at 60. In 1982, we introduced a system for re-employing retired employees until the age of 63.
In 2000, we partially revised our system for re-employment after retirement and introduced a system of open recruitment internally for re-employment posts. Further, we raised the age limit for re-employment to 65 in 2007. A variety of positions with different work environments and working conditions are made available to employees who request re-employment after retiring. These veterans work effectively, putting their experience and expertise to good use in various ways, including as prior-art technology examiners, promoters of intellectual property, career counselors, and quality or environmental inspectors.
As of the end of December 2016, there were 937 rehired employees in total, of which 285 were rehired in 2016.