Creating Worker-friendly Environments|Together with Employees|Basic CSR|SECOM: SECOM CO., LTD. provides crime-prevention, security, and home security -Providing society with trusted peace of mind-

Creating Worker-friendly Environments

Enabling each of our employees to constantly work vibrantly on their own initiative and to engage in a process of self-realization will ultimately contribute to the growth of the SECOM Group. Based on this concept that “the power of an organization is the sum of its parts,” SECOM strives to create worker-friendly environments.

Basic concepts and policies

The basic concept for creating a workplace environment is to construct a transparent and vibrant organizational culture in which each employee can engage in deep thought and achieve goals by working energetically, cheerfully, and appropriately. Additionally, SECOM implements “human resource investment” so that we will continually be chosen by outstanding human resources. This will enable us to secure human resources who cannot be replaced by technology – who are highly adaptive to change, creative and keen to contribute to society.

Measures for creating worker-friendly environments

Human resource investment

  1. Investments to support self-realization
    • Aggressively recruit staff
    • Promote workstyle reforms (creating worker-friendly environments, etc.)
    • Enhance training programs to increase motivation
  2. Measures to attract competitive personnel
    • Establish foundations for attracting highly marketable advanced human resources (IT, global human resources, etc.)
    • Improve operational efficiency and productivity; allocate human resources to growth areas
    • Ensure diversity
    • Provide diverse workstyles

Structure

Based on our fundamental philosophy that “the growth of employees and the prosperity of the company are inseparable,” the Human Resource Division fulfills a leading role in promoting the creation of worker-friendly environments. SECOM has also established the following specialized sections.

Project Team for Improving Employee Satisfaction

In order to achieve sustainable growth, it is essential to create a virtuous circle rooted in employee job satisfaction. Based on this concept, SECOM has established the team with leading members from the Planning Department, Operation Division, Sales Division, Administration Division, Techno Service Headquarters, and Human Resource Division. The team cooperates with other departments as necessary in order to improve employee satisfaction.

Staff specializing in the promotion of diversity and inclusion

SECOM recognizes the importance of creating new value by including diverse human resources and diverse values. We work to promote diversity, including assisting in the active participation of women.

Goals and results

We constantly pay attention to trends in the average hours of overtime work, the average length of service, and the turnover rate to improve worker-friendly environments. Currently, the average hours of monthly overtime work are decreasing and the average length of service is increasing. Moreover, the turnover rate is significantly below the nationwide average.

Average length of service

  Fiscal 2017 Fiscal 2016 Fiscal 2015
Average length of service 16.1 years 15.9 years 15.6 years
Male 17.0 years 16.7 years 16.4 years
Female 11.8 years 11.8 years 11.3 years

Average Hours of Monthly Overtime Work

Fiscal 2017 Fiscal 2016 Fiscal 2015
25.1 hrs 26.1 hrs 27.0 hrs

Turnover Rate

Fiscal 2017 Fiscal 2016 Fiscal 2015
5.2% 5.0% 5.3%

*According to the statistic from the Ministry of Health, Labour and Welfare: 11.6% (Nationwide average: turnover rate for general workers)

Promoting work-life balance

SECOM implements policies for promoting work-life balance so that all employees can utilize their unique abilities and perform their duties energetically, regardless of the stage in their life. We take various actions to support balance between the work and private life.

Promoting vacation usage

SECOM believes that mental and physical refreshment and a fulfilling life are essential to creating motivation towards work. We offer our employees leave systems including a flexible vacation system which can be taken at any time during the year (maximum of 10 consecutive days each year) and a two-week-vacation every 10 years. We also actively encourage employees to take paid leave.

In fiscal 2017, we revised the rule so that employees can use the two-week-vacation in two separate periods (one week each). This increases options for them in taking a vacation.

Paid leave usage rate

Systems for childbirth, childcare, and family care

SECOM offers its employees substantial support for childbirth, childcare, and family care which surpasses the standards of laws such as the Labor Standards Act.

Maternity leave

Maternity leave can be taken for the six weeks prior to childbirth and the eight weeks after childbirth, and a childbirth allowance is granted by the SECOM Health Insurance Union.

An additional two weeks of maternity leave prior to childbirth is available to employees who wish to start their leave earlier. This unique vacation system was used by 24 employees in fiscal 2017.

Childcare leave

Employees can take childcare leave until the day their child turns three years old. Since 2002, our male employees have also started taking childcare leave. SECOM is working to create worker-friendly environments which makes childcare easier for both women and men.

Change/exemption of working hours for childcare

Upon request, employees who are pregnant or raising children who have not yet entered 2nd grade in elementary school (per law, until the child is 3 years old) can have their working hours changed or exempted, following the rule. Many of our employees with children utilize the system to shorten their working hours, and we provide them with notice cards that can be put up on their desks to request cooperation from their coworkers to help them return home earlier.

早帰りへの協力ツール

Notice cards asking for cooperation to return home early

Family care leave, change/exemption of working hours for family care

In order to support employees who provide care to their family members and wish to return to work after the end of family care leave, a family care leave (or change/exemption of working hours) of approximately 6 months (maximum of 186 days) is available.

In fiscal 2017, 137 employees (including 10 male employees) used childcare leave, and 6 employees used family care leave.

Number of employees taking childcare leave

Number of employees taking nursing care leave

SECOM Life Support Program

We established the SECOM Life Support Program to assist in long-term career advancement through individual review for a location and work style that accommodate the circumstances of each employee. We support individuals based on the following policies.

  1. Utilize the total strength of ALL SECOM (the SECOM Group) to support changes to employment location due to reasons such as the need to provide care to family members or work transfer of spouse.
  2. Approve temporary leave from work when the employee moves overseas with a spouse who is transferred overseas (maximum of 5 years).
  3. Support flexible working styles which consider difficult household circumstances with the need for childcare or family care.

Job Return Program

For employees who have left SECOM due to unavoidable reasons such as childbirth, childcare, or family care, SECOM has created a Job Return Program that enables employees to apply for returning to work. By alleviating uneasiness about stopping their career due to future life events, this system enables employees to perform their current work vibrantly with peace of mind.

Number of employees using the Job Return Program

  Fiscal 2017 Fiscal 2016 Fiscal 2015
Number of employees returned to the company 1 1 3

Providing helpful information to balance work and family care

We have set up a web page on our intranet with information to support employees to manage both their work and family care. Useful information on relevant systems and programs, benefits, as well as a section that accepts a variety of consultations from employees, are available in both child care support section and family care support section.

The intranet page with information on balancing work and family care

The intranet page with information on balancing work and family care

Certified as a company supporting childcare

The “Act on Advancement of Measures to Support Raising Next-Generation Children” was enacted in order to construct an environment for the healthy birth and care of children who will lead the next generation of society. Three times in 2007, 2010, and 2015, SECOM was certified as a company supporting childcare by the Ministry of Health, Labour and Welfare, and received the Next-Generation Certification Mark (known as Kurumin).

On April 1, 2017, SECOM formulated and enacted an Action Plan based on the “Act on Advancement of Measures to Support Raising Next-Generation Children.” As part of this plan, SECOM set the goal of extending the maximum length of congratulatory and condolence leave that male employees can take when their spouse gives childbirth, from two days to five days. This goal was set in order to construct a working environment which supports the balance between work and childcare for both female and male employees. The extension of congratulatory and condolence leave was implemented in April 2018.

Action Plan by SECOM CO., LTD.

Date of formulation: April 1, 2017

SECOM has formulated the following Action Plan in order to construct worker-friendly environments which enable employees to balance work and childcare.

  1. Planned periodThree-year period from April 1, 2017 to March 31, 2020
  2. Details of action

    Objective 1)
    Extend maximum length of leave that male employees can take in conjunction with childcare leave to five days. (The current number of days for special leave due to childbirth by spouse is two days.)

    • Review will be conducted during the planned period in an effort to achieve implementation.

    Objective 2)
    Increase awareness for systems such as childcare leave.

    • Review and implement methods of raising awareness for the current system related to childcare, so as to help prospective mothers and fathers create a life plan including childcare.

Promoting diversity

SECOM recognizes the importance of creating new value by including diverse human resources and values, and works to promote diversity including the active participation of women at work. In October 2017, we announced the Declaration of Promoting Diversity & Inclusions. With this declaration, SECOM works to respect the diversity of each employee, regardless of gender, nationality or age, and create an environment which enables each employee to utilize their maximum abilities.

Declaration of Promoting Diversity & Inclusions (released on October 1, 2017 in the name of the President and Representative Director)

  • Based on an organizational culture that is built upon our corporate philosophy and committed to maintaining order, SECOM respects the differences of each employee and prioritizes diversity in human resources.
  • SECOM aims at becoming a company where all employees work energetically, cheerfully and vibrantly with confidence and pride.
  • SECOM continues to pursue the creation of innovative values through the further growth of each employee and enhancing the synergy of individual strengths.

Promoting active participation by women

While many issues are found in the Japanese society to enable every woman to fully utilize her abilities and perform at an even higher level, SECOM believes that it is important to reform the awareness of all employees, regardless of gender. Under the guidance of staff who specialize in promoting diversity and inclusion, we are accelerating our initiatives through the leadership of regional staff in charge of promoting active participation by women.

Initiatives based on the “Act on Promotion of Women's Participation and Advancement in the Workplace”

On March 1, 2016, SECOM formulated the “Action Plan on Women’s Active Participation.” This plan seeks to construct a workplace environment where female employees can work cheerfully and energetically with peace of mind.

Actions to promote active participation by women

  • Implementation of activities by a dedicated section consisting of staff who specialize in promoting diversity and inclusion
  • Establishment of a dedicated intranet site for constructing an internal network and sharing information
  • Raising awareness of in-house role models through corporate newsletters and the intranet site.
  • Reform the awareness of all employees in order to eliminate customary duties performed only by women
  • Active assignment of highly motivated women to meetings and various projects.
  • Expand the occupational field for women by sharing information or developing human resources through training.
  • The declaration shown above is included in the Positive Action “Declaration for Women’s Active Participation in the Workplace” by the Ministry of Health, Labour, and Welfare.
Intranet site for promoting women’s active participation

Intranet site for promoting women’s active participation

Developing female leaders

In order to actively develop female leaders, SECOM participates in the Japan Women’s Innovative Network (NPO J-Win). SECOM dispatches two female employees and works to develop human resources and construct networks with other participating companies.

Promoting recruitment and active participation of people with disabilities

SECOM has established the special subsidiary Secom Business Plus Co., Ltd. in order to promote employment for people with disabilities. Furthermore, based on our basic diversity policy, we take attentive measures for the sensitive needs of each individual, including arrangements for sign language interpreters or provision of supportive devices and software.

  • Special subsidiary: Subsidiary established with the objective of promoting the employment of people with disabilities.

Lecture on emergency lifesaving skills with a sign language interpreter for employees with hearing disabilities

Introducing the remote sign language interpretation service provided by the ShuR Group

Seeking to construct a new model for employment of people with disabilities

In order to create new value using the diversity of disabilities and establish a new model for employment of people with disabilities that will contribute to corporate growth, SECOM participates in the Accessibility Consortium of Enterprises (ACE).

In order to actively construct a workplace environment with active participation by people with disabilities, SECOM strives to support the employment of people with disabilities who have the desire to work, through activities such as reviewing and introducing role models and cooperation with partners in industry, government or academia.

Every year, SECOM files an entry for the ACE Award hosted by ACE. From among participating companies of ACE, this award recognizes “employees who create new values by utilizing disabilities” and awards those employees as role models.

Activities at ACE

Winner of the 2014 ACE Award (hearing disability)

Winner of the 2015 ACE Award (disability with upper-left limb)

Winner of the 2016 ACE Award (functional disorder at both lower limbs)

Winner of the 2017 ACE Award (cardiac dysfunction)

Promoting the active participation of elderly employees and supporting life after retirement

System for shortened working hours for older employees

At some positions, employees aged 50 years and older can apply to a system for shortened working hours. Moreover, all employees who were rehired after reaching mandatory retirement age can use a system for shortened working hours. These systems create more worker-friendly environments for elderly employees.

Additional rehiring of employees aged 65 years and older

The mandatory retirement age at SECOM is 60 years old and employees can be rehired until they reach 65. In September 2017, we established a system for additional rehiring of employees over 65 years old with a desire to work. These employees are rehired for specific positions and are able to work until they reach 70 years old.

Intranet site with information on life after retirement

In order to assist employees in planning for life after mandatory retirement age, SECOM has established the intranet site with information on the retirement allowance pension, life planning and frequently asked questions.

From fiscal 2017, we included employment information for elderly employees at SECOM Group companies.

The intranet site with information on life after retirement

Flexible option for retirement age

While SECOM’s mandatory retirement age is 60 years old, we offer another option that enables flexible life planning by each employee and established a system in which the individual can decide on the timing of retirement within the range of 50 to 60 years old. Employees using this system are provided an additional retirement bonus, which helps them to try a different work. Furthermore, if the needs of the individual and the company match, we actively support re-employment at SECOM and other group companies.

Promoting dialogue with employees

SECOM seeks to achieve sustainable growth as a flexible and robust corporation that does not waver in the face of changes in society and the competitive environment. To achieve this goal, we believe that it is important to promote the SECOM’s Philosophy and push forward with a virtuous circle; the cycle originating from employee satisfaction, improving service quality by enabling each employee to display their potential ability in a high dimension, achieving customer satisfaction, and enhancing trust within the society, and ultimately leading to further employee satisfaction. SECOM prioritize dialogue with our employees in order to foster a healthy, vibrant organizational culture and to improve employee satisfaction.

Project team for increasing employee satisfaction

In order to achieve sustainable growth, it is essential to create a virtuous circle rooted in employee job satisfaction. SECOM has established the project team with leading members from the Planning Department, Operation Division, Sales Division, Administration Division, Techno Service Headquarters, and Human Resource Division. The team cooperates with other departments as necessary in order to increase employee satisfaction.

Employee satisfaction survey

SECOM conducts an employee satisfaction survey since 2016. It is an anonymous survey with multiple-choice questions in seven categories. This year, the response rate increased compared to that of last year, showing the growing interests of employees.

Results of Employee satisfaction survey

  Fiscal 2017 Fiscal 2016
Employee response rate 83.5% 81.4%

Categories for the employee satisfaction survey

If the employee finds his/her work fulfilling
If there is any problem which interferes with performing one’s work
If the employee is able to work with a positive attitude
If the employee receives positive feedback from work partners
If there is any problem regarding the amount of work
If there is any problem with the salary or welfare benefits at the company
Overall satisfaction

SECOM Lively Union (SECOM Employee Union Federation)

Based on our fundamental philosophy that “the growth of employees and the prosperity of company are inseparable,” SECOM Lively Union was founded in 1964, two years after the founding of the company, by employees seeking to ensure sound growth of the SECOM Group. In accordance with the Agreement on Union Membership Qualification which was executed with SECOM Lively Union, SECOM adopts a union shop system in which new employees become members of the labor union at the time they are hired.

In order to heighten employee morale, construct a vibrant and healthy organizational culture imbued with the SECOM spirit, and maximize organizational energy, the SECOM Lively Union and the company exchange opinions on a variety of occasions. At branches which are based in each group company or each prefecture, discussions are held on topics such as improving the workplace environment, refining daily work and ensuring occupational safety and health. The union exchanges opinions with company management at the SECOM Employee Meeting on Organizational Culture and the SECOM Employee Central Council.

SECOM Employee Meeting on Organizational Culture

We established the SECOM Employee Meeting on Organizational Culture in order to construct a vibrant and healthy organizational culture imbued with the SECOM spirit. The meeting is an opportunity for company executives and directors of the SECOM Lively Union, who are employee representatives, to exchange opinions on equal ground.

This meeting is held every month in regions throughout Japan. The meeting enables frank and unrestrained discussion aimed at improving daily work and the workplace environment in each region. This contributes to the creation of a sound organizational culture.

SECOM Employee Meeting on Organizational Culture

SECOM Employee Meeting on Organizational Culture

SECOM Employee Central Council

The SECOM Employee Central Council was established as an opportunity for exchanging opinions on nationwide issues which cannot be resolved at the SECOM Employee Meeting on Organizational Culture held in each region. Council meetings are held every month and attended by the President and Representative Director, executives and directors in charge of human resources and operations as well as members of the Central Council from the SECOM Lively Union.

In addition, the SECOM Employee Central Council Subcommittee was established as a subordinate organization of the SECOM Employee Central Council. Meetings of subcommittees are held periodically every month in order to discuss company measures or issues requiring continued review, attended by executives and managers in charge of human resources and operations, as well as directors of the SECOM Lively Union.

SECOM Employee Central Council

SECOM Employee Central Council

Issues and themes addressed by the SECOM Employee Central Council

  • Checking for overburden and unnecessary work
  • Maintaining employees’ health
  • Promoting the use of paid leave and long-term vacation
  • Preventing overwork
  • Appropriate operating of evaluation systems
  • Recruiting and assigning of personnel
  • Promoting diversity
  • Preventing harassment
  • Wage levels which consider life plans of employees
  • Spreading the corporate philosophy

Regional joint conferences

In order to further invigorate the monthly SECOM Employee Meeting on Organizational Culture held in regions throughout Japan, joint conferences are held expanding the regional framework.

In fiscal 2017, the Tohoku regional joint conference was held as a gathering for the six prefectures in the Tohoku region, and the Kyushu regional joint conference was held as a gathering for the Kyushu and Okinawa regions. The joint conferences were attended by the President and Representative Director, executives from each region, executives and managers in charge of human resources and operations and directors of the SECOM Lively Union, and unique regional imperatives were discussed.

Joint conference in Tohoku region

Joint conference in Kyushu Region

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