With Our Associates and Their Families

Akebono is engaged in diversity management with the aim of creating a workplace in which associates with diverse values can develop their potential.

Diversity Initiatives

Promoting Diversity

Akebono aims to strengthen its corporate capabilities in a way that reflects the high respect it has for the values of each associate and their diversity. In other words, the Company cherishes associates' individual aspirations regarding work and life so that each can develop their creativity in the course of their duties, which, in turn, will help bring about a more vibrant company overall.

Akebono is promoting diversity because it recognizes that as it expands globally, it is becoming increasingly important to establish a corporate structure that helps each associate realize their full potential regardless of their value system or cultural background. In line with this recognition, we are promoting diversity management centered on three key initiatives, namely, diversity promotion; work-life balance promotion; and career development assistance.

Basic Themes of Diversity Management

Basic Themes of Diversity Management

Akebono Receives “Eru Boshi Designation” based on the Act Concerning Promotion of Women's Career Activities

Eru Boshi Mark (Third Grate)

Eru Boshi Mark (Third Grate)

In April 2016, Akebono received the Eru Boshi Designation (Third Grade)* from the chief of the Saitama Labor Bureau.

The Eru Boshi Designation system provides business owners who have performed excellent activities to promote women's career by applying their detailed plan to prefectural labor bureau. The designation is received from the Minister of Health, Labour and Welfare. There are five evaluation criteria and accredited between grade 1 and grade 3 based on a result of the evaluation.

Akebono achieved the top rank of Grade 3. We will continue working to be a company where all of our associates can work with motivation and enthusiasm, regardless of gender.

  • *Official nickname for the designation of the General Business Owner Complying with the Standard based on the Act for Promoting the Advancement of Women.


Interns receiving training at a Monozukiri Dojo workshop

Interns receiving training at
a Monozukiri Dojo workshop

Not only does Akebono proactively accept interns from abroad, it also organizes exchange events where interns and associates find their sense of being part of an international concern nurtured through the exchange of ideas. In fiscal 2012, the Company began holding such events under the title “Internship Forums.” Stepping up this initiative, in fiscal 2014 these events were renamed “Ai-Forums,” and the content was changed as well, with the scope of participants being expanded to include trainees from overseas Group members as well as Japanese expatriates. Approximately 100 attendees participate in each of these forums, which facilitate understanding of countries around the world through presentations on local industries, cultures, and work-styles, as well as question and answer sessions. Going forward, we will provide further opportunities for exposure to diverse cultures and value systems, thereby nurturing a greater number of human resources capable of succeeding on the global stage.

Number of Interns Accepted

Number of Interns Accepted

National Origins of Interns
United States, United Kingdom, Italy, India, Greece, Sweden, Austria, Spain, Thailand, Slovakia, Germany, Turkey, France, Finland, Portugal, Mexico, Morocco, Canada, Hungary, Netherlands, Poland

Work-Life Balance

Akebono puts great emphasis on helping associates strike a good work-life balance. Accordingly, we are constantly working to realize a working environment that accommodates diverse work styles to meet individual needs.

For example, we have designed various programs for associates raising children and those caring for their family members to assist them with their efforts to strike a balance between their work and family obligations such as childrearing and nursing care. Some of these programs allow eligible associates to opt for shorter working hours or take leave for child rearing and nursing care. Moreover, we also offer a Career Partner Plan that allows the reinstatement of those who left Akebono due to prescribed reasons. We also support associates' career development efforts while offering opportunities to participate in self-improvement activities. We distribute Life Supporter, a booklet that summarizes the content of these and other programs with the aim of facilitating the utilization of the programs by associates.

Going forward, we will also implement forward-thinking initiatives with an eye to future issues, thereby securing a corporate structure responsive to changes in the social environment. To create a working environment that offers diverse and flexible working styles, we will continuously enhance these programs by incorporating feedback from associates.

Akebono received "Kurumin" mark as its third time award

In October 2016, Akebono Brake Industry received the" Kurumin" mark from the Saitama Labor Bureau, recognizing it as company that actively supports child-raising in accord with "the Act on Measures to Support Development of the Next Generation." The company received this award in November 2007 and June 2013, making this the third time that Akebono has received the award.

"The Act on Measures to Support Development of the Next Generation," which took effect in April 2005, requires companies with 101 employees or more to systematically institute measures to create an environment that readily enables employees to balance work and child-raising, and to formulate an action plan to guide those efforts. Companies that fulfill certain requirements, such as achieving the goals laid out in the action plan, are recognized by the Ministry of Health, Labour and Welfare as companies that support child-raising and are permitted to use the Kurumin certification mark.

Akebono's wide array of programs surpass the legislated standard, for instance allowing associates to take parental leave up to the fiscal year following their child's third birthday. It also uses leafleting, internal news bulletins and information sessions to create an environment in which associates can easily take advantage of these schemes. Beyond these internal efforts, Akebono also runs social studies excursions for local elementary students, and these efforts were highly evaluated.

Akebono will again formulate an action plan in 2016, contribute to regional society and strive to support associates who balance work and child-raising, and thereby create an environment in which all associates can thrive.

Kurumin Mark

The Award Ceremony

Akebono's Main Initiatives
Child care leave plan Associates can take leave until the March after the child's third birthday while receiving aid. This can be taken in multiple parts.
Note: Akebono has a child care leave plan that exceeds legal standards.
Career partner plan A program that provides those who left the Company due to family duties with opportunities to later rejoin Akebono within five years after their resignation. Eligible associates include those who had served for a continuous period of three years or more before leaving and meet other prescribed criteria.
Nursing care leave plan Associates can take up to two years leave per family member to provide nursing care while receiving a stipend
Child nursing care plan Associates can take up to five days of leave per year (ten days for associates with two or more children) to nurse sick or injured children or for children's doctor visits until the child graduates from elementary school. This leave is separate from annual paid leave.
Measures to reduce working hours Child care plans
  • Reduced working-hours plan: Associates can use the system multiple times until children graduate from elementary school.
  • Flex time plan
  • Child care aid plan: A fixed monthly aid until the March following the child's third birthday
  • Reduced working-hours plan: Associates can use the system multiple times until children graduate from elementary school.
Improvements to company environment Nursing care plans
  • Reduced working-hours plan: Associates can work reduced hours for a total of up to three years per family member to provide nursing care. These can be taken in multiple parts.
  • Flex time plan

Childcare Leave Plan

hildcare Leave Plan

We have a childcare leave plan that exceeds legal standards. For example, eligible associates can apply for childcare leave until the child's third birthday. Eligible associates can shorten their working hours by two hours per day until the child's enrollment in junior high-school. Moreover, eligible associates can take up to five days per year of leave that is separate from annual paid leave to nurse sick children.

Career Partner Plan

For those who leave the company due to family duties such as childcare, care giving, accompanying a spouse on an regional assignment or for other reasons, we offer a Career Partner Plan that provides them with opportunities to rejoin Akebono and make full use of their experience and knowledge. We are developing work systems that allow associates to choose diversified and flexible work styles as well as a work environment in which each associate can exert their skills.

Employment of People with Disabilities

Initiatives of Akebono 123 - Working Together with People with Disabilities

Celebration of the 10th anniversary of Akebono 123's founding

Celebration of the 10th anniversary
of Akebono 123's founding

Akebono 123 Co., Ltd., a special-purpose subsidiary of the Akebono Group that provides employment for people with disabilities, is working to help them achieve personal growth through duties. While strengthening their relationships with society through the provision of employment, Akebono 123 is proactively participating in local events.

Akebono 123 Co., Ltd. is a special-purpose subsidiary of Akebono Brake Industry Co., Ltd. which provides employment opportunities for people with disabilities. In September 2013, Akebono 123 marked the 10th anniversary of its founding, holding a commemorative event aimed at expressing gratitude to stakeholders. Among the approximately 90 attendees were the director of Saitama Prefectural Labor Bureau and the mayor of Hanyu City. At the event, bouquets of flowers were given to those who have supported Akebono 123, while associates performed the company song.

In addition, in 2013 the Saitama prefectural government certified Akebono 123 as an excellent business corporation in the provision of employment for people with disabilities, for its proactive initiatives aimed at hiring such people and developing a workplace that draws on each worker's strengths.

Going forward, Akebono 123 will continue providing a working environment that better develops the potential of each worker, thereby promoting the employment of people with disabilities.

Employment Rate of People with Disabilities in the Akebono Group

Employment Rate of People with Disabilities in the Akebono Group

Multifaceted Activities of Akebono 123 Associates

Akebono 123, a special subsidiary of the Akebono Group, develops its workplace to enable people with disabilities to achieve personal growth through their work based on a philosophy of developing associates as people. Akebono 123 maintains a high rate of employment for people with disabilities.

In November 2014, two Akebono 123 associates participated in the Abilympics, a national vocational skill competition aimed at facilitating the development of skills of people with disabilities. In a field of 332 participants from regions nationwide, one of our associates won gold medal in the category of building cleaning.

Employee receiving the People with Disabilities Work Excellence Award at the 2015 Saitama Prefecture Work Fair for Seniors and People with Disabilities

Employee receiving the People with Disabilities
Work Excellence Award at the 2015
Saitama Prefecture Work Fair
for Seniors and People with Disabilities

Through these initiatives, Akebono 123 maintains a high rate of employment for people with disabilities. The Company's efforts have also earned formal recognition; at the Japan Organization for Employment of the Elderly, Persons with Disabilities and Job Seekers and the Shogai-sya Job Fair 2014 held in Saitama Prefecture , Akebono 123 was awarded for its exceptional initiatives. In addition, at the Saitama Prefecture Work Fair for Seniors and People with Disabilities held in October 2015, one of the company's associates received the 2015 People with Disabilities Work Excellence Award for his exemplary work practices.

Overseas Labor Management

We recognize that maintaining stable labor-management relationships at overseas locations is important and therefore, position it as an ongoing management issue. In line with this recognition, we continuously work to maintain relationships of trust with labor unions through frank communications and under the basic policy of promoting “harmonious labor relations.”

Specifically, we emphasize avoiding the occurrence of labor-management conflicts at our locations in Asia. To this end, we hold hearings for local managers to identify issues arising in the course of labor management. With Ai-City headquarters' human resource administration specialists spearheading the process of information gathering and diagnosis, we provide support for local labor management by sharing diagnostic results and providing advice for resolving the challenges they confront.

To support personnel administration in a way best tailored to conditions in each country, we hold “Global Personnel Administration Meetings” on a regular basis. At these meetings, we discuss the latest developments and challenges faced in labor management and work to facilitate mutual understanding of different locations' situations while comparing the results of the personnel evaluation index adopted at bases worldwide to help improve administration.

In China, efforts are now under way at our local subsidiaries to improve their personnel systems based on a revision made in fiscal 2012, with the Ai-City headquarters providing support as necessary to resolve issues identified in the course of their personnel administration. While integrating the personnel systems of subsidiaries in Guangzhou and Suzhou, we are working to develop fine adjustments to suit regional characteristics, incorporating such features as region-specific incentive programs to ensure that associates find their jobs more rewarding.

In addition, in 2012 we began providing local associates working at these two subsidiaries with English training programs, to facilitate communication in multinational business settings. In Thailand, we have striven to recruit senior staff from among local candidates while helping our local subsidiary raise brand awareness among people in universities and other institutions of higher education. In Mexico, our involvement in the establishment of ABM included hiring managers locally and helping them formulate company rules.

We are also promoting branding activities through the provision of educational programs aimed at nurturing a strong sense of loyalty among local associates. With the aim of better disseminating our philosophies and nurturing associates' sense of purpose and pride in their work, since April 2013 efforts have been under way at overseas locations to prepare documents related to our Corporate Mission and other policies in local languages. In addition, such overseas production bases as Akebono Europe S.A.S. (Arras) and Akebono Brake (Thailand) Co., Ltd. have been striving to raise associates' awareness by putting up posters outlining these policies and showcasing the products they make. In Mexico, we gave a presentation on our corporate branding initiatives in June 2014, helping to nurture local associates' sense of unity as a Group member. Also, we are proactively creating opportunities for associates to build strong ties with colleagues by organizing such events as company trips.

Looking ahead, we will continue to offer overseas operations labor management support that respects and understands the characteristics and labor practices of individual countries.