With Our Associates and Their Families

Initiatives for Work-Life Balance

Aiming to realize diverse work styles for each associate, Akebono has established a variety of systems to support associates in balancing work with childcare and nursing care in various ways. We offer systems for childcare or nursing care, a system that allows associates to reduce their working hours by up to two hours per day and leave programs to support associates. Additionally, we have a Career Partner System that provides opportunities for associates who resigned due to family circumstances, such as childcare, nursing care, or a spouse's overseas transfer, to return to work.

In order to achieve work-life balance, we have implemented systems such as flextime without core hours and telecommuting, promoting flexibility in working hours and locations.

In response to the revision of the Child Care and Family Care Leave Law, we will continue and improve various systems to enable both men and women to balance work and childcare, including the establishment of a paternity leave program. In addition, we will respond to various changes in the social environment throughout the company and promote the creation of a workplace environment that allows associates to choose and realize diverse and flexible work styles.

Akebono received the "Kurumin" mark for the third time

Akebono has been certified by the Saitama Labor Bureau as a "Company Supporting Child Raising" under the "Law for Measures to Support the Development of the Next Generation" and has acquired the "Kurumin" mark, a certification mark for supporting the development of the next generation, a total of three times in November 2007, June 2013 and October 2016.

Going forward, we continue to make efforts to create a comfortable working environment for everyone, such as by promoting further improvement in the rate of male associates taking childcare leave.

Voice of a Childcare Leave Participant

Akebono actively promotes the acquisition of childcare leave. The rate of male associates taking childcare leave in fiscal year 2024 reached 60%. Here, we share the voice of a male associate who took childcare leave.

<Comment from a male associate>

I took childcare leave for about six months, starting from the time my child was born. The daily routine of feeding, putting the baby to sleep, and dealing with nighttime crying, regardless of the time of day, was far more challenging than I had imagined. Chronic sleep deprivation was especially tough.

On the other hand, the time I was able to spend closely observing my child's growth was truly invaluable. By sharing household chores and childcare responsibilities with my spouse and exchanging daily experiences, I felt a stronger sense of unity as a family.

Through this experience, I gained a deep appreciation for both the challenges of household chores and childcare, as well as the joy and emotional fulfillment they bring. It also reminded me of the importance of spending time with people.

Because of this experience, I am determined to encourage my colleagues or juniors to take childcare leave without hesitation when they face childcare responsibilities in the future. I genuinely feel fortunate to have had this time, and I believe that this precious experience will continue to positively impact both my family life and my interactions with others at work.

<Comment from his spouse>

Thanks to the childcare leave, I was able to ask for help with household chores and childcare without hesitation. It was a wonderful time to spend closely as a family, and we truly enjoyed it.

Akebono Nursery School Ai-Kids

Akebono Nursery School Ai-Kids, an on-site childcare center that opened in 2018, was established as part of work style reforms to enhance benefits for associates, and to contribute to the local community. Based on the philosophy of "grow together," in which their families and caregivers share the joys and worries of childcare, Ai-Kids watches over the growth of each child and supports associates in balancing childcare and work.

We also hold seasonal events such as summer festivals, Halloween, Christmas, and Setsubun (bean-throwing festival). In March, we celebrated Hinamatsuri (Doll's Festival) with handmade costumes created by our childcare staff.
The children dressed up as adorable "Odairisama and Ohinasama" (Imperial couple dolls) to celebrate the Peach Festival.

Voices from Users of Akebono Nursery School Ai-Kids

My spouse and I both work at Akebono. We are able to participate in childcare together, such as dropping off our child at the nursery together in the morning and sharing responsibilities for picking them up in the evening. Above all, having the nursery located on-site eliminates wasted time between leaving home and arriving at work, which is a great help during busy mornings.

It’s reassuring to know that we can quickly respond if anything happens during childcare hours, and we truly appreciate not having to prepare items like bedding or diapers. Having fewer items to carry each day is another wonderful benefit.

The small class sizes ensure that every child is given careful attention, and the communication with the teachers is smooth. They are always willing to listen and provide thoughtful support with any concerns or worries we may have. We often see how the nursery embodies its philosophy of growing together.

The nursery actively celebrates birthdays and seasonal events, and we can feel the teachers’ dedication to supporting our child’s growth and development through handmade toys, decorations, and meals that our child finishes every day.

Seeing our child happily heading to nursery each morning and saying goodbye to friends and teachers with smiles and hugs when leaving reassures us that they are enjoying their time there. This allows us to focus on work with peace of mind.

Major Certifications and Awards

November 2007:

Certified with the "Kurumin" mark for next-generation child-rearing support by the Ministry of Health, Labour and Welfare

October 2008:

Received the Saitama Labour Bureau Director's Excellence Award in the "Family-Friendly Enterprise" category at the Ministry of Health, Labour and Welfare's "Equal and Work-Life Balance Support Company Awards"

November 2008:

Awarded the Grand Prize at Saitama Prefecture’s "Warm Childcare Company Awards"

December 2010:

Honored with the "Child and Youth Support Medal" at the Cabinet Office’s "Commendation for Contributions to Child and Youth Development and Childcare Support"

November 2012:

Received the Minister of Health, Labour and Welfare Excellence Award in the "Family-Friendly Enterprise" category

November 2012:

Recognized by Saitama Prefecture as a "Company Practicing Diverse Work Styles"

June 2013:

Certified for the second time with the "Kurumin" mark for next-generation child-rearing support by the Ministry of Health, Labour and Welfare

April 2016:

Acquired "Eruboshi Certification (Grade 3)" based on the Act on the Promotion of Female Participation and Career Advancement by the Ministry of Health, Labour and Welfare

October 2016:

Certified for the third time with the "Kurumin" mark for next-generation child-rearing support by the Ministry of Health, Labour and Welfare

December 2017:

Updated recognition by Saitama Prefecture as a "Company Practicing Diverse Work Styles"

December 2022:

Updated recognition by Saitama Prefecture as a "Company Practicing Diverse Work Styles"

Examples of Systems to Support the Realization of Diverse Work Styles (Japan)

Telecommuting	The system was established to promote a new way of working that enables associates to excel by adopting a voluntary and efficient work style tailored to increasingly diverse lifestyles. It is available to all associates as long as it does not interfere with their work duties.
Flextime system	The system that allows associates to determine their own daily starting and finishing times, with no core working hours required.
Work interval plan	Ensure that long working hours are rectified, and associates get sufficient rest time by leaving 11 hours free from the end of work to the start of work on the next day.
On-site nursery school	Opened in 2018, the nursery school caters to children aged 0 to 2 years old.
Side jobs	Associates are allowed to take on side jobs as long as they do not interfere with their primary work duties.
Childcare leave plan	Associates can take leave until the March after the child’s third birthday while receiving aid. The leave can be taken in segments. Note: Akebono has a childcare leave plan that exceeds legally required standards.
Pre- and postnatal leave / Special maternity protection leave	Associates can take leave starting six weeks prior to childbirth (14 weeks for multiple pregnancies) and up to eight weeks after childbirth.
Career partner plan	A program that provides former associates to return to work within five years of resignation, provided certain criteria are met. The system supports those who left the company for career advancement (such as changing jobs or pursuing further education) or for family-related reasons (such as marriage, childbirth, childcare, family caregiving, or a spouse’s job transfer) through an alumni rehiring framework.
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 to care for a child up to the 6th grade of elementary school. If caring for two or more children, up to ten days of leave can be taken. (This plan is separate from annual paid leave and can be used for nursing children who are injured or ill, or for taking them to vaccinations or health check-ups)
Measures to reduce working hours	<Childcare plans> Associates can use the system multiple times until children graduate from elementary school. <Nursing care plans> Associates can work reduced hours for a total of up to three years per family member to provide nursing care. The leave can be taken in segments.
Medical leave system	Associates receive 12 days of medical leave per year in addition to their annual paid vacation, so they can recuperate from unforeseen illness or injury without worrying about work.

Promotion of Global Women's Activities

Every year the Akebono Group holds events to support the advancement of women into society.

In Vietnam, Mexico, and Indonesia, Akebono promotes women's advancement through a program called "Women's Day," in which gifts are presented to female associates and families of associates.

In Thailand, in July 2019, a nursing room was established to support associates returning to work after maternity leave, creating a flexible and comfortable work environment for mothers.

In Germany, Akebono participates in Girl's Day events (career support and development for women who will advance to the next generation of research and engineering positions), inviting local female students to the company to gain interest in the auto parts industry through hands-on learning using our products.

Promoting Global Exchange

While actively accepting interns from overseas, Akebono has also established educational programs that promote interaction between interns and associates to help develop global human resources.

In the "Ai-Forum" held from 2014 to 2017, overseas interns and associates participated in multiple presentations and discussions on the culture and business customs of the countries where Akebono has its locations, fostering diverse and cross-cultural perspectives.

Acceptance of Interns

Number of Interns (2004 - 2019)：over 100
National Origins of Interns (2004 - 2019)

United States, United Kingdom, Italy, India, Greece, Sweden, Austria, Spain, Thailand, Slovakia, Germany, Turkey, France, Finland, Portugal, Mexico, Morocco, Canada, Hungary, Netherlands, Poland, Tunisia, Nigeria, Russia, Australia, and Peru.

Employing People with Disabilities (Akebono 123)

At Akebono 123, we recognize the characteristics (individuality) of each person and utilize their strengths. We are striving to create a workplace where people with disabilities can increase their opportunities through expanded operations and steadily continue to grow toward independence. Akebono has received certification as a Saitama Prefecture Excellent Employer of Persons with Disabilities for seven consecutive years in recognition of its proactive efforts to employ people with disabilities and create a workplace that makes the most of their abilities.

As of the end of fiscal 2024, Akebono's employment rate of persons with disabilities was 2.94%, compared to the legally mandated rate of 2.50%.

Expanding Associates' Work Scope and Contributing to Competitiveness Enhancement (Akebono 123)

Akebono 123 was established on September 16, 2003, and celebrated its 20th anniversary in September 2023.

We started out with 5 associates and only did cleaning work, but gradually expanded our workforce and job areas, and now 25 associates with intellectual disabilities are working at the company.

Currently, we have expanded the scope of work to include business card printing, envelope printing, document sorting, supply of copier paper, scanning tasks, packaging of parts in manufacturing sites, and washing childcare towels for corporate daycare centers. Among these, packaging tasks began in 2008 as outsourced work from the group company Alocs. Since then, we have made continuous improvements and actively promoted development of multi-skilled workers so that associates can work repeatedly without hesitation, and currently 9 associates are in charge of packaging work.

At the worksite, efforts such as utilizing photos, adhering to standard work procedures, and implementing measures to reduce mistakes have enhanced associates' skills. By expanding their range of tasks, the company has successfully increased associate’s motivation while also contributing to the overall competitiveness of the Akebono Brake Group.

As part of the cross-training initiative, a training workstation has been installed to prepare associates for practical tasks on-site. Since January 2023, an associate responsible for cleaning has been trained to handle packaging tasks at Alocs, strengthening the support system for holiday coverage and other needs. Currently, 2 associates are undergoing training at the workstation. For cleaning tasks, in addition to traditional instruction manuals, video-based training and education for associates have also been implemented.

Aiming for a Diverse, Worker-friendly Environment (Akebono 123)

Creation of growth opportunities for associates and instructors

1. In addition to birthday parties, where an associate acts as the MC, a darts tournament has been held. Associates voluntarily take the initiative to plan and manage events, fostering communication and using these experiences as opportunities for personal growth.
2. Call for mottoes with the participation of all associates and commendation of excellent works (FY2024)
• National Safety Week motto: 60
• National Health Week motto: 55
3. An award I want to give myself to all associates on the anniversary of the company's founding.

Strengthening Human Resource Development to Enhance Employment Quality

1. Associates: Expanding multi-skilled roles by utilizing individual strengths and characteristics.
2. Instructors: Developing instructors capable of proposing and executing initiatives with a focus on SQDCE (S = Safety, Q = Quality, D = Delivery, C = Cost, E = Environment).

Initiatives in Career Support

Career Support Activities

As part of Akebono's diversity promotion, we provide training and career support to enable each and every associate, regardless of age or gender, to choose and realize their own career path. For example, Ai-Campus is an educational curriculum open to all associates allowing them to choose courses to acquire the knowledge and skills necessary for their work. In the third and seventh years of employment, training is held to broaden the scope of each associate's career and future vision, while for managers, the curriculum is enhanced to provide the knowledge and skills necessary for management and to advance their careers through interviews with executives. We have also transitioned the Life Plan Seminar, which was previously held by age group, to an online format, making it accessible to anyone at any time. Furthermore, seminars have been introduced for individuals approaching the milestone of turning 60 (at ages 50 and 55), encouraging and supporting participants to proactively consider their future life plans. These seminars incorporate issues and topics relevant to each age group, aiming to help participants independently reflect on and plan their future.