Mazda is working on a variety of programs to enable its employees — a diverse range of people with different values and lifestyles — to enjoy their work and find a healthy balance between their work and personal lives. In FY2007, Mazda was awarded the Kurumin certification logo mark in affirmation of its action plan for child-rearing support initiatives, based upon the Ministry of Health, Labour and Welfare's Law to Support the Development of the Next Generation. This award recognized Mazda's effort to promote the balance between work and one's personal life.
| System | Description (as of Mar. 31 2011) | Started | FY2010 Results |
|---|---|---|---|
| Maternal care paid leave | A system that allows female employees who are pregnant and have difficulty performing their duties due to morning sickness or other feelings of discomfort to take paid leave for the necessary amount of time. | Aug. 2008 | 810 days (28 participants) |
| Child-rearing paid leave | This leave system allows employees to take up to five consecutive working days off, following childbirth or for child-rearing. | Aug. 2008*1 | 1,169 days (280 participants) Male: 886 days (219 participants) Female: 283 days (61 participants) |
| Child-rearing leave | A system supporting unpaid leave for child-rearing for children up to 3 years old. It is possible to take leave in installments. | Jan. 1991 | 183 participants (8 of them male) |
| Nursing care leave | This system allows employees with eligible family members requiring nursing care to take a leave of absence (maximum length of 1 year). | Jan. 1992 | 4 participants |
| Special working arrangements for employees involved with child-rearing or nursing | This system allows employees involved with nursing or child-rearing (until end of child's sixth year of primary school) to reduce work hours, be excused from overtime and holiday work, etc. | Apr. 1999 | Reduced working hours:For child-rearing participants: 196For nursing care participants: 5 |
| Work-at-home system | This system enables employees to perform up to 25% of their work hours at home for the purpose of child-rearing or nursing care, or when working at home will raise work efficiency. | Aug. 2008 | 95 participants |
| Special Warm Heart leave system | A paid-leave system that covers nursing care for relatives, volunteer work, functions at one's child's school, and infertility treatment. | Aug. 2008*1 | 278 participants (113 male, 165 female) |
| Onsite daycare center: Mazda Waku Waku Kids En | This daycare center was established for employees' children who have not yet entered school. A permanently stationed nurse is available to look after children who become ill. | Apr. 2002 | 42 preschoolers |
| Challenging Career leave | In order to increase future career potential, employees can use this system to take leave for up to three years while attending a school or other training facilities. | Oct. 2003 | 6 participants |
| Leave for employees accompanying a transferred family member | This system allows employees to take a fixed-term leave in order to accompany a spouse who has been transferred, allowing the employee to resume their career at Mazda later on. | Oct. 2003 | 21 participants |
| Re-employment System | This system provides an opportunity for former Mazda employees who left the company due to marriage, child-rearing, to provide nursing care, or other reasons to return to work if they so desire. | Aug. 2008 | 7 registrants |
| Expert Family System | This system enables interested individuals who meet a certain standard of abilities and experience to be rehired as engineers, advisors to current engineers (to pass on their knowledge), specialists or in other positions following their retirement at the mandatory retirement age. | Apr. 2006 | 345 hired |
| Super-Flextime Working System | Introduced to maximize results by supporting a balance between each employee's private life and working life. It is a flextime system with no set core working hours. | Oct. 2010 | Utilized at 80% of administrativeand technicalfield workplaces |
| "Take your child to work" day | This program offers employees an opportunity to invite their families to the place where they work, providing families with a deeper understanding of the work employees do. | Aug. 2008 | - |
| Go Home Early Campaign | By streamlining operations, the Company has reduced the long working hours for divisions not directly connected with production. Examples of this initiative include no-overtime days and setting mandatory lights-out times. | Sep. 2007 | Ongoing |
| Paid Leave for JICA Activities | Employees participating in Japan International Cooperation Agency (JICA) volunteer activities are entitled to take paid leave for these activities. | Apr. 2007 | - |
| Promoting understanding of the support system for balancing work and childcare (company-wide distribution of a special pamphlet) | Mazda distributes an easy-to-understand pamphlet explaining its measures to promote a healthy work-life balance, using information such as feedback from employees who used the system. The goal is to disseminate information to promote further understanding of these measures. | Feb. 2007 | Ongoing |
| Mazda Flex Benefit System | A selective benefit system. Individual employees can seek the type of assistance that most suits them by choosing from a number of preset benefit options within the points they have. | Oct. 2001 | All employees |
| Benefit program to support employees' environmental conservation and social contribution activities | As part of the Mazda Flex Benefit System, employees can apply their points toward compensation of the costs incurred during volunteer activities they perform. This system is also extended to employees who participate in JICA activities. | Oct. 2001 | 7 instances |
| Promotion of planned use of paid leave | Labor and management cooperate to streamline and standardize work processes, helping to create an environment in which employees take the initiative in planning for and using their paid vacation days. | Ongoing | Ongoing |
- *1Operated under different system before August 2008.
I regularly make use of Mazda's onsite daycare center, Waku Waku Kids En—because this facility is open from 7:00 a.m. to 9:00 p.m., I am able to raise my kids while continuing to work. The facility's permanently stationed nurse and its proximity to my workplace make me feel at ease, because I can run over there immediately if something comes up.
The teachers provide individualized support based on each child's personality, and they hold seasonal events such as cultivation of vegetables. My kids often talk excitedly of the things they do each day at the daycare center.
The Mazda Mutual Aid Union has its foundations in the spirit of mutual assistance for all members*1. Funded by mutual membership fees (from both members and the Company) as well as special contributions from Company, this organization provides various types of assistance to its members and their families.
- *1Directors and regular employees, as well as those approved by the governing board.
¥15,000 is paid upon marriage, and ¥5,000 yen per child is paid upon childbirth
Child-rearing leave payments¥30,000/month will be paid to members who take leave under the child-rearing leave system
¥30,000/month will be paid to members who take leave under the long-term care leave system
Family long-term care relief payments¥50,000/year will be paid to members whose spouse is in a state requiring long-term care (as defined by the Ministry of Health, Labour and Welfare) for a continuous period of one year or more
A loan of up to ¥1 million per child (deferred loan) will be offered when a member's child enters university graduate/undergraduate studies, junior college, or a vocational or technical school
Payment of subsidies for raising disabled children¥50000/year will be paid in support of child development to members whose child possess a grade 2 disability or higher
Up to ¥160,000 will be paid in condolence if a member or his/her parents' home are adversely affected by a disaster
Emergency loanA loan of up to ¥500,000 (deferred loan) will be offered to members who are in mourning, hospitalized, on leave from work for injury/sickness, the victim of a disaster, etc.
Injury/sickness leave payments, long-term medical relief payments, and injury/sickness leave special payments¥5,000 will be paid each time a member takes leave of one month or more for injury or sickness
¥30,000/month will be paid for a long-term (three months or more) period of leave (if long-term leave results in the member not receiving his/her bonus, the member will receive a special payment of up to ¥100,000)
Financial aid for members hiring an in-home helper
Child-rearing support financial aid for members hiring a babysitter
Financial aid for advanced medical treatment
Monetary condolence gifts and farewell gifts, financial support for survivor's pensions funds and scholarship pension funds, etc.
