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.
To deepen understanding of various measures to help employees achieve a better life-work balance, the Company provides explanations in management skill training programs, and in the section "Compass for Work and Rewards of Employees" on the Intranet about support measures designed for each life event.
In FY March 2004, Mazda's variety and frequency of use of systems introduced to enable the balancing of work with child-rearing and/or nursing care was recognized, and the Company received commendation from the Minister of Health, Labour and Welfare as the most "Family-Friendly Company" in Japan.
Also, in FY March 2008, Mazda was awarded the Kurumin*1 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.
In April 2014, Mazda and Mazda Logistics joined the Iku-Men Company Alliance (alliance of company management supporting iku-men, i.e., male who are actively involved in the care of their children), which was established under the initiative of Hiroshima Prefecture, in order to promote male participation in child care.
- *1Kurumin logo certification status of domestic Group companies: Mazda Motor Corporation (2007), Mazda E&T (2009), Mazda Logistics(2011), Kurashiki Kako (2011), Mazda Ace (2012).
Human Resources Office
Human Resources Office
Nakayama: When I had my fourth baby, my other three children were very young. So I took child-rearing leave for about two months to ease the burden on my wife immediately after childbirth. Through this period of leave, I experienced how hard housework was and at the same time I was able to broaden my communication with my children and the social network in my neighborhood. It was a good opportunity for me to see myself from a different viewpoint outside my work-oriented lifestyle. After returning to work, I feel I have become more able to care about other people than before. I think Mazda offers good programs to support a work-life balance. It would be beneficial to further cultivate an atmosphere to encourage more employees to use these programs.
[Comment from supervisor]
Shigemura: Before and after the leave, he proactively established cooperative relationships with other members, which facilitated smooth work performance. After returning to work, he pays more careful attention to others, showing improvement in collaborating with others. There may be other employees who want to use this program but hesitate to do so. To enable many employees to use the child-rearing leave system without hesitation and to make further improvement, we will promote standardization of work procedures and the development of multi-skilled workers.
- *2Operated under a different system before August 2008.
The Mazda Mutual Aid Union has its foundations in the spirit of mutual assistance for all members.*3 Funded by mutual membership fees (from both members and the Company) as well as special contributions from the Company, this organization provides a range of assistance to its members and their families.
Marriage and Childbirth Support
- Payments of gift money for marriage and childbirth
¥15,000 is paid upon marriage, and ¥5,000 per child is paid upon childbirth
Long-Term Care Support
- Long-term care leave payments
¥30,000/month will be paid to members who take leave under the long-term care leave system
(If payment continues for more than three months, ¥100,000/month will be paid for the months after first three months)
- 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
- Educational expenses loan
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
¥50,000/year will be paid in support of child development to members whose child possess a grade 2 disability or higher
Support During Disasters, etc.
- Payments of money as condolence following a disaster
Up to ¥160,000 will be paid in condolence if a member or his/her parents' home is adversely affected by a disaster
- Emergency loan
A 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, caring for family members, under infertility treatment, 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 advanced medical treatment
- Monetary condolence gifts and farewell gifts, financial support for survivor's pensions funds and scholarship pension funds, etc.
- *3Executives and regular employees, as well as those approved by the governing board.