- Basic Human Rights Policy and Diversity Policy
- Human Resources Development Policy
- Training Systems for Developing Human Resources
- Systems for Achieving Work-life Balance
- Health Management
- Health Management Promotion Plan
- Health Management Promotion System
- Improving Employee Engagement
Basic Human Rights Policy and Diversity Policy
Basic Policy on Human Rights
At our company, guided by the EM Systems management philosophy—“Taking on the challenge to build a cheerful, spirited, and warm company”—we are committed to creating a workplace environment that recognizes each individual’s uniqueness and fosters mutual respect, regardless of gender, age, nationality, sexual orientation, or gender identity.
EM Systems respects human rights by supporting international standards such as the "Universal Declaration of Human Rights" and the "UN Guiding Principles on Business and Human Rights." This policy applies to all our officers and employees, and we also expect our suppliers and business partners to understand and comply with these principles.
We support the ILO's "Fundamental Principles and Rights at Work" and prohibit all forms of discrimination and harassment based on gender, marital status, age, language, disability, health status, religion, thought/creed, property, sexual orientation/gender identity, or differences in occupation or employment type. We do not tolerate any form of forced labor, including human trafficking, or child labor. Furthermore, we respect "Children's Rights," striving to protect their privacy and provide services that support their sound development, and endeavor to fulfill our social responsibility to the local communities affected by our business activities.
Governance and Initiatives
- Oversight: The Board of Directors holds ultimate responsibility for the establishment and compliance with the human rights policy. We appropriately allocate the resources necessary to promote this policy and reflect them in our daily operations.
- Identification of Issues: We identify key human rights issues specific to the IT industry (e.g., prevention of excessive working hours, protection of data privacy, and addressing harassment) by referring to social trends and international guidelines. As specific preventive measures, we continuously implement thorough management of appropriate working hours, reinforcement of information security systems, and the development of a workplace environment that does not tolerate harassment. In identifying and reviewing these issues, we place importance on dialogue and engagement with stakeholders and will reflect them appropriately in our processes.
- Education: To embed respect for human rights, we conduct "Compliance Tests" for all officers and employees (90.1% participation in FY2024) and "Harassment Training" for managers.
- Grievance Mechanism and Remedy: We have established an internal reporting system for our employees. The confidentiality of reports and the privacy of consultants are strictly protected. In the event that it is found that we have caused negative impacts on human rights, we commit to providing appropriate remedy through proper procedures.
Diversity Basic Policy
EM Systems is committed to promoting Diversity & Inclusion so that each individual's personality is recognized and diverse human resources can maximize their potential. We aim to build a workplace environment where all officers and employees respect each other, regardless of gender, age, nationality, disability, sexual orientation, or gender identity.
Through various training programs and learning opportunities, we strive to acquire knowledge about diversity and set opportunities to view social issues as personal matters. We are working on creating environments, training programs, and systems where each individual can play an active role. In addition, based on international labor standards, we will promote the creation of an environment where all employees are given equal opportunities.
Principles of Community Investment
As a supporter of regional medical and nursing care infrastructure, we contribute to local development based on the following principles:
- Focus Area: Supporting digitalization in medical and nursing care settings and reducing the burden on healthcare and nursing care workers.
- Support for Future Generations: We support children's healthy growth and the right to access healthcare/nursing care through our core business, such as DX support in pediatric care.
- Investment Philosophy: We aim to create social value by utilizing our medical IT expertise to solve issues in the field and achieve a sustainable regional society.
Human Resources Development Policy
In order to achieve a society built on sustainability, EM Systems focuses on nurturing personnel who are capable of taking a responsive approach to social problems and requirements, who are driven with the motivation to find solutions to issues, and who have a sense of independence for tackling a broad variety of challenges.
Our company policy declares that "We will become an indispensable company for the world that contributes to improving citizen’s health with the use of advanced technology. We aim to be a company that can make people happy through work." EM Systems is aiming to create a workplace that fosters mutual development by harnessing advanced technologies and creative ideas to cherish the connections between people, while also encouraging employees to comment on each other’s performance as a form of friendly competition to inspire excitement through the work processes.
As the birthrate in Japan continues to decline and society as a whole ages more, shortages in workers are expected to increase in severity through all industries. Nurturing existing personnel as well as securing and training skilled human resources are considered priority matters at EM Systems, while it also makes efforts to enhancing productivity by increasing efficiency of systems and other processes. Human resources are considered vital assets to the company, and a strategic approach will be taken for their training, like revising duplicate management areas or business processes to allow employees to concentrate on their professional duties.
We resonate closely with each and everyone we interact with on a daily basis, and maintain feelings of compassion and gratitude. Expressing our "thanks" as words helps to spread those feelings of joy. Personnel at EM Systems find their roles rewarding, as they improve their individual personalities and skills to continue bettering themselves every day.
Training Systems for Developing Human Resources
Self-development Support Subsidy Program
As EM Systems' unique support system, 50% of the cost of courses taken by eligible employees to acquire qualifications and skills necessary for smooth business development and operations (subject to a cap) will be subsidized. This program provides opportunities for regular employees to pursue self-development on the job, regardless of the type of course, such as vocational school or online.
Qualification Allowance
A qualification system has been developed at EM Systems to provide study opportunities. The system covers a total of 46 types of qualifications in three main areas of skills —IT, medical and business skills—with the allowance provided for up to two years for employees who successfully obtain their qualifications.
Sales Skills Certification
As part of EM Systems' own skills certification program, the Sales Department has developed a system for providing certification for knowledge and proposal abilities related to specific products. After employees take a written test and practical exam, the Planning Department scores and evaluates the results to determine whether they passed. Multiple classes of certifications are available to suit multiple skills and learning levels, and employees who pass the tests can have their certified skills included on their name card.
Management Position Training
Labor management and preparedness training required for managerial positions when employees seek promotion to management levels. Group training is also held regularly even after personnel are promoted to management roles.
Follow-up Training by Level
In addition to new employee training programs, follow-up training is provided for younger level employees.
The training covers time management and preparedness with the aim of fostering interaction and problem-solving skills amongst employees in similar age groups or those who joined the company in the same year.
Employee Interactive Training
EM Systems holds joint training programs between its group companies to foster better communication and understanding of other job categories. This training involves forming teams consisting of employees of different age groups, workplaces or career stages who have minimal interaction during normal work duties, to help better understand diversity and learn about communication and team work with people in different job positions.
Town Meeting
EM Systems understands the importance of having dialog between management and its employees, and makes every effort to ensure that each and every employee is given the opportunity to meet directly with the president at least once to exchange their views. This meeting allows feedback and proposals submitted to management to be conveyed directly to the president. Management also takes the opportunity of these face-to-face meetings to gain insight into employee feedback and ideas and apply them to management strategies and for examining improvement policies.
Systems for Achieving Work-life Balance
Work System
We have staff with a variety of work schedules, including full-time, contract, temporary, part-time, and part-time employees.
Depending on life events and career styles, flexible changes in work schedules are permitted after consultation, allowing employees to continue working for a long time without stopping their careers. We have also introduced a flextime system (no core time) that allows employees to come to work at locations other than their own sales offices, go directly home, and adjust their start and finish times to reduce travel time on the job and to make the most effective use of their work location and time.
Paid Leave System
EM Systems not only promotes the use of paid vacations to the extent mandated, but also promotes and plans the use of the remaining paid vacations carried over from the previous year, thereby fostering an organizational culture that makes it easy to take vacations.
In addition to regular annual paid leave, we have introduced a special leave system. (marriage leave, bereavement leave, disaster leave, etc.)
Furthermore, we have introduced the above-mentioned annual paid leave accumulation system for regular employees to use in the event of personal injury or illness, as well as "Group Long-Term Disability (GLTD) Insurance" for our health insurance subscribers to provide additional insurance to cover a certain amount of monthly income loss in the event that they are unable to continue working due to injury or illness, thereby creating an environment where employees can work for a long time with peace of mind.
Employee Stock Ownership Plan
EM Systems provides an employee stock ownership plan with the aim of having employees develop an interest in management at the company they work for to foster awareness in matters related to management from a stockholder's perspective.
Subsidies up to a set ratio are granted to employees who make contributions to their employee stockholding association to assist employees with long-term asset-building plans.
Balance with Work and Childbirth, Child-raising, Care-giving
As a company with many female employees playing an active role, EM Systems provides a range of different systems to ensure that they are able to continue working around major life events.
The corporate culture and workplace environment have also been developed to make it easier for male employees to take childcare leave without interrupting their careers.
Shortened Working Hour Program
This program is available for those requiring time for child-raising or nursing care. Employees who are raising children (up to first grade junior high school) are eligible to apply for shortened working hours (within 2 hours of actual work per day, in 15-minute increments).
In this way, EM Systems ensures that employees are able to continue working by providing a way for them to adjust their employment schedule to suit their particular stage in life.
Stress Checkups
EM Systems runs a stress checkup system aimed at identifying and following up on employees who may be at risk of mental wellbeing issues.
Employees considering returning to work after taking medical leave have the support of a workplace resumption program to ensure the process is smooth and stress-free.
Work-from-home System
Employees excelling at self-organization, better productivity and more efficient work are given the opportunity to work from home.
Influenza Vaccinations and Infection Control Measures
EM Systems is making every effort for health preservation and to prevent the spread of influenza and other infectious diseases by covering any costs that employees and their dependents incur for receiving influenza vaccinations.
Efforts made to protect employees from the risk of increasing or spreading infections while working include infection control barriers installed at each workplace, ultraviolet radiation equipment (made by Aeroshield) mounted to office space ceilings, and photocatalytic disinfection and deodorization equipment (made by Kaltec) placed on floors—all to continue to ensure a safe working environment for all.
Health Management
Health Management Declaration
EM Systems has a long history of providing support to the medical, nursing, and welfare industries based on its management philosophy of "contributing to the health of people and the Earth." As a company that digitally supports the medical and nursing care field in Japan, EM Systems recognizes that maintaining employee health is one of the most important management issues in human capital development. In order to create a foundation for a diverse workforce, EM Systems encourages the concept of health management through work style reforms and health maintenance and promotion activities to increase employee engagement and wellbeing.
EM Systems Co., Ltd.
Hiromasa Kunimitsu, Representative Director and President
Specific initiatives
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Tackling lifestyle diseases
Holding of health management promotion committee meetings, information collaboration with health insurance association, health guidance by setting up health consultation counter, support for lifestyle improvement, subsidies for health checkup expenses, interview with industrial physician based on health checkup results, health classes, calisthenics to the radio (music), promotion of use of affiliated sports facilities, in-house influenza vaccination, provision of mouthwash and sterilization solution as infection control measures.
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Measures for mental health
Active promotion of work-life balance, implementation of various training programs (training for managers, life planning training), consultation services, counseling, stress checks, return-to-work support program, monthly report on the number of employees working long hours and departments at committee meetings, implementation of Cool Biz and Warm Biz programs Interviews with industrial physicians for employees who work long hours.
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Non-smoking initiatives
complete separation of -smoking and introduction of online smoking cessation programs
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Health management for families
Promotion of health checkups for dependents, delivery of health classes, influenza vaccination (cost assistance)
Health Management Promotion Plan
Theme
Health Classes in Action
Health classes that employees can join are held, with appropriate social distancing, at an EM Systems subsidiary dispensing pharmacy (Brick Pharmacy). The class provided information on foods in season in fall and other ways to easily boost immunity in day-to-day life as part of food, nutrition and lifestyle.
→Others Health Action（Japanese web site）
Health Management Promotion System
| Target | Person in charge | Advisory and Supervision | Main Roles |
|---|---|---|---|
| Top management | President and Representative Director Human Resources Officer | Sustainability Committee |
Planning and formulation of measures that contribute to improving employee health and wellbeing
Top-down promotion of health management |
| Target | Person in charge | Advisory and Supervision | Main Roles |
|---|---|---|---|
|
Personnel Departments
＆ Outsourcer |
HR member
Industrial Physician Safety and Health Administrators Safety and Health Committee |
Sustainability Committee |
Promotion of health policy systems
Implementation and management of health care and prevention measures Mental health management Improvement and confirmation of work environment Promotion of diverse work styles |
|
HR Education
＆ Outsourcer |
HR Education
Public Health Nurse Nurse |
Planning and conducting training and education on health prevention | |
| Publicity | Corporate Strategy Members | Management Meetings | External dissemination and disclosure |
| Employee | All Employees | Managers (labor supervisors) | Prevention of disease and promotion of health (self-medication)Raising health awareness through disease prevention and health promotion (self-medication) Proposing and advocating health promotion measures to the company |
Improving Employee Engagement
From the viewpoint that various literature and surveys have shown that improving employee engagement can have various positive effects on both the company and its employees, the Group conducts surveys of Group employees (those who have direct employment relationships with the company during the relevant period).
By conducting qualitative and quantitative surveys while ensuring anonymity, we flexibly take opinions from each generation and position of employees and use them as reference indicators for various management policy decisions, such as for reviewing and inspecting the organization and internal systems.
In terms of survey methodology, the company conducts external engagement surveys twice a year, using an external survey system capable of objective analysis, rather than a subjective questionnaire prepared in-house, to analyze and improve the activities of each division and business unit.
Our Strengths & Weaknesses
Strengths
- Feel comfortable in physical, IT, and other work environments
- Relatively high number of employees who are comfortable openly discussing issues with their supervisors and are satisfied with supportive behavior
Weaknesses
- Many employees feel challenged by company-wide cohesion, unity, and interdepartmental collaboration
- Knowledge and know-how in the workplace is not shared, and the company feels it is understaffed
- Strengthening Interdepartmental Collaboration
- Increase dialogue between management and employees
- Active Recruitment Activities
Long-term goal
| FY2023 | B |
|---|---|
| FY2024 | CCC |
| FY2025 | B |
| FY2030 Target | A Equivalent |
The Group has set a long-term goal of achieving an engagement score rating equivalent to "A" by 2030 as an achievement indicator for confirming progress on materiality (important issues). We will continue to achieve this goal by conducting periodic surveys to promptly identify areas that have led to a decline in employee motivation, and by taking ongoing steps to resolve these issues.
- Engagement rating by Link and Motivation "Motivation Cloud".
EM Systems Co., Ltd./ EM Technology Laboratory Co., Ltd./ Good Cycle System Inc./ precal, Inc./ Pop-Creation Co., Ltd./ UNIKE SOFTWARE RESEARCH CO., LTD./ ChoQi Co., Ltd./ Brick Pharmacy Inc./ EM Software Systems Development（N.J.）Co., Ltd./ EM Software Systems Development（S.H.）Co., Ltd.