Cultivate people who spark innovation

By aiding the sustainable growth of society through our business, YAMASHIN-FILTER will enhance its corporate value while contributing to the achievement of a sustainable society.

Human Capital and Respect for Basic Human Rights

Activity Highlights

Key Initiatives

Recent Initiatives

  • Securing talented personnel and developing human resources with a focus on globalization and diversity
  • Preparation of safe, secure, and comfortable workplaces
  • Appointment of local talent to the top management of three overseas subsidiaries
  • Recruiting, job allocating, and training human resources with diverse cultural backgrounds

YAMASHIN-FILTER employs and trains to achieve our strategy of global expansion and business diversification. We set diversity as the foundation for ensuring talented personnel, and we conduct management with respect for the human rights of all people.

Approach to Securing Talented Personnel

 

  • Cultivate the leaders of the next generation by selecting individuals with high potential and using 360-degree feedback.
  • Systematically train those individuals for future managerial positions.
  • Create a system for securing and developing young talent with a focus on optimizing the deployment of human resources.
  • Consider the use of outsourcing to compensate for personnel shortages.

Human Resource Development

Against the backdrop of diversification of business and further global expansion, our human resource needs are growing greater than ever. The systematic development of future managerial candidates and other next-generation leaders is an important issue for management. As a company that maintains in-house functions spanning from development to production and sales, the transmission of development methods and production technologies is another issue for us. In new business domains such as healthcare, it is also necessary that we hire people who have familiarity with those businesses in their careers. Recognizing this, under the direction of top management, our HR department coordinates with each operational division to promote hiring and to ensure our workforce has efficient personnel.
As an initiative to develop the human resources who will carry us into the next generation, we are studying the introduction of a talent management system. We are implementing measures for the improvement of motivation, the appropriate matching of personnel to assignments based on evaluations of potentials, the abolishment of seniority-based personnel systems through appropriate personnel evaluations, the introduction of a global matrix into personnel evaluations of overseas Group managerial positions, the optimization of personnel systems, job rotations, and more.
We also regularly conduct training according to position classification. The key details are as follows.

Training for Directors and Executive Officers

Within one to two years after taking an executive officer position, participation in external training to gain capabilities for the creation of management metrics, etc.

Managerial Position Training

Training on compliance and harassment prevention, and labor management training that forms the basis for managerial positions.

New Employee Training

Business etiquette and other basic training for professional development, product and technology training to gain a deeper understanding of our company, manufacturing training at plants, etc., conducted over the course of two months.

New Employee Training
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New Employee Training

Globalization and Localization of Human Resources

Our sales companies in the U.S. and Europe are headed by a U.S. national. At the Cebu Plant, our largest plant, one out of five directors is a Philippine national, as are three out of seven general managers and four out of nine section heads. Under fair evaluations of personnel, decentralization is steadily progressing, including localization of executive talent. Although we were unable to do so in fiscal year 2020 due to the COVID-19 pandemic, every year, we set up two information-exchange opportunities to bring managers of overseas subsidiaries to Japan. Through this, we deepen personal interaction with the Head Office staff and support the further growth of overseas managers.

 

Consideration for Diversification of Human Resources

As noted earlier, three of our six overseas companies are already headed by managers from those respective countries. As a company that acts globally, we engage in hiring, assignment, and education that targets the right people in the right places, regardless of factors such as age, gender, nationality, race, or religion. We aim to continue making progress in the diversification of human resources, including the promotion of reemployment.
We also recognize that blending in with local communities and respecting local customs, such as Christmas-related religious services and parties at the Cebu Plant, are part of diversity initiatives to be carried out in line with globalization.

 

Christmas at the Cebu Plant
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Christmas at the Cebu Plant

Work-Life Balance

In 2015, we took a business recession as a positive opportunity to launch work style reforms. Among these, we are promoting greater work efficiency with the aim of zero overtime in principle. At the end of work, top managers take the lead in patrolling the workplace to encourage remaining employees to head home. When overtime is unavoidable, managers recommend early arrival at work and give instructions for no one to remain at work after the scheduled time. We also recommend work-from-home, and as of July 2021 have set a numerical target of 70% for the implementation of work-from-home in target departments.
Respect for human rights and deterrence of harassment are also indispensable in creating a comfortable working environment. We have established contact points for reports by persons experiencing or witnessing harassment, and we also conduct training on harassment prevention to raise employees’ awareness of the issue.

 

Health Promotion and Occupational Health and Safety

In an effort to detect deterioration in physical condition at an early stage, we conduct monthly health consultations by industrial physicians along with yearly stress checks for employees. In July and August 2021, we also coordinated COVID-19 vaccinations for our employees.
In the area of occupational health and safety, we have established a basic policy regarding the creation of better work environments and carry out detailed guidance at plants to protect the safety and health of employees. Every month, we convene at Health Committee meetings at the Head Office, R&D Center, and Yokosuka Media Labo., and Occupational Health and Safety Committee meetings at the Saga Plant, in accordance with laws and regulations. At these meetings, we share information and make reports on the status of current efforts, and then we connect these actions to improvements in working environments. Safety- and health-related training conducted in 2020 included education on why disasters occur (Heinrich’s law), risk prediction training (KYT, Kiken Yochi Training in Japanese), work procedures, and safety devices.
We also conduct regular safety patrols at our plants to detect any repairs needed from a safety standpoint and to check the status of work operations that involve safety, as part of our efforts to prevent accidents. As an example, at workplaces that use Class 2 organic solvents capable of affecting humans, we assign an Operations Chief of Organic Solvents and install local exhaust equipment, prepare protective gear, and post information on methods of handling the materials.

 

Safety patrol at the Saga Plant
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Safety patrol at the Saga Plant

Contribution to Social Development and Evaluation

Activity Highlights

Key Initiatives

Recent Initiatives

Contribution to communities based on our Corporate Principle of “The Specialist in Filtration”

  • Production and provision of medical-grade masks that leverage our filter business technologies
  • Issuance of Sustainable FITs: Sustainability financing that contributes to the environment and to society

Acting as a corporate citizen engaged in business around the world and holding to our spirit of “Contribute to society though filtration business” we contribute to solving social issues and to social development through our filter products and our human resources.

 

Community Contribution through Filters

Amid the mask shortage caused by the COVID-19 pandemic, we rapidly moved to begin manufacturing masks with the idea that masks are another type of filter, and that a moment had arrived for us to be of service to society as a manufacturer specializing in filters. We provided masks to the cities of Yokohama and Yokosuka, where our head office and our development sites are located, respectively, to help remedy the situation of insufficient masks even in hospitals, nursing care facilities, and other public facilities. We also provided masks and filter sheets to Sakura Childcare, a private nursery school in Vancouver, Canada, after receiving an inquiry through our IR desk. The school was able to keep its childcare service running with peace of mind even during the pandemic.
In the town of Nanae, Hokkaido, we outsource the production of some types of masks, which supports the creation of local employment.

 

A message of appreciation from Sakura Childcare
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A message of appreciation from Sakura Childcare

The JR Tokai Group’s Nagoya Marriott Associa Hotel planned a concert to commemorate the hotel’s 20th anniversary. The orchestra club of the Nanzan School Corporation Holy Spirit Junior & Senior High School was scheduled to perform, but the brass section was unable to attend practice due to inability to avoid dispersing aerosol particles while playing. Learning of this situation, we offered backstage support for the concert by providing our products, particularly Brass Guards.

 

Brass Guard: The filter, specially designed for trumpet bells, suppresses aerosol particle dispersion while playing with little effect on sound quality
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Brass Guard: The filter, specially designed for trumpet bells, suppresses aerosol particle dispersion while playing with little effect on sound quality

Provision of Oil Absorption Sheets

The heavy rains that struck Saga Prefecture in August 2019 resulted in the serious problems of large-scale flood damage as well as crude oil spills from local companies. To recover this oil, we provided a high-performance oil adsorption nanofilter.
Taking this as a further opportunity, we developed an oil-absorbent product that we commercialized in June 2021.

 

Activities at the Cebu Plant

In Cebu Island in the Philippines, the site of one of our production plants, we plant mangrove trees every year to help reduce CO2. We also participate in drainage ditch events and coastal cleanup events in collaboration with local NGOs and Lapu-Lapu City, the site of our Cebu Plant.
The activities have been temporarily suspended for a year or two because of the COVID-19 pandemic, but as a company that employs over 800 people in the area, we will continue making contributions to regional development in Cebu.

 

Issuance of Stock Options (Sustainable FITs)

In our fundraising, we have implemented sustainable financing earmarked for the environment and society. In terms of effectiveness, the main purposes of this earmarking are, of course, to contribute to the development of our company as well as to earn understanding and objective evaluations from shareholders and investors by making our reduction of environmental impacts and our contributions to society clear. Our purposes for the funding were evaluated by The Japan Research Institute, Limited in terms of green and social aspects and in terms of the overall concept of sustainability. The result was that we were able to issue stock options in the form of Sustainable FITs.

 

Application of a Regional Revitalization-Oriented SDG Finance Support Program

To become an “SDG Future City,” the city of Yokohama has worked with Sumitomo Mitsui Banking Corporation and The Japan Research Institute, Limited, to develop a certification system for financial support led by the YOKOHAMA SDGs Design Center (Y-SDGs program). This program aims to financially support initiatives to achieve the SDGs by companies and organizations inside and outside of Yokohama, as well as to support transformation to sustainable management and operations and the expansion to new customers and business partners.
Our company was recognized as “undertaking satisfactory information disclosure and initiatives in terms of SDGs under corporate management, with a strong ambition to contribute to achievement of the SDGs through business” from the four perspectives of the environment, society, governance, and the community, and we became the first recipient of funding under the program. We intend to use the funding for capital investments for YAMASHIN NANO FILTER®, which contributes to CO2 reduction and conservation of biodiversity in response to worsening global environmental problems, as well as for investments in a recycling-oriented production system and as capital investments for our nano filter masks (N95 equivalent), which is extremely effective as a contagion control measure.

 

Sustainability Project and Its Impact (created from “Second Party Opinion” prepared by Japan Research Institute, Limited)