Society｜DOWA Holdings Co., Ltd. CSR

CSR Policy

We will respect the diversity and human rights of employees and aim at creating a workplace that will allow all to show their maximum capacity with challenge and pride.
We will promote social contribution considering unique characteristic of each local community together with local people.

Priority Measure

Promotion of Diversity

In order to constantly create new value, the DOWA Group believes that it is important to actively incorporate and utilize diverse personnel and values regardless of such things as nationality or age. We promote the diversification of employee characteristics, and are developing various programs in order to create an organization that accepts and utilizes differences.

Global Challenge Program

With the rapid globalization of business, it is an urgent task to train personnel capable of carrying out the business of the DOWA Group in various environments. The purpose of the Global Challenge Program is to increase the number of personnel who can work not only in Japan but also anywhere in the world. Members from each operating company who have been with the company from four to 10 years are selected for participation.
Starting from 2015, 15 employees have taken the course.
In the training, the aim is for them to get a wide range of abilities, such as language skills and cross-cultural understanding, based on improving their problem solving skills as business people through a four-month course in Japan and a three-month course overseas.
In FY 2016, in cooperation with the local staff at offices in the U.S., India, Thailand, Singapore and Indonesia, they worked to solve problems while learning about “understanding” and “communicating” as future business leaders.

世界地図

Diversity Management Program

In order to form a strong organization that responds swiftly to changes in the external environment, we believe that it is necessary to create an environment that enables diverse personnel to demonstrate their full potential regardless of gender or nationality. For this reason, from FY 2016 we started a “Diversity Management Program” where people can learn management methods that are an important factor in supporting diverse personnel and ways of working.
In the first year, the training focused on the management of female employees who are seeing changes in how they work as they are required to balance both work and family, such as child and nursing care. In order for employees with various lifestyles and diverse values to work together, it is important to share values and to grow while acknowledging differences. In future we plan to develop the program by expanding the content from various diverse viewpoints.

A Training Program In Japan for Staff Visiting From Overseas

This is a training program that targets staff working in overseas offices to visit Japan, and it allows them take courses about safety and the maintenance of facilities. It is held at the Safety Training Center and the Technical Training Center in Iwata, Shizuoka Prefecture.
In FY 2016, 30 staff members from China, Thailand and Indonesia visited Japan. Over a week they received practical education. This included safety education through risk simulation such as simulation of electric shock and being trapped, and education about autonomous and planned maintenance from specialist lecturers. The education also included the safety and health policy of the DOWA Group, the system when an accident or disaster occurs and risk management.
For the staff members who visit Japan, the training program also makes them “safety evangelists” after they return to their offices in each country, and we believe that it will lead to the strengthening of safety education at subsidiaries overseas.

Female Staff Meeting

DOWA Management Service Co., Ltd. is a nationwide organization that provides administrative support for the DOWA Group. About half of its employees are women. In FY 2013, with the aim of creating a workplace where women can work more effectively, about 15 female employees who were responsible for materials gathered to start a “female staff meeting”.
Initially, it started with the theme of sharing, improving and solving work issues, but from FY 2014, utilizing a skill map, it determined leaders from within the group for each initiative item, such as getting knowledge about materials and improving price bargaining abilities. They then conducted practical education so that each person could get the ability suitable for their level. In future, the aim is to conduct activities that produce results, such as actions that lead to actual cost reductions.