Diversity and Equal Opportunity

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Promoting Diversity

Statement of Dei-Ay Promotion

The UACJ Group values the concept of diversity in accordance with the “respect and understand your associates” principle of the UACJ Way. To further embody this principle, we adopted the Statement of Dei-Ay Promotion. The objective of our approach is to generate synergy between each employee fulfilling their potential and the creation of innovation, which are the two main forces behind the Company’s sustainable growth.

Employment of Diverse Human Resources

The UACJ Group actively maintains a diverse work force to support its business endeavors in new fields and in the global arena
In fiscal 2023 (April 2023), the Group hired 41 new university graduates to career-track positions (36 men and 5 women) and 39 engineering positions (35 men and 4 women). The Group is also actively seeking to hire foreign nationals with the goal of 10% of new graduate hires being foreign nationals. Since its establishment, the UACJ Group has hired 14 foreign nationals. We are also continuously recruiting mid-career workers.

  FY2020 FY2021 FY2022
Percentage of mid-career hires 53% 68% 66%

Hiring and Development of Human Resources for UATH

UATH* is actively conducting local recruitment activities and is seeking to increase the number of locally hired employees.

*UACJ (Thailand) Co., Ltd.

Creating Work Environments Supporting Career Success for Women

UACJ is increasing opportunities for women to play an active role in its operations and, in accordance with the Japanese government’s Action Plan under the Act on Promotion of Women's Participation and Advancement in the Workplace, has set a target to increase the percentage of women in its workforce to a minimum of 20%. Women represented 12.6% of the newly appointed managers in fiscal 2022.
As of the end of fiscal 2022, 112 of the Group’s managers were women. The Group is also creating workplaces that enable employees to fulfill both work and child-care responsibilities to fulfill the intentions of the Act on Advancement of Measures to Support Raising Next-Generation Children and other laws.

Percentage of women in managerial positions

Initiatives for Hiring People with Disabilities

UACJ, in accordance with the statutory employment rate of people with disabilities, provides employment at UACJ Green-net Corporation, a company recognized as a special subsidiary under Japan’s Act for Promotion of Employment of Persons with Disabilities. As of June 1, 2023, people with disabilities comprised 2.44%* of the Company’s workforce, which exceeds the legally mandated percentage of 2.3%.

* Calculation of this percentage on June 1, 2021 was based on the combined employment data for UACJ Corporation, UACJ Foil Corporation, UACJ Extrusion Nagoya Corporation, UACJ Green-net Corporation, UACJ Trading Corporation, and UACJ Metal Components Corporation. On June 1, 2023, the calculation also included UACJ Extrusion Oyama Corporation, UACJ Foundry & Forging Corporation, and UACJ Aluminum Center Corporation.

UACJ Employment Percentage of People with Disabilities

Note: As of June 1 for each year

Rehiring Employees Who Have Retired

The UACJ Group actively rehires retired employees up to the age of 65. As of the end of April 2023, the Group employed 177 individuals who had previously retired. In April 2023, we instituted a program extending employment for individuals who meet certain conditions until the age of 70.
For employees who do not seek to be rehired, prior to leaving the Group, we offer career seminars and provide opportunities to receive counseling from experts on planning and preparation for life after retirement.
In April 2023, we also instituted an alumni program for former employees who had left the Group due to certain circumstances to continue building networks after retirement and to rejoin the Group if the individual and the Company’s conditions are in agreement.

LGBT Awareness and Acceptance

The UACJ Group Code of Conduct stipulates that the UACJ Group respects the human rights of all people and does not engage in irrational discrimination or harassment based on race, creed, gender, language, religion, ideology, or social origin. These parameters include individuals who identify as LGBT. We also provide regular employee education to promote correct information and understanding about LGBT issues.