Work Style Reforms
To truly achieve diversity and inclusion, reforming awareness and work styles of all employees is indispensable. We are promoting work-life balance where there is synergy between the two, which in turn results in an environment where diverse employees can have a positive work experience. In particular, the ANA Group is working on measures to realize "Work Style Innovation"to both "improve work efficiency" and "create high quality output." In addition to complying with the standards stipulated by laws and regulations in each country for working hours and holidays, we are working to shorten total actual work hours to prevent overwork. The spare time created through these efforts and activities can be used effectively to further enrich employees' lives and to improve operations based on innovative ideas.
In October 2016, top management issued a "Declaration on Work Style Innovation," and under a secretariat structure led by the Department of Planning, the Department of Human Resources and Labor, we developed initiatives to improve working hours. Since then, we have expanded the scope of our initiatives to include diverse and flexible work styles and the maximization of output through productivity improvement.
Improvement of Working Hours
In order to streamline working hours, we set company-wide targets for working hours each fiscal year, and are moving to achieve these targets by "improving work efficiency" primarily through KAIZEN activities and the "management of working hours" by management. KAIZEN is an initiative designed to eliminate any inefficiencies in operations and workplaces, and has been implemented company-wide since fiscal 2018. To make scheduling more efficient, the ANA Group introduced an attendance management system that made it easier for supervisors to confirm actual working hours for employees who do not operate in shifts. In addition to recording working hours through time and attendance, the system extracts records such as PC usage time every day, and prompts corrections if there are discrepancies. To raise awareness of these programs among employees, we have implemented measures such as automatically turning off the lights after 8:00 p.m. in the office and setting priority days for employees to take paid holidays in order to promote a more relaxed work style. We also conduct regular internal surveys on working hour management in order to promote appropriate work hours.
- Targets for FY2020 and FY2021 have been set based on the special circumstances caused by COVID-19 outbreak.
Enhancement of Work-Life Balance
In order to realize a diverse and flexible work style that suits each individual, we are working to create and expand a system that allows employees to choose where and when to work without restrictions. In fiscal 2020, the ANA Group established the ANA Group Policy on New Ways of Working, which calls for a shift from a work style that requires employees to come to the office to a work style that is rooted in customers and workplaces and is not restricted by location. In line with this change, we are revising our telework system to remake it as a "remote work system" in which employees can choose where to work according to the characteristics of their work. At the same time, we have introduced a "work vacation system" that allows employees to work remotely while on vacation. The ANA Group introduced its flextime system in 200, and since 2007 we have been able to eliminate core hours. In addition, we have introduced a system that allows employees to apply for shorter working hours and shorter days for any reason, which until recently limited exemptions for childcare and nursing care. The program was introduced on a trial basis in fiscal 2020, and will be fully integrated from fiscal 2021. We are also introducing a sabbatical leave system that allows employees to take a leave of absence for any reason, and expanding the scope of concurrent employment to include employment by other companies.
Work-Life Balance Support System
The ANA Group has developed and expanded its work-life balance support system to accommodate the diverse circumstances of individual employees throughout the company, and is promoting its use by informing employees of the system and the range of benefits.