Basic Approach
We will provide high quality and reasonably priced products with full consideration of safety from the standpoint of consumers and users, while also contributing to the global environment by keeping product defect loss to the absolute minimum.
Policy of Quality
Unipres Corporation supplies quality assured products with a consistent focus on customer satisfaction and trust.
- This Policy of Quality is both our starting point in terms of quality assurance and our end point in terms of how we aspire to run our business -
(1) The President will review the appropriateness of the Policy of Quality.
Furthermore, in its aim to realize the policy’s objectives, Unipres will constantly make improvements to conform even more with requirements and increase the efficacy of the Quality Management System.
(2) To ensure that the policy’s objectives are achieved, the Executive Officer with specific responsibility for quality will set quality targets for each fiscal year and implement these across all departments. These quality targets are for the entire organization and should be achieved by all members of the organization.
(3) The heads of each department will produce a departmental policy document that sets out management tasks, along with measures and items to manage for achieving the quality targets. After obtaining the approval of the Executive Officer with specific responsibility, each head of department will implement the departmental policy across his or her department alongside department employees and ensure consistently target-oriented management for each area of responsibility and task.
Promotion System
Under the supervision of the Board of Directors, the Sustainability Committee deliberates on and determines policies, targets, action plans, and the like related to quality. Meanwhile, the Quality Assurance Committee, established under the Sustainability Committee, promotes related initiatives and regularly follows up on their progress on a quarterly basis. The Quality Assurance Committee is chaired by the Executive Officer with specific responsibility for quality, as appointed by the Chair of the Sustainability Committee. The other committee members consist of one Vice Chair (Executive Officer with specific responsibility for technology) and members appointed by the Chair from heads of departments related to quality, technology, and manufacturing. In addition, a full-time Audit and Supervisory Committee member attends committee meetings as an observer. Furthermore, quality status reporting meetings are held under the Quality Assurance Committee to report on activities related to top-priority quality assurance issues and discuss and decide on countermeasures for such issues. They are attended by the President, the Executive Officer with specific responsibility for quality, heads of departments related to quality, and heads of other related departments.
Acquisition of IATF 16949 Certification for Quality Management Systems
Auto body parts manufacturing bases of the Unipres Group in Japan and overseas have acquired IATF 16949, an international standard for quality management systems specifically for the automobile industry. Unipres Precision was newly certified in fiscal 2023. As a result, all of our production plants have now acquired IATF 16949.
Initiatives
Quality Control
We established the Unipres worldwide quality control system with the aim of zero defects on delivery. By developing a quality assurance system that remains consistent across the entire process from development through mass production, as well as basing quality control on the same standards at all our global sites, we can provide the best possible products and quality all over the world.
Basic Approach
We develop equitable, fair, and transparent trade relationships with all our suppliers and build strong cooperative ties through mutual understanding and respect. In this way, both parties can succeed together as business partners. Unipres has formulated the Unipres Purchasing Way based on the need to mutually fulfill our social responsibility together with all our suppliers in Japan and overseas when purchasing parts and materials.
Unipres Purchasing Way
Unipres shall conduct its procurement activities in accordance with the following three basic guidelines.
1. Fair transactions
・Unipres shall build equitable, fair, and transparent relationships with all of its suppliers, inside and outside Japan. It shall also forge ties of mutual understanding and respect, and aim for coexistence and co-prosperity with them as business partners.
・In addition, Unipres shall constantly pursue new technology, high quality, and low costs in keeping with its management philosophy, and endeavor to strengthen its competitiveness through a concerted effort with its suppliers.
2. Compliance with CSR procurement
・In recent years, Unipres has been engaged in various CSR activities accompanying changes in the social situation. These activities include improvement of labor conditions, disclosure of environmental data on levels of CO2 emissions and energy use as well as establishment of targets for their reduction, expanded contribution to communities, and preparation of business continuity plans (BCP) and other initiatives to address risks.
・Unipres also requests its suppliers to understand, and actively cooperate with, CSR activities as members of society.
i. Compliance with laws and regulations
ii. Reinforcement of in-house systems
iii. Sure notification to all suppliers throughout the supply chain
3. Approaches to green procurement
・At Unipres, each and every employee is taking action on his or her own initiative to protect the global and local environments, in keeping with the Unipres Environmental Policies and Green Procurement Guidelines. Our product development takes account of not only product safety but also reduction of environment-burdening substances and conservation of resources and energy, for the purpose of curtailing environmental impact to a minimal level.
・ Furthermore, we believe that the automotive industry as a whole, from automakers to small and medium manufacturers of parts throughout the supply chain, must fulfill their social responsibilities from their respective standpoints. We are therefore requesting the cooperation of our suppliers, too, in approaches to green procurement.
Promotion System
Under the supervision of the Board of Directors, the Sustainability Committee deliberates on and determines policies, targets, action plans, and the like related to CSR procurement and regularly follows up on their progress on a quarterly basis. Specific efforts are mainly undertaken by the Purchasing Department, and include understanding the status of CSR-related efforts by our suppliers and promoting their activities.
Initiatives
Implementation of CSR Guidelines for Suppliers
On the basis of the Unipres Purchasing Way, we are engaging in efforts with our suppliers while ensuring compliance and being environmentally conscious. We established the Unipres CSR Guidelines for Suppliers in August 2018. These Guidelines summarize common action items with the aim of enabling all our suppliers to reflect on their corporate activities from a CSR perspective and take definite actions toward further improvement. Moreover, in November 2021, we partially revised the Guidelines in light of the growing importance of human rights issues. The Guidelines have been prepared in Japanese, English, and Chinese, and we have distributed them to our global suppliers to ensure that they understand and comply with the content. In addition, to confirm compliance, we also ask that responsible parties sign and submit the supplier’s conformity form confirming agreement to the Guidelines. We have also established policies and procedures to be implemented in the case of serious compliance violations. These include pausing any new transactions until we determine that plans for improvement are sufficient.
Unipres CSR Guidelines for Suppliers（339KB）
优尼冲压 供应商企业社会责任指南（207KB）
Unipres CSR Guidelines for Suppliers
Approaches to Green Procurement
Unipres established the Unipres Green Procurement Guidelines in April 2009. The Guidelines lay out our efforts to reduce environmental impact through the materials, parts, and sub-materials delivered by our suppliers. All our suppliers submit a form to show agreement to the Guidelines. In this way, we promote global environmental conservation activities with an aim to create a society capable of sustainable development throughout the entire supply chain. Moreover, in April 2023, we partially revised the Guidelines in light of the importance of managing environmental impact across a product’s entire life cycle.
Unipres Green Procurement Guidelines
Suppliers’ Self-Assessment (Self-Inspection Survey)
With the aim of working together with suppliers to improve their level of CSR and prevent the occurrence of environmental and social risks in the supply chain, we have major suppliers take part in the Suppliers’ Self-Assessment on a regular basis. The self-assessment includes questions to confirm the presence of policies on environmental and social issues such as compliance (including anti-corruption measures), quality and safety, human rights and labor, the environment, and information disclosure, as well as the status of related efforts. Based on analysis of the self-assessment results, we evaluate and identify risks throughout the entire supply chain and work to reduce those risks. Furthermore, global activities were completed in fiscal 2023. We will continue to make efforts to reach an even higher standard.
*Suppliers accounting for the top 90% of total mass production purchases in the previous fiscal year for each site
Monitoring
Based on the self-assessment results, we hold interviews to speak with suppliers directly about the status of their efforts and offer advice on making improvements.
In fiscal 2023, for two of the three Unipres suppliers that were monitored in fiscal 2021, we helped formulate action plans (plans for improvement) that would accelerate efforts toward achieving the tasks. The monitoring results found that there were no suppliers in violation of compliance rules.
Self-Assessment Uptake Status
|
FY2021 |
FY2022 |
FY2023 |
| Target |
37 suppliers of Unipres Corporation |
59 suppliers of Unipres’ domestic subsidiaries and subsidiaries in Asia |
55 suppliers of subsidiaries in the Americas and Europe |
| Response rate |
100％ |
100％ |
100％ |
| Monitoring |
Three companies (taken in FY2022) |
None |
None |
Corrective Actions
As stated in the CSR Guidelines for Suppliers, Unipres takes corrective action in respect of suppliers in the event of a compliance violation. In response to a recommendation from the Japan Fair Trade Commission due to a violation of the Act against Delay in Payment of Subcontract Proceeds, etc. to Subcontractors by an affiliate in fiscal 2023, we received from the affiliate its investigation findings and plans for improvement, and are conducting checks to ensure that the affiliate is implementing the improvement measures based on the plans.
Basic Approach
The Unipres Group respects the Universal Declaration of Human Rights of the United Nations, the Core Labor Standards of the International Labour Organization (ILO), and other international standards. Accordingly, we strive to conduct our business in a way that respects the human rights of anyone involved in our business, including partner companies and suppliers. We established a human rights policy in November 2018 with the aim of raising awareness of human rights among each Unipres Group employee. Moreover, we revised the human rights policy in July 2022 to more closely comply with international standards, along with enhancing our efforts to respect human rights. The human rights policy has been translated into multiple languages and is in effect at all our global sites.
Basic Policy for Human Rights
The Unipres group stipulates its policy of respecting diversity and human rights in “Unipres Group Code of Conduct Guide Book,” and this Basic Policy for Human Rights (“the Policy”) is developed based on the International Bill of Rights (the Universal Declaration of Human Rights and the two International Covenants), the International Labor Organization Declaration on Fundamental Principles and Rights at Work, and the United Nations Guiding Principles on Business and Human Rights.
As our firm commitment to respect human rights is comprehensively defined in the Policy, we will meet our responsibility to respect human rights in line with the Policy, together with our existing policies and processes.
The Policy applies to all the executives and employees of Unipres group. We also expect all business partners to understand and comply with the Policy.
1. Human Rights and Privacy
We respect the human rights and privacy of the individual.
2. Discrimination and Harassment
We do not engage in discrimination or harassment of any kind based on race, nationality, gender, sexual orientation, religion, disability, age, social origin, or employment status.
3. Child Labor, Forced Labor, and Human Trafficking
We do not allow child labor, forced labor, and human trafficking.
4. Remuneration
We comply with the laws of each country and region regarding the minimum wages, overtime, wage deductions, performance-based pay, and other remuneration, and will strive to pay at or above the living wage. We will also not reduce wages without justifiable reason.
5. Working Hours
We comply with the laws of each country and region regarding the setting of employees’ working hours including overtime and the granting of scheduled days off and paid annual vacation time. In addition, we appropriately manage employees’ working hours, days off, and vacation time, and prohibit excessive overtime work.
6. Dialogue and Consultation with Employees
We respect the freedom of association and the right to collective bargaining as fundamental human rights of employees. Moreover, taking into account the laws and labor practices of each country and region, the Company will try to foster a good relationship with its employees and to resolve issues by having a sincere dialogue with them or their representatives.
7. Safe and Healthy Working Environment
We give the top priority to the health and safety of employees and make every effort to prevent accidents.
8. Responsibilities to Respect Human Rights
Where we confirm that we have caused or contributed to adverse human right impacts, the company will provide for or cooperate in legitimate processes to provide remediation.
9. Stakeholders and Human Rights
We seek the respect of human rights from all parties we do business with and related parties.
10. Promotion of Human Rights Policy
We cultivate a corporate culture of respecting human rights by conducting human rights enlightenment educations and trainings to all Unipres group executives and employees.
Promotion System
The Sustainability Committee deliberates on and determines policies, targets, action plans, and the like related to human rights. Meanwhile, the Corporate Ethics Committee, established under the Sustainability Committee, promotes related initiatives and regularly follows up on their progress on a quarterly basis.
Initiatives
Human Rights Due Diligence
To respect the human rights of those affected by our business activities, we work to identify, assess, prevent, and mitigate the negative impacts of the Groups’ business activities on rights holders. We have identified human rights issues at the Company and its subsidiaries in Japan and are taking measures to address issues including long and excessive working hours, appropriate compensation, and discriminatory advertising.
Overview of Initiatives to Respect Human Rights
Initiatives to Prevent Human Rights Violations
The Unipres Group makes use of the Unipres Group Code of Conduct Guidebook in its efforts to help employees deepen their understanding of the importance of human rights. We also provide harassment prevention training to all employees. Unipres’ training program for new employees includes time dedicated to human rights education to ensure that younger employees understand how vital human rights are from the start of their careers. In fiscal 2023, there were no cases of human rights violations.
Grievance Mechanism
The Unipres Group has established an internal whistleblower system for executives, employees, and other persons working for the Group. In addition to an in-house reporting desk, we have also established external reporting desks both in Japan and overseas. The reporting desks accept consultations, opinions, reports, and the like in respect of unreasonable discrimination and harassment based on race, religion, gender, age, nationality, social status, or other characteristics, along with compliance issues (laws and regulations, internal rules, corrupt practices, etc., or violations of the Unipres Group Code of Conduct). The confidentiality of whistleblowers is protected, and regulations have been put in place to ensure that whistleblowers are not treated in a disadvantageous manner. We are also considering the introduction of a similar whistleblower system for suppliers and other external rights holders.
Risk Assessment of Suppliers
We have suppliers who do business with domestic and overseas Group companies take self-assessments on matters related to the Unipres Purchasing Way, including human rights, labor, health and safety, and the like, as well as evaluating the impact of suppliers. We provide feedback to suppliers who complete the self-assessment and conduct interviews (on-site investigations) wherever necessary.
Basic Approach
Unipres is continually cultivating an organizational culture where each and every employee, regardless of age, experience, or other attributes, can be successful in their career. In particular, along with increasing the number of women in leadership positions, we are focusing on supporting male employees in taking an active role in childcare.
Promotion System
Under the supervision of the Board of Directors, the Sustainability Committee deliberates on and determines policies, targets, action plans, and the like related to diversity and regularly follows up on their progress on a quarterly basis. We are also strengthening our efforts to promote women’s success, and are working to create comfortable working environments where female employees can develop their careers.
Initiatives
Training to Develop Future Women Managers
With the aim of developing future woman managers, in fiscal 2018, we launched a training program for female employees with their sights set on management positions. The three-month training program, which is supported by an external organization, is designed not only for participants to acquire the knowledge necessary for management, but also to raise awareness among participants of being future leaders and motivate them to become managers.
Implementing Diversity Training
As part of our efforts to develop an organization and people that leverage the power of diversity, we provide diversity training to senior-level managers. We are further promoting diversity by cultivating a deeper general awareness of the importance of diversity among employees. Moreover, the President shares management’s thoughts on the subject.
Acquisition of Eruboshi Certification
In 2020, Unipres acquired Eruboshi certification (level three) from the Minister of Health, Labor and Welfare. Eruboshi certification is a system for recognizing companies that have formulated and submitted a general employer action plan and who meet certain requirements specified by the Ministry of Health, Labor and Welfare in accordance with the Act of Promotion of Women’s Participation and Advancement in the Workplace. Unipres met the standards for all five criteria and acquired the highest level (level 3) of certification on its first try.
Participation in D&I Kanagawa Members
Unipres has joined D&I Kanagawa Members. This organization was established to promote diversity and inclusion (D&I) initiatives, including gender equality, along with women’s empowerment across Kanagawa Prefecture.
Unipres will continue to promote this initiative as a company capable of leveraging its talent and thriving on diversity.
Acquisition of Kurumin Certification
Unipres has been working to create comfortable working environments for employees involved in childcare. To this end, we have created various systems and are putting our efforts into providing information and spreading knowledge. In 2023, we were recognized for our efforts to support childcare by being awarded Kurumin certification by the Minister of Health, Labor and Welfare. Going forward, we will continue to create an environment where all our employees can display their full potential.
Employment of People with Disabilities
At Unipres, we are proactively working to employ people with disabilities and support the careers of them. In fiscal 2023, the employment rate of people with disabilities at Unipres was 2.6% (the statutory employment rate is 2.3%). Our subsidiaries in China are also employing people with disabilities with the aim of revitalizing the local communities where they are located. At present, 11 people with disabilities are working at four subsidiaries (the total across all overseas subsidiaries is 15 employees at five companies).
Employment of Non-Japanese People
As of the end of fiscal 2023, Unipres employs 19 non-Japanese employees, and two of them have been appointed as Executive Officers. Moreover, at our overseas subsidiaries, 47% of full-time senior-level managers at the level of Executive Officer and above are local hires.
Basic Approach
The Unipres Group promotes activities in line with the Unipres Basic Safety and Health Policy to protect the safety of all workers and realize comfortable workplaces free from occupational accidents.
Unipres Basic Safety and Health Policy
Recognizing that it is the pooling of employees’ efforts that provides the driving force enabling a company to constantly grow, we value every single one of our employees and consider it of the utmost importance to preserve and advance their safety and health. In line with this fundamental stance, we maintain an unwavering commitment to avoiding workplace accidents of any kind as we pursue our activities for safety and health.
1. By achieving synergies from combining our top management’s determination and each employee’s action, we create workplaces where the safety, health, and well-being of all employees continue to improve.
2. In addition to compliance with occupational safety and health-related laws and regulations, we aim to establish a management framework that will ensure a higher level of safety and health.
3. By continually updating the technologies we have accumulated and establishing more sophisticated safety know-how, we promote the intrinsic safety of facilities and equipment.
4. Through day-to-day communication and activities to raise awareness of any close calls in working environments, we bring to the surface safety and health-related problems that are lurking in the workplace and work on improvements.
5. We are committed to actively providing opportunities and environments that enable our employees to manage their physical and mental health and engage in activities to preserve and enhance their health.
6. We operate our occupational safety and health management system in order to continually reach higher levels.
7. We engage in activities to enhance our safety and health management framework not only for Unipres but also for the entire Group.
Promotion System
Under the supervision of the Sustainability Committee, the Safety and Health Committee makes monthly reports on targets and activities related to occupational health and safety and shares measures and other information on the health and safety of employees in each district. The Safety and Health Committee is chaired by the Representative Director and Senior Executive Vice President responsible for plants and production. Under the leadership of the Safety and Health Committee Officers (Overall Safety and Health Supervisors) at each business site or plant, we are engaging in activities to maintain safety at workplaces and ensure the health and safety of our employees. Also, to ensure the intrinsic safety of our equipment, we established the Equipment Safety Standards Committee, which comprises representatives of the departments in charge of development and design, where equipment specifications are determined, and plants, where the equipment is used. In addition, we aim to maintain and improve labor conditions for union members by including provisions relating to health and safety in labor agreements between the Company and labor unions, and stipulate matters that require compliance in the Occupation Safety and Health Rules.
Initiatives
Occupation Health and Safety Performance
Unipres has been implementing a range of occupational health and safety measures, and we consistently uphold a higher level in terms of occupational health and safety indicators than the industry average. Going forward, we will enhance efforts to further improve our performance.
We conduct the following activities in order to urge our plants in Japan and overseas to autonomously manage safety as part of our efforts to eliminate occupational accidents.
Priority Activities to Eliminate Occupational Accidents: FY2023 Targets and Results
| Details |
Target |
Result |
| Number of safety management assessments conducted |
14 Times |
14 Times |
| Number of safe work observations conducted |
14 Times |
14 Times |
| Number of offices/plants that conduct facility safety checks |
19 Sites |
19 Sites |
*Safety management assessments quantitively assess how safety is managed so that necessary measures are taken to improve safety management, thereby eliminating factors that may lead to occupational accidents. We provide training on safety management assessments at our offices and plants across the globe.
Health and Productivity Management
Basic Approach
Through initiatives to support employees’ health management, reduce overtime, and encourage employees to take paid vacation days, coupled with measures to check employee stress levels, support their mental health, and other efforts, the Unipres Group strives to create environments where employees can work with optimal mental and physical health.
Unipres Group Declaration on Health
Under its slogan of “Unified Heart for Manufacturing,” the Unipres Group positions the mental and physical health and happiness of each of its employees and their families as a top priority. We believe that ensuring the health and happiness of our employees and their families encourages employees to be considerate of their peers and creates a vibrant organization that runs on mutual cooperation, which will result in an increase in company value and social contribution. To ensure that all employees are healthy and can actively undertake their work, we strive to create safe and comfortable working environments while supporting each and every one of our employees in making improvements to their health and preventing disease. We hope that all our employees come together in promoting health and wellness in order that we can continue taking on challenges in full health for our families as well as for ourselves.
Promotion System
Under the supervision of the Sustainability Committee, the Safety and Health Committee makes monthly reports on targets and activities related to health management and shares measures and other information on the health management of employees in each district.
Initiatives
KPIs for Health Management Promotion
|
Result |
Target (FY2030) |
| FY2022 |
FY2023 |
| Health |
Periodic health examination uptake rate |
100% |
100% |
100% |
| Detailed examination screening rate |
25.7% |
30.3% |
75% |
| Specific health guidance completion rate (among those selected) |
91.0% |
95.6% |
100% |
| Percentage of employees who smoke |
38.8% |
35.6% |
25%
Target (FY2027) |
| Percentage of employees maintaining an appropriate body weight |
60.1% |
60.3% |
65% |
| Percentage of employees who exercise regularly |
20.3% |
19.8% |
26% |
| Women’s health seminar participation rate |
－ |
93% |
100% |
| Mental Health |
Seminar participation rate*Among those eligible |
New employees |
－ |
100% |
100% |
| Third-year employees |
100% |
100% |
100% |
| Supervisors |
87.3% |
79% |
100% |
| Stress check uptake rate |
96.2% |
98.5% |
100% |
| Percentage of high-stress employees |
23.1% |
23.5% |
19% |
| Work-Life Balance |
Percentage of annual leave taken |
80% |
93% |
80% |
Absenteeism
*Percentage of employees on leave due to
physical or mental health issues
(Calculated for all employees)
|
1.8% |
1.9% |
ー |
|
Presenteeism
*Single-Item Presenteeism Question, The University of Tokyo
|
71.3% |
70.7%(Number of respondents / response rate: 2,034 / 98.9%) |
85% |
Health and Productivity Management Strategy Map(in Japanese)
Initiatives to Maintain Employees’ Health and Encourage Improvements to Lifestyle Habits
-
・Based on the results of each employees’ periodic health examination, we work alongside the Unipres Health Insurance Association to provide specific health guidance and follow up after the examination
-
・With the introduction of a health management tool for employees, employees can view personal health data, find healthcare information by topic, and access other functions online, helping to improve their health literacy
-
・Our employee cafeterias offer healthy menus with added healthier options to choose from
-
・The Cafeteria Plan covers part of the cost of a full medical checkup, health product purchases, infertility treatment, etc. for employees and their families
-
・We participate in the FUN+WALK PROJECT and regularly hold Walking Event within the Company
-
・As a Corporate Action to Promote Cancer Control promotion partner, we encourage employees to undergo cancer screenings
-
・Employees, including managers, who have worked over 70 hours of overtime in a month receive a checkup to confirm the level of accumulated fatigue, with those deemed as a high risk case having a talk with an occupational health physician
Certified as Health & Productivity Management Outstanding Organization Four Years in a Row
Unipres has been recognized as a Health & Productivity Management Outstanding Organization 2025, a certification jointly awarded by the Ministry of Economy, Trade and Industry and Nippon Kenko Kaigi. This is the fifth consecutive year that we have been certified. Under the Unipres Group Declaration on Health, we are working to create environments where employees can work with optimal mental and physical health, and which promote the health of the families that support them. Going forward, we will promote health management by continuing and strengthening our efforts to prevent lifestyle-related diseases, support mental health, encourage work-life balance, and eliminate infectious diseases.
Promoting Work-Life Balance
Basic Approach
Unipres is establishing comfortable working environments that support a variety of working styles in order to enable each and every employee, regardless of age or gender, to be successful in their career.
Initiatives
Teleworking (Working from Home, etc.) and Flextime
We have introduced a teleworking system not only for employees involved in childcare or nursing care, but for all employees regardless of circumstances. With this system, employees can work from home a certain amount of times each month. We have also established a super flextime system with no core hours to increase employee productivity through a more flexible working arrangement, and by doing so, we are working to reduce overtime.
System for Time Off for Volunteer Work
In fiscal 2019, we introduced a system for offering employees time off for volunteer work in order to support employees in engaging in social contribution activities and improve their work-life balance.
Side Jobs
Employees are allowed to have side jobs since fiscal 2023. We are working to develop an environment that supports diverse working styles to enhance employee motivation.
Human Resource Development
Basic Approach
Unipres is developing human resources with the aim of sustainable growth on a global scale under its management philosophy of “Achieve Sustainability Management.” Our global headquarters focus on technical and specialist education, rank-specific training to improve leadership and management skills, and language education to enhance employees’ capacity to navigate our global business.
Initiatives
Developing Next-Generation Leaders
With the aim of developing next-generation leaders (i.e., heads of overseas bases and heads of departments) at an early stage, we have been offering a training program that allows participants to systematically acquire management skills and cultivate a company-wide management perspective since fiscal 2017. In the training supported by an external organization, trainees discuss business cases related to our business to develop the broad outlook, high-level perspective, leadership and critical thinking skills required for management personnel. At the end of the nine-month program, trainees propose their ideal vision for the company to which they belong to management while leveraging the knowledge they acquired though the training.
Since fiscal 2017, a total of 35 people have participated in the training, of which 16 have already been appointed to division head positions and are actively contributing as next-generation leaders.
Enhancing Employees’ Capacity to Navigate Global Business (Language Education)
We offer an overseas training dispatch program, TOEIC classes, English conversation classes, and training to prepare for overseas deployment.
Education System for Skills Transfer
In fiscal 2016, we opened the Global Monozukuri Training Center (GMTC) in our Sagami Office with the aim of raising our overall standard of manufacturing, and began providing skills training.
Specifically, we are working on: (1) training instructors at our plants to increase their autonomy; (2) accelerating the capability improvement of technical staff; (3) passing on technical skills; and (4) enhancing technical staff’s capabilities and contributing to improving production KPIs. Among the technical staff, we are particularly focused on improving the skills of die, press equipment, assembly equipment, and other maintenance staff who require expertise and advanced skills. We are creating an environment to support their skills improvement, including providing teaching materials and equipment for instructors, introducing various assessment and diagnostic tools to measure skill improvement and certify trainers, and implementing award programs.
GMTC also offers training led by highly experienced master trainers. They develop site trainers with expertise and advanced skills, as well as trainers who will guide those site trainers.
Site trainers are assigned to domestic and overseas plants. As the bedrock of their respective education systems, trainers provide various skill training for maintenance staff and help each plant become autonomous. There are site trainers globally. As of the end of fiscal 2023, there were 42 certified site trainers in Japan and 64 overseas who have completed training at GMTC.
Social Contribution Activities
Basic Approach
The Unipres Group promotes social contribution activities company-wide with the objectives of helping local communities as a member of society, which in turn will help solve social issues, and encouraging the personal growth of each of our employees through their voluntary participation in social contribution activities, which in turn will lead to company growth.
Social Contribution Policy
In addition to contributing to society through its business, the Unipres Group continually engages in the following priority areas with the aim of realizing a sustainable society as a good corporate citizen. Furthermore, we provide opportunities for individual employees to volunteer in social contribution activities, thereby raising their awareness in this regard.
[Priority Areas for Participation]
・Environmental Conservation: We engage in initiatives to reduce environmental impact and promote activities to protect the global environment.
・Developing the Next Generation: We support the healthy development of children, who will take on the mantle of guiding the future.
・Community Activities: We contribute to building safe and peaceful communities by supporting and engaging with local people.
Initiatives
We carry out a wide range of activities centered on the priority areas for participation based on our Social Contribution Policy. Below are examples of activities for each priority area.
Environmental Conservation
[Beach Cleanups]
We have been carrying out beach cleanup activities each year since fiscal 2020. In fiscal 2023, employees from the Kanagawa area volunteered to clean up Yuigahama Beach in Kanagawa Prefecture. While the beach looked clean at first glance, volunteers managed to collect a large amount of trash, including small pieces of plastic waste, polystyrene foam pieces, and cigarette butts.
Developing the Next Generation
[Delivering Translated Picture Books]
In February and March 2024, employees from the Head Office, Fuji and Sagami offices, as well as our plants in Tochigi (Oyama, Moka, and Oppama) participated in the Campaign to Deliver Picture Books organized by the Shanti Volunteer Association. The campaign involves preparing Japanese picture books by applying stickers with translations into local languages over the top of the original Japanese text. The picture books are then delivered to children living in poverty and other harsh conditions. For the 2024 event, we created picture books for children in Laos.
We received a lot of enthusiastic feedback from employees who participated, such as “I’m happy that it will contribute to children’s future.”
Community Activities
[Holding Food Drives]
We held a food drive in October 2023 at the Head Office and Fuji and Sagami offices, as well as at our plants in Tochigi (Oyama, Moka, and Oppama).
Food drives involve having participants bring in donations of unused food from home, then collecting these donations and delivering them to food bank organizations. Through these donations, it is possible not only to help people in need of groceries and other daily items, but also to reduce food waste.
By publicizing the event on the Company intranet and putting up posters at our business sites, we were able to collect 308 items of food for donation.
In addition, Unipres Mold donated flavored cooked dry rice to Food Bank Fujinokuni in November.
Main Sponsorships
・Supporting member of General Incorporated Association F.Marinos Sports Club
・NPO Center u-life21, Federation of All Nissan and General Workers’ Unions
・Mt. Fuji Women’s Relay, All Japan Women’s Intercollegiate Ekiden Championship
・Fuji Festival, Fuji City, Shizuoka Prefecture
・Kids Engineer
