Work style reform
Creating an environment where everyone can work comfortably
Practice “play hard, study continuously, work together”
The most important foundation for providing high-quality products and services to our customers and achieving sustainable growth as a company is a highly motivated and innovative group of employees.
DMG MORI has continuously been working to create an environment in which each employee, regardless of gender orindividual life stage, can work with a sense of fulfillment and vitality.
Creating environment for healthy work
Increasing employee engagement
In order to hire excellent employees who can provide higher added value to our customers and keep them highly motivated, DMG MORI has revised the salaries of our employees globally in 2022. In particular, the Company has revised the starting salary and annual income of our employees in Japan to wage levels comparable to those in Europe or the United States.
In addition, in order to practice one of DMG MORI’s mission statements, “Play hard, study continuously, work together,” the Company has been working to reform employee work styles, improve productivity and create a working environment in which each employee can play an active role and live a sustainable life.The Company is strictly managing working hours and office hours,ensuring intervals between working hours, and encouraging all employees to take a full 20 days of paid leave per year.
Work-life balance
Taking actions under the Act on Advancement of Measures to Support Raising Next-Generation Children
The Company formulated an action plan based on the “Act on Advancement of Measures to Support Raising Next-Generation Children” and received “Kurumin,” a certification mark issued by the Ministry of Health, Labor and Welfare to companies that actively work for the development of the next generation.
The “Kurumin” certification can be obtained by companies that have achieved the goals set forth in the action plan, and is a proof of recognition as a company that actively promotes support for work-life balance.
The main initiatives we have undertaken to date are as follows
Currently, the Company is continuing its efforts by formulating the “Eighth Action Plan”.
The Eighth Action Plan (June 1, 2022 - May 31, 2025) is available at (Released on June 2, 2022)
https://www.dmgmori.co.jp/corporate/recruit/worklifebalance/pdf/worklife_20220601.pdf
Enhancing employee benefits related to childbirth and childcare
DMG MORI Nursery School, a company-led nursery school, is permanently established at the Iga and Nara Campus, and is ready to accept a total of 100 preschool children. The nursery is available free of charge thanks to DMG MORI’s daycare subsidy allowance, and operates on national holidays in accordance with the Company’s work calendar.
From 2022, we introduced a new benefit program that allows employees to take paid leave in one-hour increments to accommodate various working styles. We will continue to listen to our employees and continue to develop a comfortable working environment.
Female empowerment
The Company has established actions plan to enable female employees to fully demonstrate their abilities in various fields. The percentage of female employees among all new graduate employees hired by DMG MORI CO., LTD. in 2022 was 17.4%. In addition, the Company has set a goal to encourage all employees to take 20 days of their paid leave, and in 2022, the average number of paid leave reached 18.8 days.
The Company is working to create an environment in which female employees can have sense of fulfillment and pride in their work. At DMG MORI, female engineers are active in domestic and overseas locations. Once a male-dominated workplace, the number of female engineers within the Company is steadily increasing, and the Company hopes that this will indirectly cause to increase the number of female operators at the customers’ sites as well. In addition to female employees working as engineers, female employees in administrative positions are also active as professionals in their respective fields of expertise.
Encouraging male employees to take childcare leave
So that the employees can devote themselves to childcare with peace in mind, the Company has introduced a system under which employees who take childcare leave for 20 or more consecutive days receive the first 20 days as paid leave, starting in January 2020. Furthermore, in order to realize an environment where everyone can work comfortably regardless of gender, the Company believes that it is necessary to change the mindset of the entire workforce, including male employees. The Company actively encourages male employees to take childcare leave with the expectation that by doing so, male employees will take on the role of childcare, which has traditionally been regarded as the role of women. As a result of the Company changing the mindset of those in managerial roles and establishing support systems in the workplace, the number of male employees taking childcare leave has increased from 16 in 2021 (acquisition rate of 17.4%) to 77 in 2022, resulting in 100% of qualifying employees utilizing the system. The feedback from male employees who have taken childcare leave is positive, saying that the way they interact with their colleagues and the way they approach their work has changed.
In order to further accelerate the transformation of the entire company and the mindset of individual employees, the Company has set a goal of maintaining a 100% childcare leave utilization rate among eligible male employees in its medium-term business plan.
