ASICS Offers a Workplace in which Each Employee Is Valued and Respected

Aiming for the actualization of a community in which people with diverse backgrounds can collaborate by overcoming the differences in sex, race, and religion, ASICS is trying to make a workplace where each individual's personality and ability are respected without discrimination. The company is also taking various actions based on its human resources policy, such as merit based employment and support for keeping a balance between work and home.

　In order to support employees with young children and allow them to give everything to their job, ASICS has made "The Action Plan to Raise the Next Generation".
　The plan required the company to have at least one male employee and more than 70% of female employees to take child care leave by March 31, 2007.
　By promoting the use of the child care leave system along with the provision of benefits exceeding the legal requirements, such as up to three days of paid leave and a maximum one month extension as a "nursery trial period" after entrance to a nursery school, the company was able to achieve a result exceeding the target  more than 90% of female employees and three male employees took leave.

　To prevent disinterest in work after employment, since last year a seminar is being offered to students applying for jobs to promote a better understanding of the sports gear industry.
　As the seminar includes case studies in the industry without being limited by particular corporation boundaries, many students find it very useful.
　When interviewing students, the interviewers are not notified of the name of the students' school/college/university. The names are not disclosed at the time of selection or after the interview. This is one way to show ASICS' dedication to the realization of merit based employment.
　Since the company markets products in the sports casual wear category, all applicants are asked to wear casual clothes rather than business suits. In doing so, we are hoping to evaluate the way applicants present themselves.

　"Kids visiting day" was instituted in 2005 for the purpose of letting employees' children see their parents at the workplace. Making the workplace more supportive of child care and improving youngsters' willingness to work are also objectives of the program.
　On August 30, 2006, in the final week of the summer break, kids were invited to pay a visit to the Tokyo Branch (later renamed as Kanto Branch).
　Unlike the visiting day at the head office which took place the previous year, there was a sense of uncertainty in the event as the Tokyo Branch has a sales department from where staff often leave on business. Despite this, the event turned out fine, with sixteen visiting children enjoying the special occasion to highlight the end of the summer break.
　Children seemed very interested in seeing the office, especially because their parents work there everyday.
　They were also invited to an exhibition set up in the branch office for distributors, and were very excited to see a lot of products.