Diverse and Active Employees

Alpine considers each and every one of our employees worldwide to be valuable.
We work to create systems and working environments wherein each employee’s uniqueness and enthusiasm can play a role.

Improving the working environment so all employees can exercise their specialties

Alpine hires regardless of nationality, ethnicity, age, gender, religion, or handicap. We actively promote the configuration of a working environment in which all employees can demonstrate their maximum potential. At Alpine, diversity is one of our key strengths. To enhance employee performance, Alpine hosts a Human Resource Development Conference each year. At this conference, optimal job rotations and training schemes are discussed.

Distribution of Employees

Distribution of Employees

Average length of service (April 2018)

Men: 17.7 years

Women: 13.3 years

*Alpine HQ

Support for women's empowerment in the workplace

Alpine actively promotes the recruitment of women and the expansion of the range of occupations. In response to the Act on Promotion of Women’s Participation and Advancement in the Workplace, which came into force on April 1, 2016, we have created an action plan, and have been working on various initiatives. As a result, we have achieved the planned target ratio of full-time female employees (20%) as of April 2018. We will accelerate our efforts toward further active involvement of female employees.

Support for women's empowerment in the workplace

Ratio of female hires

FY2017 results

17 women

35 men

*Alpine HQ

*Total number of newly graduated hires and experienced hires in FY2017

Ratio of female employees

As of April 2018

Female employees:
20.0%

*Alpine HQ

 

Career Design for Women

From 2016, Alpine has provided career design seminars for female employees when they are newly recruited, and in their 5th and 10th years. With these seminars, we develop a working system and organization wherein female employees can exercise their abilities through the raising of their awareness in the early stage of employment.

Internal Project to Think about Work
Reform from Women's Points of View

In December of 2016, we established the HANA* Project, based on the concept of “Creating a Better Work Environment from Women's Points of View.” The members of this project, consisting of female employees in their 20s to their 40s, share work-related concerns and opinions on topics like career development and child rearing, with the goal of changing everyone's way of thinking and solving problems for everyone.

*Abbreviation of “Happiness of All is Next Alpine.”

Hiring of, and Active Roles Played by, Foreign Human Resources

We have implemented our International Associates Program (IAP), which hires new graduates from overseas as contract workers at our headquarters in Japan. In its inaugural year, fiscal year 2017, we hired two people. Even after the IAP period ends, employees hired under this program can continue to work at the Alpine Group, and are expected to play active roles in a variety of fields, such as development, design, production, or sales, based on both personal aptitude and personal preference.

Promotion of Work-Life Balance

Work-Life Balance Committee

In order to develop a diverse, flexible, and truly “Alpine” work style, we established the Work-Life Balance Committee in 2017, which aims to streamline work and improve employees’ work-life balance.
We collect representatives from various divisions and groups, such as the Human Resources & General Affairs Division and other operations divisions, as well as female employees and the Labor Relations Committee, and we hold discussions on themes such as “flexible work styles as employees of a global company,” “climates that provide support for taking on challenges and climates that provide a sense of growth,” “work environments where we can work with peace of mind and make use of our strengths,” with the goal of leading to reform in in-house systems and awareness.

DATAPaid Holidays, Multi-purpose Holidays

Changes in the rate of paid holiday use

2017

81.2%

*Alpine HQ

Changes in the rate of paid holiday use

In fiscal year 2017, we recommended that all employees, including managerial staff, take five consecutive days off, with the goal of increasing the rate of holiday use.

Changes in the rate of multi-purpose holiday use

2017

21.5%

*Alpine HQ

Changes in the rate of multi-purpose holiday use

In fiscal year 2018, we plan to relax our regulation that multi-purpose holidays must be three consecutive days or more, changing to single-day increments, with the goal of increasing the rate of multi-purpose holiday use.

DATANumber of employees taking maternity leave, childcare leave and working short-time hours

Maternity Leave and Shortened Workday Policy Usage (Alpine HQ)

Maternity Leave and Shortened Workday Policy Usage (at Alpine only)

In fiscal year 2018, we plan to start new systems
for more flexible work styles, such as expanding options
for work hours and increasing the number of times
an employee can modify their work hours.

Employing Individuals with Disabilities

Alpine actively recruits individuals from a wide variety of backgrounds.
In fiscal year 2017, although there was no change in the number of individuals with disabilities employed, there was an increase in the total number of employees, leading to a decrease in the ratio of individuals with disabilities. We continue to actively work to employ individuals with disabilities.

Employing Individuals with Disabilities

2017

30 persons

*Alpine HQ

Trend of disabilities (Alpine HQ)

Trend of disabilities (Alpine HQ)

Re-employment of Retired Individuals

Alpine hires a wide range of human resources without regard to gender, nationality or age, and promotes the re-employment of retirees who wish to continue working past retirement.

Changes in Number of Re-employed Retirees

2017

15 persons

Alpine HQ

Changes in Number of Re-employed Retirees

Pension Seminar

We are working to support a fuller second life for our employees from an early stage. In June 2017 we held a pension seminar to give our employees an opportunity to think about their life and money plans after retirement, and to learn the basics of the public and company pension systems.

Pension Seminar

Pension Seminar

Business Operations that Consider
the Local Religion and Culture

ALPINE ELECTRONICS OF MIDDLE EAST, FZCO
Sales & Marketing Manager

Syed Khaja Raziuddin

At the Dubai office, we work to create a work environment that respects the traditions of Islam. In keeping with the Islamic calendar, operations are suspended on Fridays and Saturdays. Moreover, during the month of Ramadan when Muslims fast from sun up to sun down, working hours are shortened. Additionally, during this period, there is a rule not to eat or drink in front of Muslim employees.

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