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 2017)

Men: 17.9 years

Women: 17.7 years

*Alpine HQ

Support for women's empowerment in the workplace

Alpine promotes the recruitment of women and actively promotes the expansion of the range of occupations.
In response to the Act for the Promotion of Women's Participation and Advancement in the Workplace that came into force on April 1, 2016, Alpine created an action plan.

Support for women's empowerment in the workplace

Ratio of female hires

FY2016 results

9 women

39 men

*Alpine HQ

*Total number of newly graduated hires and experienced hires in FY2016

Ratio of female employees

As of April 2017

Female employees:
14.8%

*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.”

Training for Mid-Level Female Employees

At each group company, Alpine is engaged in various measures to train and promote the success of female employees. In fiscal year 2016, we implemented a program for 13 mid-level female employees consisting of outside group training, site tours, correspondence education, and other activities based on the theme of autonomy and independence. These efforts have also contributed to more hiring of female employees.

Work-Life Balance Concept

Alpine is considering a wide range of in-house systems with the goal of providing an environment that allows individual employees to work flexibly according to their situations.

Major approaches

  • Health promotion
  • Support for child rearing
  • Provision of a wide range of holidays
  • Working styles

Providing time to allow fathers to be more involved in childrearing (Iku-Papa)

To help male employees become more actively involved in childrearing, Alpine has established the Iku-Papa program.
Male employees in the Iku-Papa program are able to leave early and receive priority consideration that makes it easier for them to take days off over a period of one year. They also have a sticker on their name tags that identifies them as program participants, which helps other employees to understand their preferential treatment.

Child care (Iku-Papa) sticker

Child care (Iku-Papa) sticker

Establishment of Family Day

Since fiscal year 2016 we have been encouraging employees to leave work on time on the fourth Friday of each month and have called this “Family Day.” We are promoting a work-life balance by having our employees spend more time with friends and family and participating in community activities. In fiscal year 2017 we have been calling for employees to observe the day via the PA system to further establish and promote Family Day.

DATAPaid Holidays, Multi-purpose Holidays

Changes in the rate of paid holiday use

2016

70.6%

*Alpine HQ

Changes in the rate of paid holiday use

Changes in the rate of multi-purpose holiday use

2016

27.7%

*Alpine HQ

Changes in 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)

Employing Individuals with Disabilities

Alpine actively recruits individuals from a wide variety of backgrounds.
In 2015, we provided a short-term work experience program for students at a foster home.

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

2016

13 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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