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 twice each year. At this conference, optimal job rotations and training schemes are discussed.

Distribution of Employees

Distribution of Employees

Average length of service (April 2016)

Men: 18.1 years

Women: 21.1 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

FY2015 results

9 women

24 men

*Alpine HQ

*Total number of newly graduated hires and experienced hires in FY2015

Ratio of female employees

As of April 2016

Female employees:
14.4%

*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.

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

Work-Life Balance Committee – Considering desirable work styles

Alpine established its Work-Life Balance Committee in 2015 to discuss the achievement of desirable work styles that would enable employees and the company to grow together, and is trying to develop in-house systems that further improve the work-life balance of each employee.
Utilizing the results of committee discussions, Alpine has introduced approximately 10 systems to support employee child and nursing care since 2016.

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

Family Day

Alpine had designated the fourth Friday of each month as Family Day. Employees are allowed to leave the office earlier or take the day off to spend time with their families.

DATAPaid Holidays, Multi-purpose Holidays

Changes in the rate of paid holiday use

2015

70.5%

*Alpine HQ

Changes in the rate of paid holiday use

Changes in the rate of multi-purpose holiday use

2015

27.8%

*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

2015

15 persons

*Numbers show re-employment within the Alpine Group in Japan.

Changes in Number of Re-employed Retirees

Holding a Seminar on Working While Providing Nursing Care

We held a seminar in January 2015 on working while providing nursing care with 65 employees attending.
A nursing care specialist gave a presentation on the use of long-term nursing insurance services and in-house systems, and important points of nursing care. Employees expressed their satisfaction with comments such as, “It was very helpful to have such detailed information on nursing care because it has been hard for me to find answers when I face challenges taking care of my family,“ and ”It was very useful because I could get detailed information about nursing care to prepare for future problems.”

A seminar on working while providing nursing care

A seminar on working while providing nursing care

Holding a seminar on fathers participating in childrearing

In 2015, we invited Tetsuya Ando, representative of the NPO, Fathering Japan, for a seminar on fathers participating in childrearing. Forty-three employees learned about the essence of parenting for fathers in presentations entitled “From Duties to Rights” and “Stop Being Involved in Only the Fun Part of Parenting.”

A seminar on fathers participating in childrearing

A seminar on fathers participating in childrearing

Intercultural Communication

In 2015, Alpine held intercultural communication seminars to improve employee communication with overseas offices, and raise awareness to avoid violating taboos and breaching etiquette in the various regions. Forty-three employees participated in the seminars to learn practical and important points to consider when interacting with individuals from a wide range of nationalities who have different values, and when giving instructions to people in different countries.

Seminar

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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