The AGC Group's CSR
For Employees

2. Creating Spaces for Meaningful Work

The AGC Group's Approach

ES Surveys Implemented to Improve Corporate Climate

AGC Group initiatives based on the concepts of effective communication and employee participation are derived and implemented by employees, management and Group executives to cultivate improved corporate climate through various forms of dialogue. These initiatives are what drive “Employees Satisfaction and Pride.” They also incorporate this philosophy and related activities into daily management, including expansion of opportunities for growth and success, as well as appropriate evaluation and issue response.

ES Survey Implemented

Since 2005, the AGC Group has conducted ES Surveys for employees of global Group companies at three-year intervals, with the goal of cultivating improved corporate climate. Based on survey results, policies are determined and implemented in each workplace and division through dialogues known as “small meetings,” and their effectiveness is assessed through the subsequent ES survey.

The AGC Group CEO Awards System

The AGC Group has established the AGC Group CEO Awards System across its global bases with the goal of creating positive corporate culture that recognizes the contributions and efforts of its members. Information on the award-winning activities is shared via the intranet website.

Awards page on the intranet
Awards page on the intranet

The AGC Group's Approach

Creating Spaces for Meaningful Work

The AGC Group has described its long-term growth strategy in “Vision 2025.” To put this strategy into practice, the Group has been reviewing working styles since 2016 that allow each employee to work to their full potential, and working environments that allow Group employees to work creatively.

In 2017, the Group implemented a system that gives employees time off when their spouse changes positions, and a system that provides teleworking options—not only limited to cases of childcare or nursing care. Also, the Group has revamped its re-employment registration system, envisioning potential life stage changes for once-retired employees. The introduction of these systems promotes more flexible and diverse working styles (applicable to AGC Inc. proper).

The Group will continue to encourage the use and establishment of these systems. By doing so, the AGC Inc. aims to be a company that succeeds because of their human resources—the largest asset in the Group—and draws out their maximum potential.

In addition to maximizing their potential, it is also crucial to guarantee the physical and mental wellbeing of each employee. Increasing initiatives that support their wellbeing leads directly to increased employee activity, satisfaction and productivity. This is the foundation of a company that succeeds because of their human resources. To this end, the Group actively supports the “Healthy Management”*1 initiatives (viewing employee health from a business management perspective, and approaching it strategically) currently promoted by the government and related ministries, businesses and municipalities.

  • *1“Health and Productivity Management” is a registered trademark of the Workshop for the Management of Health on Company and Employee .

The AGC Group's Approach

Creating Employment Opportunities for People with Disabilities

AGC Sunsmile is a special subsidiary established in 2002 in Japan with the goal of increasing the employment of people with intellectual disabilities. In cooperation with relevant organizations, the company strives to provide a better work environment for employees with high motivation. Duties consist mainly of cleaning company offices, dormitories and company residences, and the business is being developed in the Keihin, Sagami and Kansai areas.

At the AGC Kansai Plant (Takasago Factory), people with intellectual disabilities are put charge of greening activities and janitorial work, and the factory is endeavoring to create even further opportunities. Intellectually disabled individuals are also actively engaged in janitorial work at the Chiba Plant.

At AGC in 2008, the employment rate of people with disabilities exceeded the rate designated by law (1.80%) for the first time. In 2017, the rate has continued to exceed the statutory rate, standing at 2.30% as of the end of December 2017.
In addition, the Group is constructing a system in compliance with 2018 legal amendments.

A Better Workplace for the Janitorial Team (Chiba Plant)

At the Chiba Plant, as the scale of cleaning duties increases, initiatives are being simultaneously developed to improve the workplace of the Janitorial Team that works hard to keep the plant spotless. Through self-proposed improvement initiatives and a shift rotation system, the Janitorial Team is working in an environment that promotes their sense of reward and personal growth.

AGC Sunsmile Employees
AGC Sunsmile Employees
Janitorial Team at the AGC Chiba Plant
Janitorial Team at the AGC Chiba Plant

The AGC Group's Approach

Creating Environments Where Women Thrive

To create workplaces that embrace and promote diversity, women's activities are a high priority for AGC Inc.. Its efforts focus on (1) proactively hiring outstanding women and expanding their spheres of activity and (2) introducing necessary systems and frameworks to create an environment in which female employees can demonstrate their abilities.

With regard to recruitment, in 2011 AGC Inc. set a target that 20% or more of new graduates hired for career-track positions be female; in 2016, 20% of new graduates hired were female, and in 2017, 18.4%. In addition, progress is being made in the appointment of women to the position of department manager, and their sphere of activity is being expanded.

In creating a supportive work environment, AGC has introduced a waiting list rehiring system that registers female employees who have left the company but hope to return to work. This system gives them priority over hires from the external human resource market. In addition, it has introduced a mentoring system for female employees, through which senior female staff provide guidance to junior female staff. AGC Inc. has also set up a daycare support system, establishing corporate contracts with daycare centers. This ensures support for employees who have difficulty finding a daycare due to a lack of open spaces. AGC Inc. also plans to introduce working from home options in order to realize more efficient and flexible work styles.

The AGC Group's Approach

Hiring Diverse Personnel

To strengthen its global branding, the AGC Group has standardized its recruitment websites for Japan, Europe and Thailand, featuring a consistent recruitment brand message for the Group.

The Asia-Pacific region was denoted an important region in the 2013 business strategy. In order to accelerate the development of new business and markets in that area, it established a local holding company, AGC Asia Pacific, in 2013, as well as local offices in India and Dubai in 2016. The Group is working to hire ambitious, highly capable talent from both inside and outside the region.

The recruiting webpage for Japan
The recruiting webpage for Japan
The recruiting webpage for Europe
The recruiting webpage for Europe