Creating a Comfortable Working Environment

DE&I (Diversity, Equity, and Inclusion) Initiatives to Enhance Corporate Value

The ULVAC Group regards human capital as the foundation of corporate value creation and strives to create an environment where everyone can reach their full potential, regardless of gender, nationality, or race. We consider diversity, equity, and inclusion to be key management priorities, aiming to achieve sustainable growth and foster innovation.

Employee Engagement

At ULVAC, we aim to build a mutually supportive relationship in which employees empathize with the company's policies and goals and feel motivated to grow and contribute. By utilizing engagement surveys* and reflecting employee feedback, we are working to create an environment where diverse talent can thrive.
Survey results are shared in a feedback session called "Yomitokikai," attended by management and supervisors. In these sessions, participants collaboratively envision the ideal organization, identify gaps with the current situation, and continuously discuss and implement improvement measures. Through these activities, ULVAC strives to grow together with employees and realize a sustainable future.

* We measure and quantify work engagement, along with 12 additional related questions.

Flexible Work Arrangements

At ULVAC, we have established systems to support flexible working styles, such as staggered working hours, flextime, and paid leave by the hour. In addition, we offer various options to accommodate diverse work arrangements, including telecommuting, reduced working hours, and the use of satellite offices. Many employees also make use of systems such as childcare leave, reduced working hours for childcare, and nursing care leave. We will continue to strengthen awareness initiatives to further promote the use of these systems.

Proper Management of Working Hours

At ULVAC, we comply with Article 36 of the Labor Standards Act by establishing labor-management agreements ("Article 36 agreements") regarding overtime and holiday work. Even in special cases where the prescribed limits are temporarily exceeded, overtime is strictly capped at a maximum of 80 hours per month, and both supervisors and employees can monitor working hours through our dedicated system.
With the cooperation of labor and management, we are committed to improving long working hours to protect the health of every employee. Working hours are accurately tracked using objective data from employee IC cards and self-reports, and both supervisors and their teams can check daily attendance records through our system. Daily attendance input is strictly required, and progress toward the limits set by the Article 36 agreement and other working hour thresholds is visualized on PCs for supervisors and their teams.
Overtime pay is provided at rates above legal requirements. If working hours exceed the prescribed limits, interviews with industrial physicians are conducted in accordance with legal standards.

Fair Treatment and Compensation

At ULVAC, we comply with all relevant laws and regulations in the regions where we operate, including minimum wage requirements, overtime pay, and legally mandated welfare benefits, to ensure proper payment of wages. In addition to each employee's role, abilities, and achievements, we also consider the business environment, our corporate performance, and medium- to long-term outlooks to provide appropriate treatment that enhances individual motivation.
We hold labor-management consultations on various topics as needed, fostering constructive dialogue and building a cooperative relationship between labor and management.

Promotion of Planned Annual Paid Leave Taking

At ULVAC, we are committed to fostering a workplace culture where everyone can take annual paid leave whenever needed, with the goal of creating a healthy, vibrant, and rewarding work environment.

• - Employees are granted 20 days of annual paid leave each year, including upon joining the company.
• - Annual paid leave can be taken in half-day increments, and hourly paid leave can be taken in one-hour increments for up to five days per year.
• - Employees are encouraged to take three consecutive days of summer vacation between May and October.
• - We have a paid leave accumulation system that allows employees to carry over unused annual leave, which can be used under certain conditions.

Key Systems Supporting Diverse Work Styles

At ULVAC, we support all employees in balancing work and life events while continuing their careers by introducing and managing a variety of systems.

• - Work Systems: Flexible Staggered Working Hours System, telecommuting, and flextime (available to eligible employees). These systems can be accessed through web applications.
• - Maternity Leave: Leave systems to support health management during pregnancy and after childbirth.
• Prenatal leave: Pregnant employees can take leave starting six weeks before the expected delivery date (or 14 weeks before in the case of multiple pregnancies) upon application.
• Postnatal leave: Employees who have given birth can take leave for eight weeks following the day after delivery. The company provides a childbirth congratulatory payment, and employees can receive a childbirth allowance from the ULVAC Health Insurance Association.
• - Childcare Leave: Employees can take childcare leave to care for children under one year old, with the possibility of extension up to two years in special circumstances. Childcare leave is unpaid; however, childcare leave benefits and post-birth leave support benefits are provided.
• - Special Leave for Spouse's Childbirth: Employees can take up to three days of paid special leave for the birth of their spouse's child.
• - Shortened Working Hours for Childcare: Employees with children up to the completion of the third grade of elementary school can choose shortened working hours or other flexible work arrangements upon request.
• - Nursing Care Leave and Related Systems: Employees with children up to the completion of the third grade of elementary school can take leave to care for a sick or injured child, accompany the child for vaccinations or health checkups, care for the child during class closures due to infectious diseases, or attend entrance and graduation ceremonies. For one child, up to 5 days per year can be taken: for two or more children, up to 10 days per year.
• - Overseas Transfer Support: When employees are transferred overseas, ULVAC provides support including seven days of assignment leave, various expenses for accompanying family members, education expenses for children, three days of special leave for temporary home visits, travel expenses, visa acquisition support, and more.

Employee Welfare Programs

At ULVAC, we have established welfare programs that enable employees to work with confidence, energy, and a spirit of challenge. We continuously enhance these programs to help employees achieve a fulfilling work-life balance.

• - Employee Stock Ownership Plan: Supports employees in building long-term wealth through monthly purchases of company shares.
• - Company Housing System: Provides company housing for employees transferred for business reasons, in accordance with internal regulations.
• - Commuting Expense Assistance Program: Subsidizes commuting expenses for employees commuting by public transportation, bicycle, car, or motorcycle, based on company regulations.
• - Property Accumulation Savings System: Allows employees to save through property accumulation savings and apply for housing loans from various financial institutions.
• - Insurance Programs: Offers group long-term disability insurance (GLTD) and comprehensive welfare group insurance, as well as discounts on other group insurance policies.
• - Long-term Service Award Program: Recognizes employees with special leave and commemorative gifts at 15 and 25 years of continuous service.

Talent Retention and Knowledge Transfer

At ULVAC, we believe that technological innovation is born from the combination of accumulated expertise, new knowledge, and creativity. Therefore, we place great importance on talent development, employee retention, and technology transfer. For example, we conduct surveys of both new employees and their supervisors six months after joining the company and provide early support if any gaps or issues are identified.
We have also established an Expert Employee System (a re-employment program) for employees after retirement. Furthermore, after the age of 65, our Special Senior Employee System offers experienced employees opportunities to continue contributing and to pass on their expertise and skills to the next generation.

Fostering Diversity and Inclusion

The ULVAC Group is committed to creating workplaces that offer job satisfaction regardless of gender, nationality, or ethnicity. As of the previous fiscal year, women held 10.9% of managerial positions in the Group, an increase of 1.1% from the year before. Additionally, approximately 50% of all managerial positions are held by non-Japanese employees.
Increasing opportunities for female employees to take on active roles is a key management priority for the ULVAC Group. Our goal is to raise the ratio of women in managerial positions to 10% or more by June 2026. To achieve this, we are enhancing educational opportunities and personnel systems to foster more female candidates for managerial roles.

Employment of People with Disabilities and Inclusive Workplace Initiatives

At the ULVAC Group, people with disabilities are recognized as indispensable members of our workforce, striving for personal growth and making valuable contributions to our business. After joining the company, we provide ongoing support tailored to each individual's needs, including collaboration with job support organizations, regular interviews, support for their assigned departments, and continuous improvements to the working environment.
In addition, we actively collaborate with local educational institutions to welcome students with disabilities for workplace training, further promoting inclusion within our organization.

Human Resources Data