Respecting human rights
The HOYA Code of Conduct stipulates the basic guidelines to be complied with when performing operations based on the Corporate Mission and values of the HOYA Group. The Code of Conduct clarify that basic human rights are to be respected and that all forms of discrimination and harassment in connection to race, nationality, gender, religion, belief, birthplace, age, or disabilities are to be eliminated in all corporate activities. We aim to create a safe and healthy workplace that allows employees to feel secure while they work. The Company will provide equipment, systems, and working conditions so that each and every employee respects and cooperates with each other as the Company strives to create a workplace that is easy to work in.
HOYA Code of Conduct
The HOYA Code of Conduct is guidelines for all officers and employees of the HOYA Group to execute operations in the right way in accordance with the philosophy and values set out in its Corporate Mission and Management Principles. Having translated the HOYA Code of Conduct into 27 languages in consideration of the circumstances of the Company, which operates businesses on a global scale, we are making the content thoroughly known within the Group by such means as making employees do a read-through in the Group to which they belong once a year and conducting online education and verification tests.
1. Preventing sexual harassment and power harassment
The HOYA Code of Conduct clearly states that the diverse values, individuality, and privacy of individuals are to be respected and clearly prohibits discretionary language, acts of violence, sexual harassment, and power harassment in connection to race, nationality, gender, religion, belief, birthplace, age, or disabilities.
Activities to promote the awareness of the Code are conducted through means such as training classes in Japan.
2. Establishment of an employee whistleblowing and consultation system
As part of our internal control systems, the HOYA Group established the HOYA Help Line in 2003 as a whistleblowing and consultation system for the Group.
Utilizing global human resources
The HOYA Group promotes sales and production at optimal locations on a global scale in diverse businesses. In this context, the diversity of human resources in the Company is our strength as well as our driving force for sustained value creation. HOYA believes that by respecting and accepting diversity and proactively taking advantage of the “differences,” we can flexibly adapt to the ever-changing business environment and meet diversifying customers’ needs, and thereby bring about higher corporate value.
HOYA has long been recruiting personnel based on their individual capabilities, regardless of their nationality, gender, etc. Over 90% of our employees work in locations outside Japan. By proactively promoting talented local employees to top management positions and giving them more opportunities, we have been pursuing globalization of the Group as a whole, resulting in the percentage of non-Japanese nationals in top management positions at overseas subsidiaries exceeding 90%. Going forward, HOYA will continue to provide equal opportunities to many competent personnel.
Equal opportunities for all genders
At the HOYA Group we work to achieve fair employment opportunities and benefits for all genders.
We do not discriminate based on gender in hiring, promotions, or pay increases, and instead focus on actively employing human resources with highly specialized capabilities and morals.
As of the end of June 2023, two of external directors are women.
“Minkatsu” Diversity Project
In 2014, we launched the “Minkatsu” diversity project for the purpose of creating a work environment in which each and every employee can feel a sense of fulfillment from work and play an active role by fully demonstrating his/her ability. As part of the “Minkatsu” diversity project, we are working to increase the proportion of female employees and female leaders* in Japan.
※Female leaders: Subsectional chief equivalent to or above section and highly skilled professionals
Proportion of Female Employees and Female Leaders in Japan
|Proportion of Female Employees
|Proportion of Female Leaders
We had set targets of 15% for the ratio of female employees in management positions and 30% for the ratio of female employees to all employees of HOYA Group in Japan by March 2023, but we have not achieved either of these targets.
We have set new targets of 18% for the ratio of female employees in management positions and 32% for the ratio of female employees in all positions of HOYA Group in Japan by March 2026.
In order to achieve these targets, we will actively promote initiatives such as eliminating gender division of role, systematically developing and providing opportunities for female managers, and proactively hiring human resources from outside the company.
The gender wage gap in Japan
|All employees (%)
|Regular employees (%)
|Non-regular employees (%)
|HOYA Technosurgical Corp.
|HOYA Corp. and its consolidated subsidiary
As of March 31,2023
The gender wage gap represents the ratio of women’s wages to men’s wages. The Company’s wage system is designed to pay equal wages for the same duties regardless of age and gender. However, a 41.8% wage gap exists between men and women at HOYA Corporation and its consolidated subsidiary in Japan. This is due to the fact that the percentage of female employees in management positions remains at a low level, and the percentage of non-regular female employees is extremely high at 37% especially in the contact lens retail business.
In the future, we will promote initiatives to utilize human resources in a gender-neutral manner, such as those mentioned above.
Utilizing people with disabilities
Creating a Rewarding Workplace
HOYA Corporation in Japan has introduced the following systems to support flexible working styles for employees as part of its efforts to create a rewarding workplace.
Each business division is working to develop the necessary environment and systems and create a culture that is tailored to their respective businesses.
|Those related to childcare/nursing care support
|Those related to workstyle in general
Challenge leave* : HOYA Corporation has established the challenge leave system for employees that have worked for a set number of consecutive years. A challenge leave of 20 days each is granted when the number of consecutive years worked by employees that work five days a week reached 10 years, 20 years, and 30 years.