Human Resources Development and Utilization

Human Resources Development

As declared in the SUMCO Vision, SUMCO aspires to become the "World's Best in Technology." To reach this goal, diversified training opportunities are provided to employees at all levels, from new recruits to managers and executives. We encourage employees to stay abreast of the changing times, making every effort to foster the development of human resources who will be able to think and act independently. Each year, up-and-coming engineers are also given the chance to present their research findings to senior management as a means of enhancing their motivation. In addition, we dispatch a certain number of engineers to the doctoral program at domestic universities every year to develop highly specialized technical personnel.
In pursuit of "Empower Employee Awareness of Profit," another element to the SUMCO Vision, the SUMCO CEO AWARD was established as the SUMCO Group's highest award, part of a measure to boost employee awareness of participation. The award is annually presented to individuals and organizations that have made meaningful contributions to enhancing corporate value. Along with this award, the Group also holds presentations by TPM teams annually in order to recognize outstanding success.
Moreover, to achieve "Competitiveness in Overseas Markets" as declared in the SUMCO Vision, we are working to cultivate an awareness of understanding and respecting a diverse range of cultures and values within the Group, and are endeavoring to develop globally competitive human resources by enhancing programs such as study abroad and foreign language learning schemes.
In 2022, a total 22,829 hours of company-wide training was held by departments in charge of human resources.
Undergoing regular review, the training programs are revised in line with changing needs; moreover, many suggestions received from outside directors with a wealth of experience in training and education are incorporated, aimed at making them better programs.

Career-formation programs

Engineer Presentation Contest

Diversity and Inclusion

SUMCO believes that the promotion of diversity and inclusion is essential for becoming the strong company which can grow sustainably. Since our company has three roots: Mitsubishi, Sumitomo, and Komatsu, we have fostered a culture in which we can bring together and utilize the knowledge and expertise of each. In addition to this, we work to further enhance our corporate value so that diverse talents can work to utilize their ideas and experiences by expanding measures to promote women’s career and systems, local hires at our domestic and overseas bases and experienced workers of other companies, so that diverse talents can work to utilize their ideas and experiences. We will continue to actively promote diversity and inclusion initiatives to meet our stakeholders’ expectations.

Promoting Active Participation of Women

To provide employees who raise children with a more comfortable workplace environment and to support their work-life balance, SUMCO is focusing on creating an environment in which it is easy for women to work by establishing diverse employment support programs such as longer child-care leave period than the statutory leave period, a telework system, and a diverse short working hour system. In 2016, as part of these efforts, the Company has established the SUMCO Nursery School Imari as an in-house day-care facility at our Kyushu Plant in the Imari area, the largest site across the SUMCO Group. We also provide a childcare support allowance for employees who are unable to use the SUMCO Nursery School Imari.

Additionally, we improve support for women employees by developing a “Retiree Comeback Program” that allows employees who are forced to leave the company temporarily due to childcare or other reasons to return to work again. To further increase diversity within the company and to further promote women’s participation, we have set a medium-term goal of increasing the percentage of female managers to 10% in SUMCO* and 12% on a consolidated basis (in SUMCO Group) by 2030, and actively promote regular and experienced female employee hiring.

* Total figures include the number of SUMCO employees assigned to other companies and exclude secondees to SUMCO Corporation from other companies.

As a new form of regional contribution, the facility is a community day-care service based on the Japanese government's Comprehensive Support System for Children and Childrearing. Accordingly, a portion of the capacity is made available to local residents who are not SUMCO employees.

Support programs for each life event

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Program	Name of policy measure	Description
Childcare support	Childcare leave	Eligible up to time child is 3 years old
	Childcare leave at the time of birth	Up to 4 weeks of paternity leave within 8 weeks after the child's birth, which can be divided into 2 periods
	Shorter workdays during childcare	Up to time child enters junior high school, choice of 4-hour or 6-hour workdays
	Flexible work hours	Up to time child enters junior high school, free arrangement of work times during the day adding up to a normal workday of 7 hours 45 minute
	Work from home (remote work) option	Employees in a department and work category enabling them to work from home may choose to work remotely, as their circumstances warrant, at a maximum until child enters junior high school
	Special paid time off	Up to time child enters junior high school, in addition to the legally mandated time off for care of an ill child, paid time off can be taken for the necessary number of days when care for an illness is needed
	SUMCO Nursery School Imari	A nursery school on the company premises, available also to children of employees within access range
	Grants toward nursery school costs	Employees outside the range of access to SUMCO Nursery School Imari can receive monthly grants of 10,000 to 20,000 yen up to time child is 3 years old
Family care support	Family care leave	Leave for care of a family member can be taken for a total of one year in up to three installments
	Shorter workdays during family care	A choice of 4-hour or 6-hour workdays (for a total of up to three years; can be divided into multiple installments)
	Flexible work hours	Free arrangement of work times during the day adding up to a normal workday of 7 hours 45 minutes (for a total of up to three years; can be divided into multiple installments)
	Special paid time off	In addition to the legally mandated time off for family care, paid time off can be taken for the necessary number of days when family care is needed
	Work from home (remote work) option	Employees in a department and work category enabling them to work from home may choose to work remotely, as their circumstances warrant
Other support	Special time off when spouse gives birth	When a spouse gives birth, a total of 3 days of paid time off within 10 days before and after birth
Other support	Return-to-work program for former employees	Former employees who had to leave their job behind for personal reasons such as childcare or family care, and who wish to return, can do so by following the set procedures

PT.SUMCO Indonesia also offers a scholarship program for the children of its employees. We hope that this scholarship will contribute to the future development of Indonesia.
(Photo: Scholarship program event at PT.SUMCO Indonesia)

Employment of People with Disabilities

Employment Ratio of People with Disabilities (SUMCO Group [Japan])

Employment Ratio of People with Disabilities (SUMCO Group [Japan])

*The figure for each fiscal year is the average of the period from January to December of the following year.

The SUMCO Group is actively working to employ persons with disabilities, as demonstrated by SUMCO establishing a company that specifically hires persons with disabilities in Japan. In 2022, the employment rate of people with disabilities in Japan and overseas is 1.55%, and the actual employment rate of people with disabilities in Japan is 2.17%, in comparison with 2.3%, the statutory employment rate.
Due to the increase in total number of employees through securing personnel for production expansion, the employment ratio of persons with disabilities has relatively decreased. However, the entire group is promoting the hiring of persons with disabilities to increase the employment ratio.

Employment of Older Workers

We have set up a re-employment system by which employees, if they are well-motivated and wish to continue working after mandatory retirement at age 60, can continue working until age 65. This allows them to continue working while leveraging their extensive experience, sophisticated skills and high-level abilities.
Additionally, by maintaining the same compensation applied at the time of mandatory retirement even after a regular employee is re-employed, the system allows employees to contribute with a strong sense of motivation even after reaching mandatory retirement age.

Utilization of Global Talent

The SUMCO Group maintains manufacturing plants in the US, Taiwan and Indonesia, as well as sales offices around the world. By utilizing local hiring and actively working to hire and utilize talented global human resources regardless of nationality. The SUMCO Group seeks to achieve even further growth as a global company by improving each other.

Number of Employees

(People)
Item		Actual at end of 2022
Item		Consolidated	Sumco ^*
Regular employees	Total number of people	9,189	4,471
	Male	8,334	4,101
	Female	855	370
	Percentage of female	9.3%	8.3%
Managers	Total number of people	817	512
	Male	760	501
	Female	57	11
	Percentage of female	7.0%	2.1%

Item		Sumco	Remarks
Board member	Total number of people	10	As of Dec. 31, 2022
	Male	9
	Female	1
	Percentage of female	10.0%
New employee	Total number of people	98	FY2022
	Male	72
	Female	26
	Percentage of female	26.5%
Average years of service (years)	Male	15.8	As of Dec. 31, 2022
	Female	12.4
	Difference	3.4

*Total figures include the number of Sumco employees assigned to other companies and exclude secondees to Sumco Corporation from other companies.

Item	Regular employees (As of Dec. 31, 2022)		Temporary employees (2022 average)
Sumco	4,622		682
Consolidated	9,189		1,182
	Japan	6,710
	Overseas	2,479

Number of Employees by Region (Consolidated)

(People)
Region	Number of employees (As of Dec. 31, 2022)
Japan	6,710
North America	605
Southeast Asia	326
East Asia	1,523
Europe	25
Total	9,189

Breakdown of Employees (Consolidated)

(People)
	Managers	General employees	Total (As of Dec. 31, 2022)
Male	760	7,574	8,334
Female	57	798	855
Total	817	8,372	9,189

2022 Data

Number of harassment consultation cases		16
Number of participants in harassment training for management-level employees		1,100
Resignation rate for personal reasons among permanent employees (graph below shows the change in the past turnover rate)		0.91%
Human resource development	Total hours of company-wide training held by the Human Resources Dept.	22,829 hours
	Total cost	136 million yen
	Percentage of employees who attended the above training	32%
	Training hours per employee	4.9 hours
Percentage of persons with disabilities employed	Global Total	1.55%
Percentage of persons with disabilities employed	Japan Only	2.17%

Change in resignation rate among permanent employees

		2018	2019	2020	2021	2022
Resignation rate for personal reasons		0.66%	0.83%	0.77%	0.85%	0.91%
	Men	0.62%	0.73%	0.70%	0.76%	0.88%
	Women	1.16%	2.08%	1.60%	1.88%	1.23%

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Human Resources Development and Utilization