EDION Group's Code of Ethics states, "We will strive for a comfortable workplace, fair and impartial treatment of employees, and the development of abilities." Regarding the employee composition, we respect and accept differences based on various backgrounds of employees such as gender, nationality, age, employment type, etc., and actively utilize them to meet the ever-changing business environment and diversifying customer needs. Yes.
Related SDGs
Creating a comfortable workplace
EDION, we are making efforts and support to harmonize work and personal life according to the lifestyle of each employee so that they can continue to work in a rewarding and lively manner.
Promotion of work-life balance 
EDION recommends reducing overtime by improving operational efficiency and taking systematic paid vacations, and is strengthening initiatives to realize proactive work and vacation reforms.
Optimization of working hours
EDION has been working to improve work practices with the aim of “optimizing working hours” as a work style reform since fiscal 2017. Employee awareness has increased year by year since the beginning of work style reforms, and average overtime hours have steadily declined. We will continue to promote work style reforms.
[Main initiatives]
- Set overtime hours targets for each department, manage performance, and disclose on the company intranet
- Labor-management time management council held monthly
- Setting No Overtime Day
Take paid leave
In order to make it easier for employees to take paid vacations, we are promoting training and promoting the understanding and acquisition of the paid vacation system through various training programs and notification via the company intranet. In addition, we disclose the leave schedule related to the work-life balance of employees and promote the planned take of annual leave.
EDION 's Industrial Relations
EDION organizes trade unions and welfare associations. EDION Group to survive and develop continually endeavors to support richness and abundance in our customers' lives., labor and management must properly recognize the environment and management issues surrounding the EDION Group and promote mutual understanding and mutual trust. We continue to talk while building and aim to increase brand value. In addition, through various exchange activities, such as co-sponsored training and social contribution activities, we are promoting activities that enhance communication between labor and management and foster a sense of unity.
Labor-Management Council
EDION holds regular monthly labor-management councils attended by representatives of both labor and management to actively check the working conditions and working environment of employees and exchange opinions on points for improvement and issues. In addition, management councils are held regularly, and top management of labor and management hold discussions. Furthermore, the most important themes are decided after thorough consideration and discussion in the labor-management project. Labor and management are cooperating to carry out thorough activities to disseminate information on working conditions and various systems introduced through this process, such as disseminating information on the company intranet and distributing them in union magazines.
Balancing support system (support for childcare and nursing care) 
EDION has introduced various systems and measures to balance work and childcare and nursing care in order to achieve a work-life balance and increase the productivity of each employee. We aim to be a company that can "career up".
* For details on support for women's achievements Here
| System contents | |
|---|---|
| Pregnancy, childbirth and childcare support |
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| Nursing care support |
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Benefits for diverse work styles 
In order to ensure that each employee can work with peace of mind, we are working to enhance various benefits in addition to the balance support system.
Thorough health and safety management 
EDION strives to prevent accidents and raise safety awareness, aiming for a comfortable work environment where employees can live a healthy and safe work life.
Occupational safety
Health and Safety Committee
The Safety and Health Committee takes the lead in promoting company-wide safety and health initiatives, including measures to prevent health problems caused by long working hours and health management among employees. The Safety and Health Committee reports and deliberates on safety and health activities, decides on improvement measures, confirms the status of health examinations, stress check results, etc., and works to disseminate and promote safety and health education through workplace safety and health personnel. I'm trying.
[Main implementation details]
- Formulation of implementation plans and dissemination to workers of measures to prevent health problems caused by long working hours of workers
・Development of standards for determining methods and systems for implementing face-to-face guidance regarding health management, and targets for face-to-face guidance or measures equivalent to face-to-face guidance
・Creating an environment for workers to appropriately make requests regarding health management, and ensuring that workers are not treated unfavorably as a result of making requests.
Measures to prevent this from happening
・Inspection of facilities, equipment, etc., confirmation of usage status, and necessary measures based on these results
・Medical examination and measures for health promotion
・Safety and health education
・Emergency measures in case of abnormal situations
・Investigation of causes of industrial accidents and measures to prevent recurrence
・Collection of safety and health information and statistics on occupational accidents, sickness, and absence from work (number of occupational accidents in 2022: 25)*Only for those on leaveFrequency rate 0.85 Severity rate 0.03)
・Various reports, notifications, etc. related to safety and health to related administrative agencies
Near-miss activities
- (*1) A near-miss incident is a case of a near-miss or a hatred that is a precursor to an accident or disaster. A series of activities to eliminate the latent danger of nipping disasters in the bud by discovering them and taking countermeasures is called "hiyari-hatto activities."
Implementation of disaster drills
EDION, we regularly hold "fire drills", "evacuation drills" assuming a large-scale disaster, and "safety confirmation drills" to confirm the safety of all employees, including those who are out of the office, using a safety confirmation system. I am doing it.
In addition, under the guidance of specialists, we regularly conduct training and training on emergency resuscitation methods, including how to handle AEDs.
Disaster prevention stockpile
EDION has formulated a plan (BCP = Business Continuity Plan) for business (business) activities to be “discontinued / stopped” or “recovered early” in the event of a disaster such as a large-scale earthquake. In the event of a large-scale disaster, it is possible that employees may not be able to return home due to the disconnection of public transportation or the collapse of roads. Food, water, cold protection sheets, masks, simple toilets, etc.) are distributed to employees.
Safety driving training and enlightenment
We continue to hold training sessions and educational activities for safe driving for the purpose of preventing traffic accidents for employees. At the distribution service base, the management supervisor is based on various cases for outside workers and company-owned vehicle drivers every month for the purpose of preventing insufficient confirmation of drivers and lowering awareness of crisis and maintaining a sense of tension at all times. We carry out safe driving training. In addition, we are working to raise the safety awareness of each and every employee by using the company intranet to encourage all employees to drive safely at the time when special attention is required for driving the car, such as during the year-end and New Year holidays.
Harassment measures / special contact
EDION stipulates in its Code of Ethics that employees respect each other's human rights, pay attention to their health, and strive to foster a sound organizational culture free from unfair discrimination and sexual harassment. We have set up a consultation desk to maintain a comfortable working environment where employees can carry out their duties while being respected as individuals. When responding to consultations and complaints, we take care not to cause any disadvantage to the consultant, but also give due consideration to the honor, human rights, and privacy of the target person. In addition, in order to deepen understanding of harassment and prevent it from occurring in-house, we are working to raise awareness and prevent it through various training programs.
Health management
EDION Group is working to optimize working hours, improve lifestyles, and take measures for mental health in order to maintain and promote health.
Diversity & inclusion
Supporting the active participation of female employees 
By promoting the active role of women, one of the attributes of diversity, we aim to enable female employees to play an active role in all aspects of the company and to reflect diverse values and perspectives in overall business activities.
Supporting career development of female employees
In the “Diversity Promotion Labor-Management Project” that has been promoted by both the company and the labor union since March 7, 2016, we are working to promote the active participation of female employees in order to “become a workplace where women can continue working” is.
Female employee career vision training
We are conducting training as a place to think about how young female employees will become leaders in the future and how to pursue a fulfilling career both publicly and privately.
In the training for general female employees up to the sixth year after joining the company, you will learn about the personnel system and company support system, and learn to work with a more specific long-term career vision. In addition, in training for female employees with more than 10 years of experience as leaders, we will learn to become human resources who can demonstrate leadership while making the most of femininity and encourage juniors to work positively.
System to support work-life balance
The maternity leave system before and after childbirth, as well as a special paid leave system for those who can't work due to severe morning sickness during pregnancy, and a short-time childcare system that allows employees to reduce work hours until returning to junior high school after returning to work, In addition to the special leave system for nursing children, maternity allowances such as maternity allowances, birth allowances by insurance, lump-sum childcare lump sum, gifts for elementary school students and junior high school students, so that you can continue working while giving birth and raising children. We have a number of systems.
smile shine meeting
- (*1) Employees who work with a smile on their face and think about their own plans for the future are called “Smile Shine.”
Acquisition of Kurumin, a childcare support company certification mark
Based on the Act on Promotion of Measures to Support Raising Next-Generation Children, we acquired "Kurumin" (* 1) as a child-rearing support company in 2017 as a result of efforts to keep women working for a long time.
In addition to directly supporting women, we also provide male employees with special paid leave when their spouses give birth, so that employees can balance their work and life and create a comfortable employment environment.
- (* 1) "Kurumin" achieves the goals set in the plan among the companies that have formulated the general business owner action plan based on the Act on Promotion of Measures to Support Raising Next-Generation Children by the Minister of Health, Labor and Welfare, and meets certain standards. It is certified as a "child-rearing support company" by applying for it.
Support the success of diverse human resources 
Promotion of employment of people with disabilities
Based on the idea of normalization, we are working to create a work environment where employees can work together and demonstrate their potential regardless of disabilities. At present, people with various disabilities are playing an active role at each site. We will continue to expand applicable duties and duties, increase the number of jobs that people with disabilities can do with confidence, and continue to provide guidance so that they can grow personally. We will continue to.
Foreign recruitment
EDION continues to hire foreigners, regardless of nationality. He is from many countries such as China, South Korea, Brazil, and the Philippines, and is active in various fields such as sales offices and head office departments. We provide guidance and education to foreign employees assigned to stores based on the educational tools and various manuals of the "Customer Service Quality Improvement Education DVD".
Retirement reemployment system (continuous employment system)
As the elderly are required to secure stable employment, we are rehiring those who are willing to work at EDION even after retirement. By providing a place where employees can utilize the practical knowledge and experience they have cultivated over many years until retirement age, we have established a system that allows employees to continue to contribute to and contribute to the development of the company's business even after retirement age. Each time we re-employ or renew the contract, we will review the work we are in charge of, taking into consideration the ability, aptitude, work experience, etc. of the target person, and the treatment will be commensurate with that. EDION will continue to provide an environment in which seniors with many years of experience and high skills can play an active role.
Fixed-term contract employee employment system
We employ fixed-term contract employees in accordance with labor-related laws and regulations, and treat them appropriately in accordance with employment regulations and various regulations regarding various social insurance and vacations stipulated by law.
Temporary employee employment system
At each EDION office and group company, dispatched employees based on the Worker Dispatching Act are employed. When employment of dispatched employees in the EDION Group, we conclude contracts with dispatching companies and create and manage ledgers based on the Worker Dispatching Law, guidelines on measures to be taken by dispatched laborers, and other laws and regulations. ..
Improve employee skills and motivation
Fair and impartial evaluation and treatment 
Personnel system
EDION has introduced an evaluation system that considers both performance and processes. Based on an evaluation system that emphasizes process, we will lead to the growth of each individual by practicing actions that lead to results. In addition to providing feedback on evaluation results to the individual, the system is linked to other human resources systems such as qualification systems, salary systems, and skill development systems, leading to increased employee motivation, promotion of skill development, and fair and just treatment.
[What is EDION 's personnel system?]
- To develop the skills of employees and use the people who play the role expected of the company.
- To be treated according to the level of work (different levels of roles and responsibilities).
- To nurture through work, where work grows employees.
full-time employees appointment system
EDION has established a system in which non-regular employees are hired as full-time employees in accordance with the type of work, the level of responsibility involved, changes in personnel, and changes in roles.
Regional limited employee system
In order to promote the diversification of work styles, we have established a region-specific employee system. This is a system that provides opportunities for employees who find it difficult to relocate due to childcare or nursing care, as well as excellent human resources who want to pursue a career as full-time employees or superior as a full-time employee, although there are restrictions on working hours.
How you can feel rewarding 
EDION aims to create an organizational culture where employees can think and challenge themselves, backing up the career development and ability development of employees from various aspects, and aiming for an organizational culture where both the company and individuals can realize the joy of growth together. .
Award system
EDION has introduced a “long-term service award system” for employees who have worked sincerely for many years, and an “accomplishment system” for awarding employees or organizations that have made significant contributions to the company and acted as models for other employees. doing.
Self-report system
We have a self-reporting system for all employees every year. Each employee's current and future career and work philosophy, proposals and requests for the company, other departments and own department, request for transfer, health and family conditions of employees and their families, aptitude and interest in work, You can communicate your overall job and workplace satisfaction, including communication with members, directly to the Human Resources Department without going through your direct supervisor.
Internal recruitment system
We have set up an "internal recruitment system" to disclose information on departments that require human resources to employees when launching new projects or expanding business. We support employees to improve their careers by providing them with the opportunity to experience various jobs on their own. In addition, we aim to achieve optimal placement as a company.
Call for ideas for business improvement and cost reduction
In order to raise employee awareness and motivation for cost reductions, and to improve business productivity and foster a corporate culture, the Company has adopted a “work improvement and cost reduction idea recruitment system” for all employees. The Business Improvement Promotion Secretariat collects ideas that lead to business improvements and cost reductions proposed by employees themselves. Good ideas are positively reflected in the work, and excellent ideas are commended.
Qualification acquisition incentive system
従業員の能力開発の機会を増やし、キャリア形成を支援する制度の一つとして、「資格取得奨励制度」を導入しています。
資格取得基準に基づいて合格時には補助金を支給するなど、資格取得を積極的に支援しています。
※対象となる資格・検定は定期的に見直しを行っています。
主な対象資格：家電製品アドバイザー、家電製品エンジニア、スマートマスター、フォトマスター、電気工事士 ほか
Education and training 
EDION supports the growth of each and every employee in our daily activities and supports career development through various training programs and personal development.
EDION 's training system provides off-the-job training (Off-JT) through group training, such as "selective education," "purpose-based education," and "professional-specific education," in addition to "level-based education" according to the date of joining the company and job responsibilities. And on-the-job training (OJT) conducted through daily work at the workplace.
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Distance learning course
We offer a wide range of courses on qualification, language, management, business skills, etc. so that you can aim for personal development and personal skills improvement.
This system allows you to receive tuition subsidies according to the subsidy set for the course at the completion of the distance learning course. -
e-learning course
From basic knowledge for handling manners, personal information protection, information security, transport / installation of air conditioners, and customer service, to training for individual manufacturers and products, we provide an environment where useful knowledge can be incorporated at any time.
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Life plan seminar
Students will learn basic knowledge about public pensions, social insurance, and defined contribution pension plans (retirement plans) and various procedures, and will assist in preparing for second life after retirement.