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With Employees
Ensuring Diversity of Human Assets
Basic Policy on Employment and Benefits
Building systems and environments in which our diversity of human resources can demonstrate their abilities
The Brother Group does business from 16 manufacturing facility and 52 offices located in 44 countries and regions around the world (as of July 2011). Our all employees are active as the "Brother" global team on a global stage where environments differ by ethnicity, language, culture, customs and a whole lot more.
The foundation for achieving this is laid out in the Brother Group Global Charter (the Global Charter) as our mission to "respect diversity, and provide a working environment that enables our associates to utilize their talents and abilities to the fullest. The Brother Group gives them great opportunity through challenging work assignments, and provides them with fair, attractive financial rewards." Our Codes of Practice in the Global Charter then sets forth, "We must always honor individuals and diversity, and act with trust and respect." According to this policy, at any of our Brother group companies, we are setting out to eliminate discrimination of any nature in hiring, evaluations and promotions, whether by race, nationality, religion, beliefs, gender, scholastic achievements, age, the existence of handicaps or not, or anything else, and the use of child or forced labor are strictly prohibited.
Both management and employees in the Brother Group are expected to continue to observe rules and regulations, respect other cultures and customs, and continually strive for improvement in the workplace environment by evolving the personnel system in line with the Global Charter.
Introducing a target management rating system for fair evaluations and treatment
The Brother Group has a system that fairly and impartially evaluates employees by their motivation, skills and results, and reflects those findings in how employees are treated. For example, for employees, a highly convincing rating system is used based on target management against clear evaluation standards. The results of evaluations are disclosed individually to the evaluated employees and then discussed with them in feedback meetings for mutual understanding. This approach is a form of human resource development as it invites the employees to reflect on their work and enhances their motivation to grow toward new targets. The annual salary system is used for managers.
Ensuring a Diversified Human Assets
Promote the appointment of female employees in managerial positions
The number of female managers increased in FY 2010 (as of March 31, 2011) at Brother Industries, Ltd. and other companies of the Brother group notably in Shenzhen, China and Brother Industries Ltd. although the actual percentage of female managers accounted for the entire managers still varies in each country and region because of the differences in historical, social and cultural backgrounds and job titles.
Number and Percentage of Female Managers in the Brother Group
| Company (Country) |
March 2010 |
March 2011 |
| Number |
Percentage |
Number |
Percentage |
| Brother Industries, Ltd. [Japan] |
15 |
2.0% |
18 |
2.3% |
| Brother Sales, Ltd. [Japan] |
1 |
1.9% |
0 |
0.0% |
| Brother Technology (Shenzhen) Ltd. [China] |
14 |
31.8% |
17 |
27.4% |
| Brother Industries (Shenzhen) Ltd. [China] |
2 |
16.7% |
7 |
28.0% |
| Zhuhai Brother Industries, Co., Ltd. [China] |
9 |
50.0% |
9 |
52.9% |
| Brother Sewing Machine Xian Co., Ltd. [China] |
5 |
26.30% |
4 |
17.4% |
| Brother Industries Technology (M) Sdn. Bhd. [Malaysia] |
5 |
13.5% |
6 |
24.0% |
| Brother International Corporation (U.S.A.) [U.S.A.] |
55 |
36.7% |
53 |
34.4% |
| Brother International Europe Ltd. [U.K.] |
6 |
15.4% |
7 |
16.7% |
| Brother U.K. Ltd. [U.K.] |
15 |
50.0% |
14 |
45.0% |
| Brother (China) Ltd. [China] |
7 |
21.9% |
7 |
31.8% |
| Brother International G.m.b.H. [Germany] |
1 |
7.1% |
1 |
7.1% |
| Brother France S.A.S. [France] |
8 |
33.3% |
9 |
36.0% |
| Brother Industries (Vietnam) Ltd. [Vietnam] |
7 |
16.7% |
9 |
20.4% |
Promoting employment and support for persons with disabilities
In Germany, France and Japan, businesses are obliged to hire a certain percentage of persons with disabilities by laws and regulations. For example, Japanese law stipulates that businesses of a certain size and larger must fill a minimum of 1.8% of the total workforce with disabled persons. Though there is no legal employment rate in China on the employment of persons with disabilities, there are some local governments that provide financial assistance for hiring disabled persons. The Brother Group is hiring persons with physical disabilities according to the situations in each of these countries and regions.
The employment rate of disabled persons by Brother Industries, Ltd. (BIL) in FY2010 exceeded the legal minimum at 2.09%, and those employees are engaged actively in positions assigned in accordance with their qualifications and performances.
BIL has been working on a policy to build a workplace environment where employees, whether handicapped or not, can work cooperatively with mutual understanding and take full advantage of their capabilities, based on "Trust and Respect" in the Codes of Practice of the Brother Group Global Charter. Notably, in FY 2010, BIL worked with Be Top Staff, Ltd., a Brother Group company, to train and support in-house job coaches who offer impartial advice and guidance to help handicapped individuals with their work.
These job coaches visit workplaces periodically to talk with handicapped employees and workplace members, propose ways to overcome difficulties, discuss how to make the workplace better for handicapped employees, and hold workshops to teach more about the characteristics of disabilities. Meanwhile, BIL (in-house job coaches, workplace members, and the Personnel Department) works with an external specialized institution on ways to help handicapped employees better adapt to the workplace, develop skills, and enhance motivation in line with the abilities of each handicapped individual.
BIL remains committed to building a workplace environment where handicapped employees can play an increasingly important role and to becoming a company that offers job satisfaction to employees with or without disabilities.
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