With Employees

Ensuring Diversity of Human Assets

Basic Policy on Employment and Compensation

Building systems and environments in which our diverse human resources can demonstrate their abilities

The Brother Group delivers products and services to customers all over the world with manufacturing and sales facilities in more than 40 countries and regions, and all employees actively work every day as the members of the Brother global team in various environments, which reflect ethnicity, language, culture, customs, and other factors.

The foundation for achieving this is laid out in the Basic Policies of the Brother Group Global Charter  (Global Charter), which stipulate that "the Brother Group respects diversity and provides a working environment that enables our associates to utilize their talents and abilities to the fullest, and the Group also gives them great opportunity through challenging work assignments and provides them with fair, attractive financial rewards." The Codes of Practice in the Global Charter also set forth that, "we must always honor individuals and diversity, and act with trust and respect."
According to these principles, the Brother Group companies aim to eliminate all forms of discrimination based on race, nationality, religion, belief, gender, educational background, age, disability, or anything else, in hiring, evaluation and promotion and also prohibit child or forced labor.

The management and employees of the Brother Group will work together to comply with related regulations and rules, respect respective cultures and customs, evolve the group's personnel system in line with the Global Charter, and continue to improve the workplace environment.

Introducing a target management system to provide fair evaluation and compensation

The Brother Group has a system that fairly and impartially evaluates employees based on their motivation, abilities and achievements and reflects these evaluation results to their compensation. Brother Industries, Ltd. (BIL), for example, assesses its general employees in a way that highly satisfies them, using a target management system with clear criteria. Each evaluated employee receives his/her evaluation results and is subsequently informed of the reasons in a meeting with the supervisor. This approach helps employees review their own performance and raise their motivation to advance toward new challenges, and thereby contributing to human resource development. BIL uses the annual salary system for its employees in management positions.

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To Ensure Diverse Human Resources

Promoting the appointment of women in managerial positions

The ratios of female managers to all managers are different among the Brother Group companies because the history of women's social advancement and their lifestyles and main occupations vary depending on countries and regions. In FY2016 (as of March 31, 2017), the number of female managers increased at Zhuhai Brother Industries, Co., Ltd. in China.

Numbers and Percentages of Female Managers in the Brother Group
Company [Country] March 2016 March 2017
Number Percentage Number Percentage
Brother Industries, Ltd. [Japan] 27 3.4% 28 3.4%
Brother Sales, Ltd. [Japan] 2 2.4% 2 2.3%
Brother Technology (Shenzhen) Ltd. [China]* 25 31.3% 43 32.3%
Zhuhai Brother Industries, Co., Ltd. [China] 15 57.7% 22 62.9%
Brother Machinery Xian Co., Ltd. [China] 2 8.3% 2 6.9%
Brother International Corporation (U.S.A.) [U.S.A.] 87 39.0% 76 35.8%
Brother International Europe Ltd. [U.K.] 7 15.6% 7 15.6%
Brother U.K. Ltd. [U.K.] 14 37.8% 14 35.0%
Brother (China) Ltd. [China] 9 28.1% 9 28.1%
Brother International GmbH [Germany] 5 16.1% 6 18.8%
Brother France SAS [France] 14 41.7% 13 37.1%
Brother Industries (Vietnam) Ltd. [Vietnam] 34 36.6% 37 35.6%
  • *:   In November 2016, the Brother Group consolidated Brother Technology (Shenzhen) Ltd. and Brother Industries (Shenzhen), Ltd.

Changes in the percentage of female managers (Brother Industries, Ltd.)

Changes in the percentage of female managers (Brother Industries, Ltd.)

Employment promotion and support for persons with disabilities

In Japan, companies beyond a certain scale are required by law to ensure that at least 2.0% of their total workforce is comprised of disabled persons. The Brother Group has been promoting the employment of persons with disabilities, and those employees are playing active roles in the positions and workplaces to which they have been assigned according to their aptitudes and abilities. Although the legally mandated employment rate for disabled persons was raised in April 2013, BIL has continuously met this legal requirement, with 2.19% in FY2016.

Changes in the employment rate of disabled persons (Brother Industries, Ltd.)

Changes in the employment rate of disabled persons (Brother Industries, Ltd.)

BIL continues to develop its policy to build a workplace environment where employees, with or without disabilities, can deepen mutual understanding and maximize their abilities by strengthening collaboration among them based on "Trust and Respect" stipulated in the Codes of Practice of the Global Charter.
In accordance with the enforcement of the amended "Handicapped Person's Employment Promotion Act" in April 2016, BIL provides employees with e-learning programs designed to understand the outline and concept of the act as well as workshops by the Brother Group employees certified as job coaches to facilitate specific actions. In addition, BIL selects "work and life consultants for disabled people," who provide advice and other support for employees with disabilities, out of all employees in respective factories, and provides those consultants with a continuing educational program by an external teacher. In such ways, BIL builds a system that enables the entire workplace to understand and support employees with disabilities.