Corporate Social Responsibility

Ebara is committed to contributing to society through cutting-edge products and services and responsible corporate citizenship.

Work Environment

Our people

Vision for Human Resources and Development

Our vision is to establish an environment that maximizes and properly rewards the capabilities of each employee, regardless of gender, nationality, or other factors. In fiscal year 2018, we implemented a personnel system which rewards employees based on their demonstrated abilities.

Personnel Affairs and Human Resource Development Policy

EBARA acts to recruit diverse personnel from around the world and create comfortable working environments where all employees can take on challenges with creative innovation, develop to their full potential, be fairly evaluated for their contributions, and achieve personal fulfillment which will create a corporate culture of growth.

In order to realize the above, we will revitalize our corporate culture through actions including reform of the organization and personnel system and implementation of work style reform.

Major measures to be taken during E-Plan 2019

1 . Transform systems relating to the organization, executives and employees in the interest of creating a “competitive and challenging corporate culture”
2 . Abolish seniority system and revitalize promotions by firmly establishing the role-rank system, as well as realize fair and impartial evaluation and compensation based strictly on ability and performance
3 . Reduce average total working hours through business reforms, promotion of diversity, and work-style reform
4 . Acquire and foster diverse human resources capable of realizing sustainable growth on a global scale

Human Resource Development

The EBARA Group Human Resource Development Committee is made up of eight principal EBARA Group companies. This committee meets to review and implement improvements with the goal of supporting the sustainable growth of the EBARA Group through the development of human resources.

We have implemented a new personnel system for management-level employees at some EBARA Group companies, and conducted a management skill improvement training course for all general managers and managers of four Group companies (EBARA CORPORATION, Elliott Ebara Turbomachinery Corporation, EBARA REFRIGERATION EQUIPMENT & SYSTEMS CO., LTD., Ebara Environmental Plant Co., Ltd.). In fiscal 2018, we have positioned this training as a part of the EBARA Group Human Resource Development Program and expanded the participants to include all managers and general managers at 3 additional Group companies (EBARA DENSAN Ltd., EBARA FAN & BLOWER Co., Ltd., EBARA AGENCY Co., Ltd.).

Human Resource Development Data

Work-life Balance

Work-life Balance and the Ebara Group

EBARA Corporation is committed to providing our diverse employees with tools to achieve work-life balance. In order to do so we have implemented a number of benefits designed to support the work-life balance of our employees. Scope of the benefits listed below is limited to domestic group companies in Japan.

Some examples of benefits include:

Hourly paid leave / half-day paid leave
Allows employees to take paid leave in one-hour or half-day units.

Staggered attendance time scheme
Enables employees to adjust the times at which they start and finish work for reasons such as childcare, nursing care or commute time.

Shortened working hours
Allows employees to shorten their daily work time by up to 1 hour 45 minutes to achieve balance between work and home for reasons such as childcare or nursing care. The scope of this system has been expanded to be applicable for parents of children up to elementary school age.

Program for rehiring former employees
Enables employees who have left the company for personal reasons such as a major life event to be re-employed according to the company’s needs.

Time off for sick / injured childcare
Eligible employees can take a maximum of 10 days per year to care for a sick or injured child or take their child to receive vaccinations or get medical check-ups. If an employee has two or more children, they may take an additional five days to care for a child who is not yet of elementary school age.

Time off for childcare / nursing care
Additional leave is available to employees who must leave work to care for their family.

Telecommuting program
Implemented as part of our efforts to create a more flexible working environment, this program allows those balancing work and childcare/nursing care to work from home or from another pre-approved location.

Volunteer leave / time off
Allows employees to take a leave of absence or time off from work in order to participate in volunteer activities.

Status of Programs Related to Work-Life Balance at Domestic Group Companies

Health and Safety

EBARA Group Safety and Health Policy

In keeping with our commitment to “sustain a safe workplace and strive for a stimulating work environment” as defined in the Ebara Group CSR Policy, the Ebara Group has determined a policy on safety and health. For the construction and maintenance of workplace environments in which safety and health, including the achievement of a proper work-life balance and good mental health, are priorities over all other concerns, the Ebara Group executes the following.

1 . Priority on safety and health
We shall strive to eradicate labor accidents with an awareness that the safety and health of directors, employees, and all other people who work in the Ebara Group are priorities over all other concerns.
2 . Preparation and Implementation of a safety and health management system
We shall prepare a system for management of safety and health, and continuously implement and improve effective management based on risk assessment and other practices.
3 . Heightening safety and health awareness
We shall enhance activities to prevent accidents and disasters, augment safety and health education in areas such as training on foreknowledge of risks (KYT), and otherwise heighten awareness of safety and health.
4 . Compliance with laws and regulations
We shall observe the Industrial Safety and Health Act and all other laws and regulations related to safety and health as well as our in-house rules related to safety and health.

March 28, 2019
Masao Asami
President and Representative Executive Officer, EBARA Corporation

Overview of Occupational Health and Safety Management System

EBARA conducts health and safety management through its Central Health and Safety Committee, membered by division executives in charge of human resources and general affairs divisions, in-house company safety representatives, business site managers, head industrial physicians, and labor union representatives. This committee discusses and promotes occupational health and safety management policies from a Companywide perspective. Information on committee discussions and reports is communicated to the president and the CSR Committee when necessary.

EBARA Corporation holds monthly meetings to collect input from employees and facilitate dialogue between management and labor. These meetings are held at locations with employee numbers less than the legal threshold (of 50 or more) for mandatory meetings defined in the Industrial Safety and Health Act of Japan.

Measures to Enhance Safety and Health

Health Improvement Programs

Name Scope Overview
1. e-Walking program EBARA Group employees (domestic consolidated subsidiaries) Employees are encouraged to engage in aerobic exercise through the provision of a framework that enables employees to check their step counts via pedometer or smartphone. Participants can submit their results to a ranking on a dedicated website to better enjoy increasing their step count.

i. Virtual walking rally utilizing Japan and world maps
ii. Distribution of health information combining health diagnosis and step count results (when requested)
2. Diet checks EBARA Group employees (domestic consolidated subsidiaries) Employees can check the calorie and nutrition information of their food by registering through a dedicated application and photographing their meals with their smartphone prior to eating.
Moreover, employees are able to receive advice from nutritionists on sugar limits, for individuals with high blood sugar, or on diets.

We also hold regular campaigns where we present overweight employees that have lost weight with gifts of brown rice that weigh as much as the weight they have lost to help these individuals visualize the amount of weight lost.
3. Support for stopping smoking EBARA Group employees that smoke (domestic consolidated subsidiaries) One week at the end of May is designated as “stop smoking week,” during which we set up smokerlyzers around smoking areas at business sites to measure carbon monoxide levels while also spreading awareness regarding medical assistance for stopping smoking.

Medical assistance is provided for individuals looking to quit smoking at clinics located in business sites.

If an individual that does not work at a normal business site seeks to quit smoking, they can be referred to an outside medical institution. Those individuals that successfully stop smoking within a defined period* will be reimbursed half of the cost of their medical assistance.

*The defined period is one year and the results are confirmed at health examinations in the following year.

Safety Patrols by Consultants

In addition to safety patrols at business sites, EBARA arranges for business site diagnoses by occupational health and safety consultants. Such consultants are also asked to confirm the status of measures for preventing recurrences of accidents at sites where occupational accidents have occurred. The results of these activities are reported to the Central Health and Safety Committee.
These measures ensure that we are able to improve the levels of occupational health and safety at all business sites while simultaneously guaranteeing safety.

Safety and Health Data

EBARA formulates and implements occupational health and safety plans aimed at achieving its goal of lowering the rate of occupational and property damage accidents at the Company, Group companies, and subcontractors. A target of below 8 accidents per 1,000 people has been set for this occupational health and safety indicator to be achieved by the fiscal year ending December 31, 2020.

Should an occupational or property damage accident occur, the manager of the respective business site will analyze the causes and formulate measures for preventing recurrence, and discussions will be held by the respective occupational health and safety committees.

♦Key Japan Group Company Data
Industrial Accident Status Fiscal Year ended EBR ED EFB ERS EETC EEP EFT EA
Total Number of employees 2018/12*1 3,951 186 276 567 449 2,164 214 152
Frequency rate*2 2018/12 0.1 0.0 1.7 0.0 0.0 0.7 0.0 0.0
2017/12*1 0.0 0.0 4.8 1.2 1.5 0.3 0.0 0.0
2017/3 0.1 2.3 5.4 0.9 0.0 0.9 0.0 9.5
2016/3 0.4 4.8 0.9 0.8 4.5 1.2 0.0 8.1
2015/3 0.1 2.4 3.6 0.7 5.6 0.5 0.0 8.1
Occupational Fatalities 2018/12 0 0 0 0 0 0 0 0
2017/12*1 0 0 0 0 0 0 0 0
2017/3 0 0 0 0 0 0 0 0
2016/3 0 0 0 0 0 0 0 0
2015/3 0 0 0 0 0 0 0 0
Number of Industrial Accidents*3 2018/12 26 0 5 0 1 29 0 0
2017/12*1 12 2 4 1 2 14 1 0
2017/3 19 1 3 1 0 37 1 2
2016/3 13 2 2 1 4 34 0 2
2015/3 9 1 1 7 5 24 0 3
*1 9 months (2017/3~2017/12) of data is shown here, due to our change of fiscal year end date.
*2 Frequency rate is calculated based on the number of accidents that result in death or missed work ((Number of causalities or injuries due to occupational accidents÷Total hours worked)x1,000,000), No fatalities among employees, including temporary/other workers, in fiscal year ended 2017/12.
*3 Includes accidents not serious enough to result in missed work.

EBR: EBARA CORPORATION ED: EBARA DENSAN LTD. EFB: EBARA FAN & BLOWER CO., LTD ERS: Ebara Refrigeration Equipment & Systems Co., Ltd. EETC: Elliott Ebara Turbomachinery Corporation EEP: Ebara Environmental Plant Co., Ltd. EFT: EBARA FIELD TECH. CORPORATION EA: EBARA AGENCY CO., LTD.

External Recognitions

EBARA Obtains the Highest DBJ Health Management Ranking