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Non-Financial Highlights

Basic policy

Since our founding, we have supported people's dreams and improved lives through measurement technology at turning points in the times. Together with our colleagues and society, we strive to realize well-being where people can "live with peace of mind" and "live with dignity," by respecting human rights, promoting diversity, and solving social issues through collaboration with local communities.

Efforts to improve employee engagement

At Ono Sokki, we conduct stress checks every year to score employee engagement. In 2024, we worked on building relationships among employees through our medium-term management plan and long-term vision realization projects, and were able to improve psychological safety compared to 2021. In addition, approximately 80% of employees feel that "their company and work are contributing to society," which has also led to an improvement in work engagement.

  • 2024
    psychological safety
    (Standard score)

    Number 1 initiative for improving employee engagement

  • 2024
    Work engagement score (standard score)

    Initiative to improve engagement No. 2

Initiatives for health management

In 2023, we received Silver certification for our Healthy Company designation from the National Health Insurance Association. We are currently working towards obtaining Gold certification and are actively implementing measures to maintain and improve the health and well-being of our employees, as well as enriching their private lives. We also support family education as a family education support provider for the Kanagawa Prefectural Board of Education.

  • 2024
    Parental leave utilization rate*
    (Male full-time employee)

    Number 1 in initiatives for health management

  • 2024
    Parental leave utilization rate*
    (Female full-time employee)

    Initiatives for health management No. 2
  • Initiatives for Health Management No. 3

    Kengin No. 2665

  • Initiatives for Health Management No. 4

Initiatives for Diversity

In 2024, we were able to increase the rate of male full-time employees taking childcare leave to approximately 80%. (The rate for female full-time employees remained at 100%). We will continue to aim for a 100% rate of male employees taking childcare leave (meaning all employees whose children are born are able to take leave), and we will also work to increase the number of days taken.

*This includes those who plan to obtain the qualification across fiscal years.

  • 2024
    Parental leave utilization rate*
    (Male full-time employee)

    Diversity Initiatives_No.01

  • 2024
    Parental leave utilization rate*
    (Female full-time employee)

    Diversity Initiatives_No.02

Non-financial data

  unit 2022 2023 2024
Number of employees (standalone) *1 male people 428 487 486
woman people 103 109 115
total   541 596 601
Percentage of management positions
Gender ratio (single unit) *1		 male % 93.51 93.58 93.72
woman % 6.49 6.42 6.28
Gender ratio of new graduates (※2) male % 70 62 69
woman % 30 38 31
Number of foreign national employees (non-consolidated) *3 people 6 6 6
Employment ratio of people with disabilities *4 % 2.15 2.47 1.67
Average length of service (standalone) *1 male year 16.51 19.32 19.15
woman year 16.85 17.99 17.63
Retention rate of new graduates after 3 years *5 % 86.96 92.31 96.3
Overtime hours (average per person) *6 Hours/Month 4.7 4.9 4.6
Paid leave utilization rate *7 % 88.8 82.2 92.6
Health checkup participation rate % 94 95.3 97.9
Stress check implementation rate % 96.6 96.8 97.3
Work engagement score (standard score)   49.2 50 50.5
Parental leave utilization rate (men) *8 % 22.2 53.3 78.6
Parental leave utilization rate (women) *8 % 100.0 57.1 200.0

*1 As of December 31st of each year. Employees working at the head office and domestic business sites (excluding temporary employees).
*2 New employees (excluding temporary employees) who join the company on April 1st each year and work at the head office or domestic business sites.
*3 As of December 31st of each year
*4 As of June 1st of each year
*5 As of March 31st of each year
*6 Employees working at the head office and domestic business sites (regular employees excluding management positions)
*7 As of December 31st of each year (regular employees excluding management positions)
*8 Calculated based on the Childcare and Family Care Leave Act.