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Non-Financial Highlights

basic policy

Since our founding, we have supported the realization of people's dreams through measurement technology at the turning points of the times, contributing to a better life. Together with our colleagues and society, we strive to achieve well-being that allows for 'safe living' and 'living with dignity' by respecting human rights, promoting diversity, and addressing social issues through collaboration with local communities.

Efforts to Improve Engagement

Ono Sokki conducts annual stress checks and scores employee engagement. In 2024, efforts will be made to build relationships among employees as part of mid-term management plans and long-term vision realization projects, which have improved psychological safety compared to 2021. Furthermore, about 80% of employees feel that their company and work contribute to society, which also leads to an increase in work engagement.

  • 2024
    psychological safety
    (deviation value)

    Efforts to Improve Engagement No.1

  • 2024
    Work Engagement Score (Standard Score)

    Efforts to Improve Engagement No. 2

Initiatives for Health Management

In 2023, we obtained the silver certification from the National Health Insurance Association for our health corporate declaration. We are actively working towards obtaining the gold certification by implementing measures to maintain and promote employee health and enhance their private lives. Additionally, we are engaged in initiatives to support family education as a provider of family education support services in collaboration with the Kanagawa Prefectural Board of Education.

  • 2024
    Paid leave acquisition rate

    Initiative No.1 for Health Management

  • 2024
    Health check-up participation rate

    Initiative No. 2 for Health Management
  • Initiative No. 3 for Health Management

    Ken Bank No. 2665

  • Initiative No. 4 for Health Management

Efforts towards diversity

In 2024, we were able to improve the paternity leave uptake rate among male regular employees to about 80% (the uptake rate for female regular employees remains at 100%). We will continue to aim for a 100% paternity leave uptake rate for men (ensuring that all employees who have had children are able to take leave) and will also work on increasing the number of days taken.

Includes those expected to acquire across fiscal years.

  • 2024
    Childcare leave acquisition rate※
    (Male regular employees)

    Efforts towards Diversity_No.01

  • 2024
    Childcare leave acquisition rate※
    (Female regular employees)

    Efforts towards Diversity_No.02

non-financial data

  unit the year 2022 the year 2023 the year 2024
Number of employees (individual) *1 male person 438 487 486
woman person 103 109 115
measure   541 596 601
Gender ratio in management positions
(individual basis) *1		 male % 93.51 93.58 93.72
woman % 6.49 6.42 6.28
New Graduate Gender Ratio *2 male % 70 62 69
woman % 30 38 31
Number of foreign employees (individual entity) *3 person 6 6 6
Employment rate of persons with disabilities *4 % 2.15 2.47 1.67
Average years of service (individual) *1 male year 16.51 19.32 19.15
woman year 16.85 17.99 17.63
Retention rate of new graduates after three years *5 % 86.96 92.31 96.3
Overtime work hours (average per person) *Note 6 Time/Month 4.7 4.9 4.6
Paid leave acquisition 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
Childcare leave acquisition rate (for men) *8 % 22.2 53.3 78.6
Childcare leave acquisition rate (women) *8 % 100.0 57.1 200.0

*1 As of December 31 of each year. Employees working at headquarters and domestic business locations (excluding temporary employees)
*2 New employees working at headquarters and domestic business locations who joined on April 1 of each year (excluding temporary employees)
*3 As of December 31 of each year
*4 As of June 1 of each year
*5 As of March 31 of each year
*6 Employees working at headquarters and domestic business locations (excluding managerial full-time employees)
*7 As of December 31 of each year (excluding managerial full-time employees)
*8 Calculated based on the Child Care and Family Care Leave Act.