Murata places great emphasis on employee satisfaction. Based on a policy of respect for human rights and fair treatment of employees, we have created a workplace environment in which our employees can display their abilities in a safe and healthy environment.

Respect for Human Rights

Human Rights and Labor Policies

We (Murata Manufacturing Co., Ltd. and the member companies of the Murata Group) have formulated a CSR Charter, which provides standards to be observed by all individuals working for Murata. Recognizing that human rights are both universal and an important element in business, and that respect for human rights is a social responsibility in the quest to realize sustainable business activities, we have established “Human Rights and Labor Policies”, and with respect for humanity as our guiding principle, we will make every effort to respect and protect human rights. If any problem arises against these Policies, we will take appropriate corrective actions.
We expect all of the companies and individuals involved in our supply chains to support the intent of these Policies, and to act to fulfill their social responsibility.
  1. Respect for fundamental human rights:
    We will respect the cultures, religions, customs, and histories of all countries and the fundamental human rights guaranteed by constitutions, laws, and regulations, and we will protect and never violate these fundamental human rights.

  2. Prohibition of inhumane treatment:
    We will not tolerate cruel and inhumane treatment, including any type of abuse or harassment.

    ・We guarantee workplaces where employees are not threatened and feel no fear resulting from any type of harassment, sexual abuse, corporal punishment, mental or physical oppression, verbal violence, or the like.

  3. Prohibition of forced labor and child labor:
    We will guarantee that all labor is voluntary and will not have any involvement with forced labor or child labor at any stage of our business activities. 

    ・Employees shall retain and manage their own legal documents including passports, other government-issued identification documents, and travel documents and shall not be required to hand over the original documents.
    ・No fees or guarantee money of any type shall be collected in relation to employment.
    ・Employment agreements shall be executed in the native language of employees so that they understand.
    ・Confirmation of age based on documents issued by official organizations shall be rigorously carried out and minors under the age of fifteen years old shall not be employed.

  4. Prohibition of discrimination:
    We will eliminate discrimination from employment, and realize equal opportunity and fair treatment. 

    ・There shall be no discrimination in hiring, promotion, raises, evaluations, training and education, wages, benefits, rewards, discipline, termination, or other employment practices on the basis of age, disability, ethnicity, sex, marital status, nationality, political affiliation, race, religion, sexual preference, gender identity or sexual expression, participation in labor unions, and so on.
    ・Employees shall not be subject to improper discrimination such as reduction in pay, demotion, or termination on the grounds of pregnancy or having children.
    ・Except when specified by laws and regulations or to ensure individual safety or workplace safety, employees shall not be required to undergo pregnancy testing or other medical testing (such as for type B hepatitis or HIV)  and shall not be subject to improper discrimination on the basis of test results.

  5. Respect for workers' rights:
    We will observe global standards, and, based on the laws of the countries in which we conduct our business activities, we will respect the activities of workers’ organizations, and strive to realize open communication based on mutual trust. 

    ・We will respect the right to form or participate in organizations such as labor unions, worker committees, and so on as a right recognized by law.
    ・We will respect the right to engage in collective bargaining without interference, discrimination, retaliation, or harassment.

  6. Guarantee of appropriate employment conditions (working hours and wages) :
    We will observe global standards, and appropriately arrange working hours, holidays, and leaves within the scope stipulated by the laws and regulations of the countries in which we conduct our business activities. We will fully observe all wage-related laws in paying wages, and we will not unjustly reduce wages. 

    ・We will create trustworthy work time management systems, accurately record work times and days off, and perform management to prevent infringement of work time management rules that must be complied with.

Creating a Workplace Environment and Personnel System Free from Discrimination

Based on "Human Rights and Labor Policies", Murata has established a working environment and personnel system free from discriminatory treatment based on race, beliefs, gender, religion, nationality, disease, or other reasons.
Moreover, to raise employee awareness of these issues, our graded training programs include human rights education content. Throughout the Murata Group's offices and plants, both in Japan and overseas, child and forced labor are strictly prohibited.

*To abolish child labor, we have identification check during employment for preventions.
No child labor incident was reported so far.
No of child labor Incidents for the last 5 years
2012 2013 2014 2015 2016
0 0 0 0 0

Fostering Human Resources

Self-selected Career Paths according to Aptitude

Seeking to make the most of every individual’s personal strengths and characteristics, Murata provides its employees with opportunities to utilize their skills and strengths to the maximum and to make choices with consideration of their own career paths.

For younger employees, we offer a career development program featuring deployment in diverse roles at various locations, enabling them to plan their careers in line with their personal skills. For employees on a general management career path in their fourth year of work for Murata, we have established a system enabling the formulation of a plan for a new career direction, based on their own desires and consultation with superiors, and a system enabling a change of position for a period of two years for the purpose of personal education. In addition, we have also instituted a system of "in-house staff recruitment" whereby employees can select their career tracks themselves.

Furthermore, for mid-level employees, we have introduced a personnel management system by contribution course. In this system, each person’s expected contribution (management, specialist personnel, etc.) is made clear, and evaluations and development are realized in accordance with that contribution. Murata will assist employees at the middle level or above to think for themselves about how they can utilize their own strengths and natural abilities to continue contributing to the Company’s performance, and it will help them to continue developing those strengths and natural abilities.

In the future, while responding to the changes of the times and the demands from society, Murata will continue striving to make improvements for the development of a work environment that allows each and every employee to make a significant contribution.

Developing World-Class Engineers

For Murata, the basis of research and development is vertical integration of technologies. While engineers are specialists in their unique technological areas, they are also required to gain extensive knowledge in other related fields.
As an educational program aimed at improving the skills of its engineers, Murata offers Engineering Education Courses.
Our top in-house engineers in each field act as instructors and cooperate in offering standard, basic, and specialist courses, thereby supporting the development of engineers. In addition, by holding in-house lecture meetings led by visiting lecturers, Murata also provides engineers with opportunities to be exposed to advanced technical information from outside the Murata Group as well as academic information. Large numbers of engineers from throughout Murata’s domestic network take the Engineering Education Courses, which help them to develop their own abilities. In the future, we also intend to increase the availability of Engineering Education Courses at our overseas offices.

Global Personnel Rotation-About 20 Employees Sent Abroad Each Year in the Overseas Training Program

In 1981 Murata introduced its Overseas Training Program, which sends young employees abroad. The program seeks to give employees a chance to experience life and work overseas early in their careers, so as to foster engineers and businesspeople who can think and act with an international perspective. The program offers employees a variety of opportunities, including conducting research at overseas universities and research institutions, receiving language training in the U.S. or China, and receiving practical training at overseas affiliates.

The program sends 20-30 employees overseas every year. Employees are selected for the program by recommendation or by calls for applications. In fiscal 2014, the program will continue to foster human resources with an international perspective, able to act on the global stage.

Moreover, to promote the appropriate global placement of personnel, in 2007 Murata established a rotation system for sending overseas employees to the Head Office in Japan and local affiliates in other countries.

This rotation system, which has sent an accumulated total of more than 320 employees as of fiscal 2016, not only enhances the motivation of the dispatched employees themselves, it also encourages a borderless flow of people in each country, helping pave the way for Murata employees across the globe to act in concert toward achieving a singular goal.

To accelerate such developments, we are planning a personnel system suited to global personnel rotation.

Equal Opportunities and Workplace Diversity

An Open Attitude toward Diversity, in an Organization of Diversity

In accordance with our company slogan “Innovator in Electronics,” which is shared by all employees, Murata seeks to encourage further innovation (the creation of new things based on novel ideas and unfettered concepts) by diverse employees through the promotion of diversity and inclusion.

We have created systems, such as a childcare support system, that have enabled us to hire diverse personnel and those personnel to continue working, and we have provided support for the creation of working environments and the formation of career paths that enable every employee to independently develop and utilize their diverse abilities.

In the future, we will foster a workplace culture and an awareness among employees that is accepting of different ideas and perspectives, and allows these ideas to be put to use and to spark off each other, making it possible for every employee to grow and to generate innovation.

Number of Employees by Region Number of Employees by Region

Expansion of Opportunities for Women

Murata has worked hard to support the recruitment and the continued employment of highly talented personnel, without consideration of gender. As a result, there is almost no difference between our male and female employees in terms of years of continued employment with the company. In the future, seeking to further promote the success of our female employees, we intend to make even greater efforts to provide opportunities for active career development and the creation of an environment enabling female employees to play larger roles. In addition, we have established a Diversity and Inclusion Initiatives Committee to help ensure that all employees are able to succeed irrespective of their gender. The committee studies the ideal conditions to promote success, and implements activities seeking to entrench those conditions within the company. Our Action Plan in relation to the Act for the Promotion of the Success of Female Employees has established the following major goals for a three-year period commencing in fiscal 2016: Increased recruitment of female staff; the implementation of measures to ensure that female employees are able to actively form their careers and grow, even if there are major events in their lives, or they face restrictions due to factors in their daily lives; and the promotion of diverse working modes and the creation of an environment that enables female employees to display their abilities to a greater extent. We will push ahead with a variety of measures, including the establishment of relevant systems and the conducting of education programs, looking towards the realization of these goals. In 2017, we established a leave system for employees who have returned to work early from childcare leave, which offers, among other benefits, regular health checks and immunization for children.
Murata supports wider roles for women
Murata supports wider roles for women
Murata Manufacturing co., Ltd. Employees' percentage

Employment of Physically Challenged

Based on a philosophy of treating all members of society equally, Murata is committed to expanding employment opportunities and improving the workplace environment for the physically challenged.

In addition to taking on physically challenged new graduates, Murata has long had a policy of accepting mid-career hires. We have surpassed the legal minimum for the percentage of disabled persons employed in the total workforce in each of the last five years.

Proportion of Physically Challenged Employed at Murata Proportion of Physically Challenged Employed at Murata

Enhancing Motivation of Older Employees

Murata Manufacturing has a program in place to enhance motivation for older employees. Career Management Training, which employees receive when they turn 50, helps them to take stock of the experience, skills and strengths they have developed up to that point, and to formulate a “second career plan” based on their personal values and how they wish to develop. After the training, a career supporter (an internal career counselor for older employees) interviews these employees and then provides personal support for developing their second careers.

Murata Manufacturing has introduced an in-house staff recruitment system to provide work opportunities that make use of the knowledge and experience accumulated by older employees.

Retired employees are also subject to consideration under the system, which is intended to recruit personnel with knowledge and experience relating to designated tasks in each organization of the Company. The idea is to capitalize on the expertise of older employees who can hand that expertise down within the Company, and to provide a workplace where employees can continue doing rewarding work after reaching retirement age.

Building Stable Relationships Based on Mutual Trust

The Japanese Electrical Electronic & Information Union has member labor unions within Murata Manufacturing and certain subsidiaries. All employees, excepting management, of all these companies are members of the unions.

We strive for corporate development from the standpoint of labor and management, and for stability in employee lifestyles, recognizing that labor disputes can be fundamentally resolved through mutual understanding and trust. Labor-related systems and standards are set, changed and reviewed through discussions with the labor unions, and are carried out on a basis of mutual agreement. At subsidiaries with no labor unions there are employee associations or similar organizations, to which every employee outside of management belongs. These groups discuss and exchange views with top management and facilitate communication among employees. Meetings are held from time to time, to explain labor-related systems and standards to management and newly appointed officers, who do not belong to unions or employee association

Employee Health and Safety (Occupational Health and Safety)

Occupational Health and Safety Policy

In March 2016, Murata issued the EHS and Disaster Prevention Guidelines, which contain guidelines regarding occupational health and safety for the entire company, and we are striving to provide our employees with a workplace environment in which they find it easy to do their jobs.  

Murata Group EHS and Disaster Prevention Guidelines

As one means of putting into practice the company policies that form our management philosophy, the Murata Group will work as one in advancing measures to reduce our environmental burden (E), measures to ensure health and safety (H/S), and disaster prevention measures.

  1. We will comply with laws and regulations and ensure that we observe agreements that have been made with related bodies, etc.
  2. We will work to realize the following goals through the corporate activities of the Murata Group.
    (1) Reduction of environmental burden
    ・Reduction of business-related environmental burden
    ・Prevention of environmental contamination
    (2) Preservation of health and safety
    ・Elimination of work accidents
    ・Creation of safe and healthy working environments
    (3) Promotion of disaster prevention measures
    ・Elimination of fires
    ・Minimization of damage due to natural disasters
  3. We will create an EHS and Disaster Prevention Management System, and work for its constant improvement.
  4. We will publish these guidelines both within and outside the company.

Introduction of Occupational Health and Safety Management System

We have introduced occupational health and safety management systems at all of our domestic and overseas worksites, and we are working to constantly improve our health and safety performance.

OHSAS18001 Certification Status

Health Management

We believe that the ability of all Murata employees to flourish in their positions with strong motivation and a feeling of physical and mental health is directly related to the creation of new value for our company. Based on this thinking, and in accord with our Shaze (Murata Philosophy) , with a belief that the health and safety of everyone who works for Murata is our top management priority, we are working to create safe and comfortable working environments and to maintain and improve our employees’ physical and mental health throughout our entire organization.

Responses to Lifestyle Diseases and Those at Risk

As the risk of lifestyle-related diseases increases, efforts towards their improvement and prevention are becoming a significant task.

At Murata, we have incorporated specific items in the categories covered by regular medical check-ups to facilitate cancer diagnoses, making it possible for employees to receive cancer screenings during check-ups.

In addition, we are also working to enhance our follow-up of the results of these medical examinations. Industrial physicians and health staff actively offer employees guidance on the maintenance of health and promote disease prevention, and, based on the results of regular medical check-ups, recommend employees at particularly high risk to receive an examination at a medical institution. They also offer group seminars and consultations for employees whose findings show abnormalities.

Responses in the Area of Mental Health

At Murata, we are advancing our efforts in the area of mental health with the four types of care recommended in the Ministry of Health, Labour and Welfare’s Guidelines for Supporting the Mental Health of Employees in the Workplace as our guidelines.
To ensure the mental health of our employees, we conduct mental health care based on self-care and line care, and industrial psychiatrists offer consultations and respond in cases in which employees are experiencing mental health problems.
In addition, we contract an external consultation organization (an EAP organization) that offers consultations to employees and their families by telephone or email, or dispatches counsellors for face-to-face consultations.
We have also introduced a "Return to the Workplace" program, which provides support to employees who have taken leave as a result of mental health problems, assisting them in adapting to the work environment and in returning to their normal jobs at an early stage, and we are responding to the requirement for stress checks that went into law in December 2015.

Health Consultations

As part of our efforts to maintain and improve our employees’ health, we offer everyday emergency response, and industrial physicians and health staff are available for health consultations and to provide health-related information.

Efforts to Maintain and Improve Employee Health

We provide support to encourage employees to pay attention to their own bodies, and to manage their health. In addition to seminars focused on preventing lifestyle-related diseases, we offer a variety of events with the aim of maintaining and improving our employees’ health, including light exercise classes, physical fitness measurements, balanced diet classes, support for quitting smoking, and measurement of vascular age, bone density, and body composition.

Tackling the Issue of Long Working Hours

Long working hours can cause a variety of health problems, including brain and cardiac disorders. In an effort to prevent damage to our employees’ health and to ensure that they are able to use their full abilities in a state of physical and mental health, we require employees who work more than a specified number of hours per month to receive check-ups from our industrial physicians and health staff, including mental health checks.