Sustainability
Activities within the Company
Social
MegaChips considers a workplace where employees can work safely to be very important for business continuity. This not only reduces risk to our own business continuity, but also contributes to that of our customers. In pursuit of this, we promote diverse work styles.
For that reason, we have prepared a variety of work style options that employees can choose from, including full flex time, work-from-home arrangements, various leave systems, and a side job system. Additionally, we make efforts to create a comfortable working environment and develop human resources through educational programs led by outside professionals, language support systems, and career development opportunities.
Human Resource Development
We create an environment where employees can think proactively and autonomously about their career development, continuously learning so that they can demonstrate the maximum of their abilities.
Funding for the Acquisition of a Doctoral Degree/MBA
This system is designed to support employees pursuing doctoral degrees and MBAs while working. We provide full tuition support (up to 1 million JPY per year) and adjust work schedules to ensure they can secure adequate study time.
Career Development Leave
This system is designed to support employees who take leave to enter a university, academic institution, or even to concentrate on obtaining qualifications. There is no limit on the topics one can study.
Early Training for Global-Oriented Personnel
At least six months after joining the company, we evaluate our employees' motivation and performance. If they meet our criteria, we send them to study abroad or participate in joint research at overseas universities, as well as work at our international subsidiaries, aiming to develop global personnel early on in their careers.
Various Work Styles
MegaChips actively fosters an environment where diverse individuals can work energetically. We continue to refine our work style to respect diversity, enabling us to create new values and contribute to society.
Flexible Work Style
The employees can choose a flexible working style regardless of time, place, or employment type.
Work-Life Balance Support
We offer a work-life balance program to all our employees, enabling them to harmonize life events and work responsibilities effectively.
Career Development Support
We support every employee in their pursuit of the career development goals they wish to accomplish.
*1 A system that allows one to work 75% of a full-time job. This makes 4-day work weeks or 6-hour workdays possible.
*2 Special leave granted for menstrual-related health or fertility treatment.
Internal Programs to Promote Diversified Working Styles and Participant Testimonials
Childcare Leave
Example of Paternity Leave
Voice of Employee (Male, 30s, 3rd year with the company)
It was a period of time when I came to the full realization of what is important for me. When I've considered taking the paternity leave, I felt uncomfortable to ask my co-workers to do things for me and felt frustrated that I could not follow through. However, my colleagues repeatedly encouraged me to try it and as a result, I could experience an irreplaceable time in my life. I’ve learned a lot of new things and made wonderful memories during paternity leave, which I could not even imagine it was for a couple of months. Those were the days filled with happiness. For those who will have an opportunity to receive child leave, I would strongly recommend them to take it. And I will work hard both in my professional and private life so that I can support my colleagues.
Work from Home/Nursing Care
Example of Childcare and Caregiving While Working from Home
Voice of Employee (Male, 50s, 9th year with the company)
I am currently looking after my father who lives alone. He goes to the senior day care center every day, and it takes around 2 hours each time to send him off, clean, do laundry, as well as commute myself, so I am utilizing the company’s work from home program. I have prepared myself for the day that I would take care of my father, but it takes more than I’ve expected. Without the work from home program, I would never have been able to keep working so I really appreciate it.
Work from Home/Full Flex Time
Example of Maintaining a Work-Life Balance with Work from Home and Complete Flextime
Voice of Employee (Female, 30s, 14th year with the company)
When I returned to work from my maternity leave, I had a chance to think deeply about why I work. Based on that, I was able to discuss with my company how I can keep working, ideally for a long time, without difficulty and they offered me flexible support. Even if it is unprecedented, we can try as long as it is a positive request. This is the good thing about MegaChips.
Flexible Working System
Example of Preparing for a Second Career by Choosing a 75% Work Style
Voice of Employee (Male, 50s, 9th year with the company)
I’ve chosen this program as a preparation period because I want to start a new career after retirement. Even though this is the preparation period, I am very happy that I can start designing a specific life plan with a clear vision while I still have my willingness and motivation to go through trial-and-errors. Starting a new life brings me the opportunity to have new relationships with outside people. The future plan that has been a bit vague is becoming more specific, and I feel happy that I could get started on a new challenge. As for work, I can take a fresh look at it and see how I can contribute to the team and the company. Now I’m having fulfilling days, both in my professional life and private life.
Second Job
Example of Having a Second Job
Voice of Employee (Male, 40s, 16th year with the company)
I currently run a business as a self-employed person using the second-job program.
I truly feel that I am being able to expand my perspective by using this program. The knowledge and experience are one thing, but personally, the biggest advantage is that I can broaden my network. In every job, human-to-human interactions are fundamental, so broadening connections with people can help me enhance my work at MegaChips.
Diversity
MegaChips is working to create not only a framework that allows its female employees to play an active role, thereby developing their careers and exercising their leadership skills, but also a work environment in which all employees, regardless of gender, can balance work and life while demonstrating their abilities.
Empowerment Program
The women’s program offers an opportunity to think about career and work, providing opportunities for the empowerment of female employees such as improving skills in leadership and addressing health issues.
Health Management
We promote the creation of a comfortable working environment to maintain and enhance employees’ health.
- Support for maintaining a balance between disease treatment and work
・Enhancement of leave systems for treatment and work
・Collaborative support with industrial physicians to return to work or re-take a leave of absence - Mental health
・100% participation rate of undergoing a stress assessment check
・Enhancement of self-care and managerial care
・Support efforts to promote internal communication - Physical health
・100% participation rate in health check-ups
・Workshop on women’s health issues
・Information sharing on health promotion - Promotion of work-life balance
・Encouragement of paid leave utilization
・Reduction of long working hours
Enhancement of Employee Engagement
To enhance employees’ engagement, which is essential for a company to achieve long-term growth, it is important to focus on human resource development and create a comfortable working environment. Equally vital is the sharing of the company’s vision, mission, and current issues with its employees. Therefore, MegaChips actively promotes employee ownership of treasury shares through a Restricted Stock Unit (the “RSU”) program and by enhancing the Employee Stock Ownership Association (the “Association”). By owning shares of the company, we encourage our employees to contribute to the improvement of business performance and share price, fostering the growth of both the company and its employees.
Employee Stock Ownership System
The Association was established to help employees build mid- to long-term assets through stock price appreciation. We provide our employees with a 15% incentive on their contributions, which exceeds the average offered by other companies. This initiative aims to enhance their awareness and encourage participation in company management.
Grant of a Restricted Stock Unit
We have introduced a system to grant our employees the RSU through the Association as an incentive aimed at the sustainable enhancement of our corporate value. This system involves granting a monetary claim as a special incentive to employees, which the Association then invests in the Company on behalf of the employees. Thereby, granting the RSU to the employees. Our goal is to align our targets with those of our employees and shareholders, and to enhance employee engagement through the grant of the RSU.
