People -Create a Pleasant and Rewarding Work Environment-

Background and significance of materiality initiatives

In order for our products to support communities and lifestyles and create value that contributes to solving social issues, numerous resources including our stakeholders such as partner companies and installers are required from stages of development and production to installation and maintenance. While labor shortages are becoming an issue in many economies around the world, we believe that people are the root source of competitiveness and our most important management resource, since all business activities are supported by employees.
Through initiatives for respecting human rights and diversity, ensuring health and safety, and developing human resources, we will continue to innovate, be worker friendly, and help employees find fulfillment in their work with the Group. By maximizing the power of people and the organization, we will continuously improve our corporate value.

Sanwa Group’s opportunities to create value and the risks to be addressed


  • Maintain and improve our reputation by avoiding risks for human rights abuse as well as occupational safety and health risks
  • Acquire and retain talented employees
  • Strengthen our competitiveness by increasing employee motivation and loyalty
  • Improve profitability by providing products and services that meet diverse needs


  • Sullied reputation due to human rights violations and occupational accidents
  • Instability in business activities due to labor shortages
  • Outflow of talented human resources
  • Decline in competitiveness due to organizational rigidity and uniformity

Targets (KPI) /Achievements and progress in fiscal 2022/Future challenges

ESG Materiality Targets (KPI) Achievements and progress in fiscal 2022 Future challenges
Respect for human rights Implementation of human rights due diligence (FY2024) Under consideration
  • Survey of human rights risks in business and supply chain
Human Resources development Number of e-learning (English) participants: 200 (FY2024) 169
(FY2021: 78)
  • Implementation of training to address digitalization and diversity
Number of correspondence education's participants: 1,000 (FY2024) 693
(FY2021: 737)
Promotion of diversity Female employees ratio: 20% (FY2030) 19.8%
(FY2021: 18.8%)
  • Implementation of women’s development planning and training
  • Raising awareness of and promoting the use of childcare leave by male employees
Female managerial employees ratio: 15% (FY2030) 13.9%
(FY2021: 13.7%)
Ratio of male employees taking childcare leave: 50% (FY2030) 17.3%
Health and safety Overweight rate (BMI of 25 and above): 30% (FY2030) 34.1%
  • Strengthening health guidance and continuing support activities
Smoking rate: 25% (FY2030) 29.8%
Complete checkup (incl. re-examination) rate 26.7%
Rate of taking annual paid leave 50.6%