Human Resources
Promoting Diversity
The Long-Term Vision 2028 spells out the Glory group's aims for its corporate culture, organization, and human resources under the concepts of "Open-minded," "Speed beyond expectation," "Global company," and "Challenging spirit." To achieve this Vision, we strive to create a welcoming and motivating workplace environment that respects employees' diversity, as well as their personalities and individualities. We are cultivating a corporate culture in which all employees can maximize their potential, regardless of age, gender, nationality, or work experience.
Policy for developing human resources and establishing a work environment to embrace the diversity of our core human resources
We are committed to establishing a work environment that can nurture and develop the abilities of our diverse employees. We believe that the growth and development of our employees will support the sustainable growth of the company and the enhancement of our corporate value.
Women's Empowerment and Career Development
Glory recruits and fosters talents regardless of gender, while striving to create an environment where employees can fully leverage their abilities. To further expand opportunities for women to thrive, we formulate and promote action plans based on the Act on Promotion of Women's Participation and Advancement in the Workplace. In addition to work style reforms and support for optimum work-life balance, we actively promote women to management positions. Every year, we second our female employees to a year-round, cross-industry program to foster their career awareness. As of April 2025, the percentage of women in new graduates was 14.3% and women in management positions was 3.2% (33 persons). Going forward, we will continue our efforts to achieve the targets set in the 2026 Medium-Term Plan (25+% female new graduates and 5% females in management positions).
We also promote paternity leave and the uptake rate was 80.8% in fiscal 2024. We will continue to raise awareness in the workplace, aiming to achieve a 90% uptake rate as set in the 2026 Medium-Term Plan.
The action plans currently being implemented are as follows.
1. Period
From April 1, 2021 to March 31, 2026 (Five years)
2. Our challenges
a) Low ratio of women to men hired in new graduate positions
b) Limited number of departments where women are assigned
c) Imbalance of females to males employed in management positions despite no significant difference in length of service
3. Target
a) A minimum of 25% of new graduates are to be filled by females by 2025
- Assess the potential and abilities of all employees regardless of gender using fair standards
- Promote the recruitment of women by featuring female employees in external PR media
- Working with the departments, explore and extend the range of positions available to women, then address situations where gender imbalances exist, by assigning females when hiring new graduates and reassigning female employees through internal job-posting system* (more details)
- Formulate and implement measures to retain young employees regardless of gender
b) Double the number of female employees in management positions in the next five years
- Encourage and support female employees to take the leadership roles in non-management positions
- Promote behavioral changes amongst female employees in such positions to identify those who are willing to develop skills in other members of the team
- Develop female role models for the management positions
- Promote awareness and behavioral changes to increase the number of females in management positions who are willing to develop skills of team/group members
- Establish the ‘GLORY Workstyle’ and reduce overtime work
Ratio of Female in New Graduate Positions
Number of Women in Management Positions
| FY2020 | FY2021 | FY2022 | FY2023 | FY2024 | FY2025 (Target) |
|---|---|---|---|---|---|
| 22 | 28 | 29 | 31 | 33 | 44 |
Recruitment and Promotion of Foreign Nationals
As our business grows globally, we have promoted recruitment of global talents including foreign nationals in Japan and their promotion to management positions, under the policy to encourage recruitment of talents regardless of nationality.
As of March 2025, 24 foreign nationals with diverse cultural backgrounds including China and Hong Kong, are working in the Company’s corporate affairs and overseas business divisions at the headquarters in Japan. Going forward, we will continue our strategic recruitment of non-Japanese talents and their promotion to management positions.
Across the Glory Group, more than 6,300 employees (approximately 55.6% of total) are non-Japanese. Our overseas subsidiaries are managed primary by locals, at both executive and other management levels.
Nationalities of Employees per Region (Glory Group, as of March 2025)
EMEA: Europe, Russia, Africa, Middle East
USA: North America, Central America, South America
South-East Asia and others : South-East Asia, India, Australia, New Zealand
Promotion of Mid-Career Hires to Management Positions
We strategically recruit personnel with a wide range of knowledge, skills, backgrounds, and careers, who can become an immediate asset to the Company. In line with our management policy, we strategically recruit highly specialized professionals, including those who can be the core management personnel and those with expertise in IT and DX (Digital Transformation) to drive changes in the Group’s new business areas. We also promote these personnel to management or specialist positions.
As of March 2025, the percentage of mid-career hires in management positions is 26.0%.
Employment of Persons with Disabilities
Cleaning public areas at the headquarters
To promote the independence of the persons with disabilities, Glory Group offers employment opportunities through GLORY Friendly Co., Ltd. established in 1999 as special-purpose subsidiary. Under the slogan of "Foster a creative workplace where communication is valued and one can fully demonstrating their skills and abilities”, the employees are currently engaged in tasks such as cleaning, greening, in-house mail delivery, and waste disposals. We are working to extend a range positions to best suit the individuality and capabilities of each employee.
Number and Ratio of Employees with Disabilities
*Includes data of GLORY Products Ltd., GLORY Friendly Co., Ltd., and GLORY Mechatronics Ltd.
Re-Employment Provision for Retirees
In accordance with the Act on Stabilization of Employment of Elderly Persons, Glory offers re-employment opportunities for employees over sixty, and those who wish to continue to work can do so until the age of sixty-five. This secures job opportunities for the retired and allows an effective use of their knowledge and experience.
In fiscal 2024, 86 out of 98 employees used this provision.
Number and Ratio of Employees Under Re-employment System
Human Resource Development
With the belief that Glory’s growth is integrally connected with the growth of each employee, we conduct programs to develop their capabilities and foster diversity.
Fostering Globally-Competent Personnel
In recent years, our overseas business has expanded significantly. The overseas sales now accounts for approximately 60% of the Glory Group’s total sales and 55.6% of our work force is non-Japanese as of March 2025. Given this situation, we implement the following initiatives to foster human resources that will contribute to the growth of our global business.
Short-Term Overseas Study Program
Attending language lessons (U.K.)
Glory offers an overseas short-term study program where participants attend local language schools to acquire skills and competency that would be beneficial for our business.
The program was launched in 2014, and a total of 25 employees have participated to date.
Overseas Trainee Program
Trainee at a Group company (France)
The one-year program allows Japanese employees to take part in on-the-job training in an overseas group company. It provides them with opportunities to gain the required experience and skills to represent Glory on a global stage.
Since the start, total of 28 employees from Development, Sales, and other divisions have participated in the program.
Training for the Managers of Overseas Production Subsidiaries
Training session for the managers of overseas production subsidiaries
Since 2016, Glory has facilitated a training program in Japan for the managers of our production subsidiaries: GLORY Denshi Kogyo (Suzhou) Ltd. (China) and GLORY (PHILIPPINES), INC.
The training program is intended to enhance the self-sustaining capabilities of the said subsidiaries, and a total of seven managers have taken part to date. The program includes management training and the sessions where the participants learn the required knowledge and technologies and enhance their risk management capabilities relevant to production sites. With a better understanding of the Japanese production system, the managers return to their respective countries to apply their newly gained knowledge and experience.
Developing Future Executives
Glory Business College
Glory offers a training program named ‘Glory Business College’, targeting management-level employees to prepare them to become next generation of executives.
The seven-month program includes training sessions and external seminars where participants can acquire the required skills and knowledge to become executives. The program also gives participants opportunities to extend their network through interaction with other participants from various divisions and other industries.
We also offers various programs, such as the Business Leader Training Program and the Next-Generation Branch Manager Candidate Training Program.
Career-Building Initiatives
We assist employees with their career plans through the systems and initiatives to help enhance their skills and career development.
Personal Development Program (Mana VIVA)
In fiscal 2024, Glory launched a personal development program called “Mana VIVA” through which employees can choose their preferred programs to acquire the skills necessary for their self-actualization through their careers and increase their own value in the workplace.
The program provides various learning opportunities/methods, including e-learning platforms for business/specialist/IT skills, language learning tools etc. It also facilitates interaction with the employees of other companies, as well as cross-boundary learning opportunities for our employees, to help broaden their perspectives on career development and planning.
Career Training
Glory provides various career training opportunities to develop personnel who can be self-disciplined and take charge of self-actualization through their careers.
Once a year, employees consult their supervisors on their career development/planning. In addition, employees have opportunities to review/re-design their career paths during training sessions held periodically during their careers at Glory.
We also offer career-planning sessions for employees over the age of 50 to re-design their career paths based on their experiences, skills and personal strengths.
Career interviews
Glory uses a HR database system to visualize employees’ knowledge, skills, experience, and career visions to improve job satisfaction and better manage our management resource. Based on the data, supervisors conduct career interviews with their subordinates, helping employees clarify their career visions and fostering an environment where they can fully demonstrate their abilities as self-directed professionals.
Internal Job Application System
Glory offers the Career Challenge Program to support employees in their self-career development. In addition to the existing Internal Job Application System where divisions seeking new talents can advertise on intranet, we are introducing the Self-nomination System where employees with necessary skills and qualifications can apply to unadvertised positions. These systems not only encourage proactive career development of employees but also vitalize the organization and improve employee motivation.
DX Strategies
In a competitive society where the evolution of new digital technologies is rapidly advancing, promoting DX (Digital Transformation) is essential to maintain companies' competitiveness. In this sense, it is necessary for Glory to keep eyes onto new digital technologies and to incorporate them while we can secure a competitive advantage. As a means to form such a corporate stance, Glory has established a ‘DX Promotion’ strategy.
Acquiring and Developing DX Specialists
Accelerating DX strategies is one of our top management priorities. Since fiscal 2024, we have provided DX trainings to employees according to the following four categories.
