Employment and Work Styles

Employees of the Canon Marketing Japan Group (hereinafter, the "Canon MJ Group") work daily in accordance with the five guiding principles in the Canon Code of Conduct, so that each one of them will find their job rewarding and live with good health and wealth.

Since its founding, Canon has maintained a management philosophy of having employees enjoy rich, happy lives. This founding philosophy continues today as five guiding principles in the Canon Code of Conduct -- the San-ji (Three Selfs) Spirit, Meritocracy, Internationalism, Familism, and Health First -- which are based on our commitment to respecting humanity. Thus, we are endeavoring to develop a corporate climate in which all of our employees enjoy working and are proud of their job.

Canon MJ aims to sustainably increase its corporate value and contribute to the improvement of society. In our corporate management, we value building relationships of trust with our diverse stakeholders, including our customers, employees, suppliers and other business partners, shareholders, investors, educational and research institutions, public organizations, local governments, NGOs, NPOs, local communities and future generations of people.
We announce the formulation of our Multi-Stakeholder Policy, which is our basic view and policy for specific initiatives.

The Canon MJ Group defines engagement as a state in which strong trust-based relationships are created through the development of the company and its employees to achieve the company's management vision. To visualize engagement, we began to conduct an annual awareness survey of all employees in 2021.
The survey is conducted in a four-choice format, with points assigned to each answer for a total possible score of 1,000. Our goal is to have all 20 key questions answered with affirmative responses (667 points or more).
In fiscal 2025, as in the previous year, 14 of the 20 questions were answered with affirmative responses. The average total score for the 20 questions was 707, showing no significant change from the prior year and remaining above our target level. We will continue to carry out the engagement survey, analyze employee responses, identify issues and implement countermeasures, and aim to further improve engagement.

The Canon MJ Group has launched the Work Practice Reform Promotion Project. In it, we have been establishing a foundation for enabling employees to actively participate in the Group while increasing the diversity of our working environments and improving rules. Going forward, all of the Group companies will aim to facilitate more productive workstyles with systems and measures to implement job satisfaction reform. The goal of job satisfaction reform is to enable employees to balance the improvement of productivity and their pursuit of workstyles leveraging their own individuality.
We are promoting workstyle reform through three task forces: Workplace, Workstyle, and Work Processes.
Our diverse range of workplaces and workstyles in which employees can independently choose when and where they work, such as telework and staggered working hours, contribute to the achievement of job satisfaction and productivity improvement.We also aim to increase the added value of employees’ day-to-day work through the visualization of work process productivity.

The Canon MJ office offers many meeting spaces as places for co-creation, while our satellite offices provide a wide variety of work environments suitable for intensive work. In order to realize location-independence, we are abolishing fixed-line telephones and expanding online meeting tools. The hybrid workstyle of combining in-office work and telework has led to enhanced business continuity and the reduction of travel time and costs, among other benefits. In order to revitalize communication in hybrid work, we are promoting the use of internal social networking sites (SNS) where all Group employees can participate to share knowhow and recent topics, location confirmation tools that show who is where, and one-on-one communication between supervisors and their subordinates.

The Canon MJ Group has introduced a position-based pay system, under which the amount of compensation is determined based on job duties and performance. Remuneration is determined in accordance with the level of position in the company, which is based on the degree of difficulty of each employee's job, regardless of age or gender. We have also adopted a system under which bonuses reflect individual achievements and the company's business performance.

Under our assessment system, we disclose the distribution of assessments to employees and show individual employees their final assessment ranking, to increase the system's transparency and the motivation of each employee. A supervisor interviews each subordinate twice a year. In the interview, they discuss their goals, progress, challenges, and career plans. We also encourage them to communicate every day through opportunities such as 1-on-1 meetings, improving the degree to which employees are satisfied with the assessments.

In addition, for non-regular employees, we secure wages that are higher than the legal minimum wage and eliminate unreasonable treatment disparities arising from different forms of employment in accordance with the principle of equal pay for work of equal value.

In response to the incident which violates the internal rules on labor management, Canon MJ swiftly implemented recurrence prevention measures within the organization after these incidents occurred, including the revision of the work plan and labor management operations, and it explained the matter to the labor union which a majority of its employees are affiliated with.