Sony 2013 Annual Report Download - page 45

As a part of this program, approximately 100 Sony
employees, primarily management-level and mid-tier
executives, have rotated through a series of job assign-
ments designed to match talent with need, regardless
of nationality.
In 2010, Sony introduced a Global Job Posting program
that enables Sony Group employees around the world
to apply for open positions in the Company in dierent
countries. Through initiatives like this, Sony aims to
facilitate the optimal placement of talent globally and,
at the same time, to provide diverse opportunities
for its employees to take challenging international
assignments. These activities also establish a pool of
individuals with the breadth of experience and network
required of global business leaders.
In 2012, Sony solicited members for a special “Challenge
Team” established to propose original solutions to issues
associated with Sony’s transformation eorts from among
Sony Group employees. Members of this team, which
reports directly to management, are currently engaged
in a variety of initiatives toward that end.
Global Employee Survey and Dialogue with
Employees
Since 2010, Sony has been integrating various formerly
independent Group surveys into a global employee
survey. From the start, the response rate for this
annual survey has remained around 90%. The survey
is divided into such categories as Innovation, Customer
Focus, Corporate Climate and Talent Management,
and it enables Sony to access and analyze the views of
employees across the Sony Group in a consistent manner.
Of particular note, 80% of employees routinely respond
that they understand and identify with Sony’s values
and objectives, indicating a level of awareness that is
a key Sony strength. Findings are fed back to senior
management, as well as used in internal workshops
designed to address issues identified through the survey
and assist in the drafting of personnel strategies.
To facilitate open communication between senior
management, including the CEO, and employees, Sony
holds periodic town-hall meetings. These meetings
enable senior management to convey policies and
thinking on strategies and structural reforms directly
to employees, as well as to gain an understanding of
employees’ opinions and concerns regarding issues they
face in their day-to-day jobs.
Supporting Diversity in the Workplace
Sony engages in a variety of eorts aimed at maximizing
the capabilities of all employees, irrespective of race,
religion, color, nationality, age, gender or physical
limitations.
Sony is also pursuing a variety of initiatives aimed at
promoting greater opportunities for women, including
mentoring programs and other training, and facilitation
of women’s networking initiatives, as well as awareness
training for employees in managerial positions. Sony also
seeks to accommodate the needs of employees striving
to balance their careers with their family obligations to
care for children or nurse family members by enhancing
work environments and expanding family-friendly
systems.
To help increase employment opportunities for
individuals with disabilities, Sony shares the expertise
and experience of its three special-purpose subsidiaries—
Sony Taiyo Corporation, Sony Hikari Corporation and Sony
Kibo Corporation, which specialize in promoting employ-
ment for individuals with disabilities—in modifying
facilities and promoting understanding in the workplace
of Sony Group companies worldwide.
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