- Basic Philosophy
- Promoting Diversity
- Building a Better Working Environment
- Human Resource Development
- Respect for Human Rights
- The Sustainable Development of the OSG Brand
- Contributing to Local Communities
The OSG Group is working towards the development of a more sustainable society by maintaining and developing healthy relationships with all stakeholders, including shareholders, customers, business partners, employees, and local communities. As members of society, we will strive to exist in harmony with society through social contribution activities and the promotion of mutual understanding with stakeholders.
Employment Opportunities for People with Disabilities
OSG is gradually and actively promoting "disability employment" as a part of its SDG initiative. Under the future vision of establishing a special "barrier-free" subsidiary company (SSC), it set up a "SSC Preparation Team" within the Human Resources and General Affairs Department in June 2021. Efforts are being made to provide a working environment for people with disabilities with considerations given to the aptitudes and conditions of each of such workers. A structure will be established to cover tasks ranging from referring workers with disability to suitable posts to following up on their workplace conditions in close coordination with Group companies so that the OSG Group can steadily fulfil its corporate social responsibility.
We are also expanding our efforts in this area into off-site and contract work in collaboration with community-based social welfare organizations. OSG is broadening the scope of its contributions to local communities and society by providing opportunities for people who cannot work within companies to participate in the workforce. We will continue to work alongside all concerned to help people to experience the joy of productive work.
■ Exceeding the Statutory Percentage of Employees with Disabilities
|OSG employment ratio||2.47%|
※As of fiscal 2020
■ Contributing to Communities
Due to the COVID-19 pandemic, OSG is refraining from offering factory tours or seminars for businesses, supporters and users.
Yet, we continue to offer work experiences as appropriate, under infection control measures, for the students of special-needs schools, trainees of vocational skills development centers and those referred to us by support centers with a view to guiding them to recruitment.
Promoting Active Participation by Women
Career Plan Statement System
We provide a career path for our female employees and implement systematic rotation, including overseas placements, based on employees' self-reported career plans. In order to be sustainable as a company, we require employees with a wide-ranging perspective who are able to adapt to change. The introduction of a new career plan statement system is planned in order to allow our employees to gain experience in multiple locations and develop a broader perspective. Under this system, employees are asked to provide a yearly statement of where they see themselves and the work they want to do over the next 10 years. This is then matched against our human resource deployment strategy and human resource development planning to create a cross-departmental personnel system.
Support for Balancing Work and Family
We support balancing work and family life through our substantial childcare leave system. Satellite work and flextime have reduced the burden of commuting and enabled employees to spend more time at home. We are also working toward establishing a remote work system.
Childcare Leave System
We continue to improve and expand our childcare leave system, which has been enhanced to go beyond the standards stipulated by law since its introduction. More detailed information is provided below :
＜Childcare Leave System Expansion＞
- 1. System of reduced working hours to allow for fertility treatment (paid leave)
- Employees can receive special paid leave and reduce their working hours by up to two hours per day in order to receive fertility treatment.
- 2. System for adjusting work hours
- Parents working at sites where flextime is not available may apply to adjust their working time in the increment of ten minutes by up to two hours per day until their child finishes Grade 6 (extended) at elementary school.
- 3. Extended eligibility period for childcare leave
- The eligibility period for childcare leave has been extended until children reach two years of age.
- 4. Extended eligibility period for exemption from overtime
- The eligibility period for exemption from overtime has been extended until children enter elementary school.
- 5. Expanded system of reduced working hours for employees with childcare needs
- The eligibility period for the system of reduced working hours for employees with childcare need has been extended until children finish third grade of junior high school.
- 6. Extended eligibility period for taking annual paid leave by the hour
- The eligibility period for taking annual paid leave by the hour has been extended until children finish third grade of junior high school.
Satellite Work System
A satellite work system has been introduced to assist employees in balancing work with childcare and other domestic responsibilities. Employees have reported that working closer to where they live has made commuting easier and allowed them to dedicate more time to childcare duties such as taking their children to and from school.
The future implementation of working styles that are not limited by location is under active consideration.
Promoting Active Participation Irrespective of Nationality
Trainees from Overseas
OSG has production sites and sales locations all over the world. We are making active efforts to promote the development of employees both in Japan and in our overseas locations. We regularly accept employees from our overseas subsidiaries as trainees and provide training in the technology and know-how employed at our mother factories. After leaving Japan, these trainees are able to integrate the knowledge and cultural experience gained during the time in the country with their own local values in order to provide training and guidance to other employees. They also act as a bridge between employees in Japan and overseas, contributing to raising standards of production and technology in each location. OSG also utilizes human resources development projects and subsidies promoted by government bodies to further expand the number of opportunities for active participation by employees from various countries.
In addition to our in-house initiatives, we also provide internships to non-Japanese university students from both Japanese and overseas universities. We aim to contribute to students' future success through long-term training opportunities that provide a stepping stone towards building their careers.
Nationality is not taken into account during recruitment at OSG. The same recruitment process and conditions are applied regardless of nationality and employees from a range of countries are currently employed throughout the company. At present, ten different nationalities are represented among the staff at the OSG parent company.
We have manufacturing and sales locations in 33 countries around the world, and our overseas subsidiaries provide employment to people in their respective countries.
Intercultural Exchange in Dormitory Life
Trainees who come to OSG from overseas are provided with accommodation at the dormitories used by our other employees. At these dormitories, trainees from overseas live together with younger employees who have relocated for work. By living in a shared space, trainees from overseas can make the most of their time in Japan through the opportunity to experience Japanese culture while also sharing enjoyable experiences and concerns with trainees from other countries.
Being in a position of providing support to others is also a valuable experience for our younger employees. Dormitory residents also have the opportunity to participate in regular meetings, social events, and volunteer-run events including sports and excursions.
We strive to make daily life as comfortable as possible for trainees from overseas and employees in Japan. Our Human Resources and General Affairs Department provide integrated support alongside any relevant departments in order to resolve issues that cannot be handled within the dormitory.
Building a Better Working Environment
Support for Balancing Medical Treatment and Work
At OSG, we have established a company policy regarding support for balancing medical treatment with work.
- The feelings of the person concerned are given priority.
- Employees are not required to disclose the name of their condition.
- A flexible approach is taken without excessive adherence to rules. (Burden should not be placed on the person concerned.)
In order to implement this company policy, a number of employees have been involved in the creation of various systems to support employees who are receiving medical treatment.
- Support system including industrial physicians, public health nurses, nurses (occupational health professionals) and companies
A system to facilitate contact with occupational health professionals has been implemented at each of our locations.
- Review of internal notification procedures (reducing the burden on the person receiving treatment)
Occupational health professionals handle a range of internal notification procedures in order to reduce the burden placed on the person receiving treatment.
- Creation of tailored plans for returning to work by occupational health professionals and human resources personnel.
Careful consideration is given to the condition of the person receiving treatment, and every effort is made to support them as much as possible.
We constantly strive to put our employees first and enable them to balance medical treatment with work.
Working Style Innovation at OSG
Promoting "Straight There, Straight Home" Working in Sales
Our domestic sales system comprises three sales divisions at 28 sales locations. Sales personnel are responsible for a large number of customers over a wide area. For this reason, it is essential that they work efficiently. Consultations with sales personnel showed that they spend an average of 40% of their time on sales, with 38% spent at the office and 22% spent traveling. In order to both reduce working hours and enable our employees to focus on their sales activities, we encourage them to travel directly to and from their destination without coming to the office.
To support this "straight there, straight home" style of working and minimize the number of journeys to our sales offices, all sales personnel are provided with mobile devices such as smartphones and iPads, and we strive to enable them to complete tasks such as inventory confirmation, document creation and reporting while on the move wherever possible.
The division of responsibilities between sales personnel and support staff with regards to processes carried out at sales offices has also been more clearly defined to enable greater focus on sales activities. These initiatives reduce time at the office and travel time, reducing working hours while also ensuring that our sales activities are carried out in an efficient manner.
Nursing Care Leave System Expansion
We have continued to improve and expand our nursing care leave system since its introduction. More detailed information is provided below.
＜Nursing Care Leave System Expansion＞
- 1. 365-day nursing care leave
- In consideration of the trend towards longer periods of nursing care, we provide 365 days of nursing care leave rather than the 93 days stipulated by law.
- 2. Elimination of three year period for reduced working hours for employees with nursing care needs
- Under the previous regulations, employees were able to use the system of reduced working hours for employees with nursing care needs twice or more during the three year period from when they began using the system. In consideration of the trend towards longer periods of nursing care, the three year period has been eliminated following a review.
Expansion of Eligibility for Taking Annual Paid Leave by the Hour
Paid leave by the hour was previously available for employees who needed to provide childcare for children in sixth grade of elementary school or younger and for employees who needed to provide nursing care to second-degree relatives. In order to further improve working conditions for our employees, eligibility for paid leave by the hour was expanded in April 2019.
＜Expansion of Eligibility for Taking Annual Paid Leave by the Hour＞
- 1. Eligibility expanded to parents with children in the third grade of junior high school or younger
- In order to help our employees to balance family life with work, the system of reduced working hours for employees with childcare needs and eligibility to take paid leave by the hour have been extended until children finish the third grade of junior high school.
- 2. Expansion to include employees who require hospital visits or medical treatment
- We strive to meet the needs of employees who require regular hospital visits or medical treatment in order to allow them to work with peace of mind.
Increased Maximum Reserve for the Expired Paid Leave Reserve System
As part of our existing efforts to reduce lost paid leave, we have operated a reserve system for paid leave, which expires two years after it is received, while also aiming to increase the rate of paid leave taken each year. Reserve paid leave can be taken in order to receive medical treatment in cases of personal injury or illness and to provide nursing care to family members through the medical leave system. Previously, up to four days per year could be kept in reserve up to a maximum cumulative total of 30 days, however, these initiatives were further improved and expanded in April 2020.
＜Medical Leave System Expansion＞
- 1. Expansion of maximum amount of reserve to 40 days
- 2. Expansion of eligibility conditions
- Under the previous eligibility conditions, employees had to be unable to work due to a non-work related injury or illness for seven consecutive days or more. This has been reduced to one day or more in order to make the system easier to use.
We have introduced a flextime system for positions in divisions such as technology, development and the back office, where improved efficiency and productivity can be achieved by providing employees with discretion over their working hours. This has been a popular addition to our existing systems of reduced working hours for employees with childcare and nursing responsibilities because it facilitates our employees' work and enables them to work in a way that fits their individual lifestyles.
This system has been well used, as shown by the flextime uptake rate (the ratio of employees who are eligible for flextime that start or finish work outside of the existing prescribed working hours) of 43%.
Our flextime system operates between 6:00 am to 10:00 pm. The core hours depend on the time of year and are either 10:00 am to 2:50 pm or 10:30 am to 3:20 pm.
Home Working System
The introduction of a home working system limited to employees who meet certain conditions is currently under consideration. While there are potential merits to working from home, there are also issues that need to be resolved in order to ensure that these benefits are realized. Our partial implementation of home working seeks to achieve the two following objectives.
＜Home Working System Objectives＞
- 1. Achieving an optimal work-life balance (childcare / nursing care)
- 2. Enabling the company to continue operating during emergencies (natural disasters, pandemics, etc.)
Human Resource Development
Human Resource Development Philosophy
In 2013, we introduced a new personnel system with the aim of enabling our employees to develop in a way that maximizes our value as a company while creating a corporate culture that emphasizes personal development and embracing challenges. We believe that our employees have unlimited potential and are an indispensable part of the company. Building on our philosophy with regards to human resource development, we strive to expand and improve our employees' capabilities and help them to develop based on the seven qualities required for advanced manufacturing.
＜Seven Qualities Required for OSG Employees＞
|Globality：||As the world's leading manufacturer of cutting tools, we must be constantly aware of our position as a member of a global society and demonstrate the sensitivity to respond to cultures, languages, and customs around the world.|
|Spirit of challenge：||We must understand dreams and aspirations, never fearing failure as we continue to set and try to achieve ambitious targets.
As we move forward, we have to think on our feet to adapt to changes while generating profit.
|Conceptualization：||In order to contribute to manufacturing industries around the world as a cutting tool manufacturer, we must be able to see the essence of objects, formulating advanced concepts and plans that also align with company policies and management goals.|
|Communication：||In order to actualize the idea of "tools and communication", we must foster strong relationships based on trust, communicate intentions and information with speed and accuracy, and collaborate with team members both within and outside of the company.|
|Leadership：||Leadership allows us to guide the members of our team in the right direction and demonstrate the boundless potential of collective effort.
A leader can gain the complete trust of their team and shows humanity, sincerity and a sense of responsibility as the situation demands.
|Followership：||Followership means providing active support for leadership in order to demonstrate the boundless potential of collective effort while having the awareness and capacity to collaborate with leaders and organizations to achieve the objectives of the workplace.|
|Innovation：||Innovation allows us to create new value by pursuing the development of cutting tools to provide products and services that meet the real needs of our customers.|
Human Resource Development System
The WorldSkills Competition is Japan's premier manufacturing skills competition and aims to encourage the development of young skilled workers, who represent the future of Japan, and to raise awareness of the importance of manufacturing. Participants must be 23 years of age or younger. OSG first participated in 2012 and this year is the ninth time that we have taken part. Each year, we send two entrants to compete in the CNC Milling event, in which they use their skills to achieve optimum performance with OSG's end mills and complete high-precision tasks. We also send one representative to take on the Mechanical Engineering CAD event, in which 3D has become increasingly predominant in recent years. As a cutting tool manufacturer, we take pride in the technical skills of our employees and put our all into the competition. We participate in Aichi Prefectural Government's "Spirit of Manufacturing Awareness (school dispatch) Project," which offers hands-on manufacturing experiences and vocational seminars. We send WorldSkills Competition participants to elementary and junior secondary schools to teach about the appeal of manufacturing in an effort to build children's aspiration for manufacturing technicians and interest in manufacturing.
Supporting the CNC Milling Event at the WorldSkills Competition
Japanese qualifying for the CNC Milling event at the WorldSkills Competition is held every two years with the aim of fostering goodwill, promoting vocational training in the countries that compete in the WorldSkills Competition and providing young skilled workers with the opportunity to engage in international exchange. Former WorldSkills Competitions competitors are involved in the event as part of the organizational staff. In addition to providing support such as competition supervision, time management, and troubleshooting on the day, they are responsible for the advance checking and correction of technical drawings used during competition tasks, providing subjective scoring of the works produced, and providing assistance to competitors invited from overseas. OSG also provides cutting tools for competitors who have been invited from overseas.
Technical Guidance in the Host Region of the Japanese National Skills Competition
To coincide with the Japanese National Skills Competition and Abilympics being held in Okinawa in 2018, we provided technical guidance to local industrial high school students from Okinawa who were taking part in the event.
Employees who have competed in the WorldSkills Competition visit industrial high schools in Toyokawa City to provide practical technical guidance for the purpose of helping students attain qualifications, as part of the city's industrial promotion measure to foster future leaders in manufacturing industries.
Students were taken on as interns over summer vacation and provided with in-house training. We will continue to use the WorkdSkills Competition as an opportunity to develop career support and technical guidance in Okinawa and other parts of the country.
Respect for Human Rights
The OSG Group and all employees both in Japan and abroad work with respect for human rights and are committed to following the letter and the spirit of all relevant laws, regulations and international rules while taking a proactive approach to the creation of a sustainable society with sound values. We ensure a work environment that will neither offend nor discriminate by race, belief, skin color, sex, religion, nationality, language, physical appearance, wealth, or birthplace. We must be particularly mindful of sexual harassment, which we strongly disapprove of as a company. When such problems occur, we must quickly investigate the case, provide aid to the person making the complaint, and act decisively to prevent any recurrences.
Initiatives Promoting Respect for Human Rights
Some of the main activities undertaken at our company in order to promote respect for human rights are outlined below.
- 1. Awareness activities
- Training for new employees includes a session on the topic of "Noticing Prejudice" in order to provide an opportunity to engage with awareness of human rights. We also aim to raise awareness of issues relating to human rights among mid-level employees, particularly those in management positions, by providing opportunities to attend external seminars.
- 2. Initiatives to ensure fair selection during recruitment
- Fairness in the recruitment process is a key measure of a businesses' respect for human rights, and OSG employees are provided with comprehensive awareness training before working in positions relating to recruitment or conducting interviews.
- 3. Initiatives to improve the working environment
- Human rights issues are addressed in our in-house newsletter, and every effort is made to prevent the occurrence of issues in the working environment.
- 4. Contact point for advice relating to human rights issues
- A contact point has been established for employees to seek advice or make complaints regarding harassment.
We are making active efforts to promote human rights awareness among all of our employees and will continue to carry out this important work. OSG is also a member of the Industrial Federation for Human Rights in Aichi and engages in activities to promote and improve human rights awareness.
At OSG, we have established regulations to prevent various types of harassment. We strive to create a workplace in which all employees can feel comfortable by ensuring that everyone is aware of the company's role in preventing harassment, the responsibilities of people in each position and the contact points that are available for employees to seek advice. In addition to awareness activities to prevent harassment, we are working to further enhance our consultation system and make it more responsive through means such as increasing the number of staff members available to provide advice.
The Sustainable Development of the OSG Brand
Pursuit of Customer Satisfaction
OSG offers face-to-face and online technical seminars to boost the level of customer satisfaction. A survey is conducted after each seminar on participants to gauge customer satisfaction and identify areas for improvement. Results are used as a basis for bringing constant improvement to future seminars. Our face-to-face technical seminars can be divided into sessions that invite participants to one of our facilities to deepen their knowledge through lectures and actual workshops at a demonstration room, and sessions that send our staff to regional areas for participants who have difficulty in coming to our sites. However, the COVID-19 pandemic has imposed practical difficulty in organizing face-to-face seminars. In comparison, online technical seminars not only reduce the risk of contracting COVID-19 but also allows people to participate in the seminars from anywhere. As a result, this format is gradually becoming embraced as a new seminar option. We are striving to offer seminars of even higher quality, taking advantage of these online benefits. Efforts will be made to further enhance online technical seminars and prepare for the return of face-to-face seminars in the post-COVID world.
Communication Dial answers more than 100 telephone inquiries from customers every day. These queries range from basic questions to specific and highly-technical queries relating to actual cutting process. Depending on the nature of inquiry, it may be necessary to check with the design / development divisions or contact the relevant sales team to arrange a visit to the customer's site.
We monitor our call reception rate as a performance indicator to ensure all customer calls are answered, thereby boosting the level of customer satisfaction.the customer's site. We have also launched the use of an online chat system to receive customer queries. The result is a system that allows customers to easily contact us by phone and online, ensuring improved customer satisfaction. Communication Dial will continue to evolve in the "Customer First" mentality with a commitment to building a sense of assurance that OSG's communication dial is always there to answer any queries.
Supplying high-quality products
OSG wins the Mechanical and Robotics Parts category of the 2020 Super Monozukuri Parts Award
OSG's AE-VML anti-vibration long carbide end mill has won the Mechanical and Robotics Parts category of the 2020 Super Monozukuri Parts Award, organized by the Monozukuri Nippon Conference and Nikkan Kogyo Shimbun, Ltd. The award is given to products and parts in recognition of their contributions to providing solutions and settings a fresh growth pathway to issues that Japan's manufacturing sector faces, such as population aging, the need for environmental conservation and stable supply of resources / energy, and intensifying international competition.
OSG has won the Mechanical and Robotics Parts category for three consecutive years. We will continue to work on developing new products that deserve high recognition of this kind.
Quality Management System
OSG Quality Slogan
We put quality first and have earned the trust and satisfaction of our customers through our exceptional products and services.
In order to maintain this level of performance, we make continual improvements to the effectiveness of our quality management system.
- 1. Offering the best quality which satisfies our customers and society
- 2. Promoting the standardization of operations
- 3. Preventing progression of faulty products
- 4. Shipping products on schedule
- 5. Improving the quality control circle and 5S methodology
OSG Quality Certification System
We have established our own quality certification system to ensure consistent quality, and strive to maintain and improve the quality at our group companies in Japan and overseas. The quality certification system is a system to certify that quality management from receipt of raw materials (or materials for which regrinding has been requested) to product shipment and after sales service is equivalent to that of a mother factory managed by OSG Japan. Evaluation is performed by certified quality auditors from OSG Japan in accordance with the Three Reality Principle ("going on site", "knowing the situation", and "being realistic"). The systems in place to ensure that the quality required by customers is provided on a consistent basis and the capacity of employees to correctly evaluate products are evaluated. This is done through quality audits based on evidence submitted through communication with those in charge and those carrying out work.
We will continue to further expand these activities in order to ensure that OSG's standards of manufacturing are maintained at our group companies around the world.
|Certified by:||Japan Quality Assurance Organization|
|Scope:||The design/development, manufacture and servicing (supply of technical data, technical guidance, calibration) of cutting tools, forming tools, measuring tools and non-wire coater bar.|
＜Group companies with ISO 9001 certification＞
- Ohtaka Precision Co., Ltd.
- SD MFG. Company
- Aoyama Seisakusho Co., Ltd.
- Noda Precision Co., Ltd.
- Nissin Diamond Co., Ltd.
- OSG Europe Logistics S.A.
- OSG USA, Inc. (PARMA Factory, Bensenville Plant)
- OSG GmbH
- OSG Royco, S.A. de C.V.
- OSG Korea Corporation
- OSG Sulamericana de Ferramentas Ltda.
- OSG (Shanghai) Precision Tools Co., Ltd.
- Taiho Tool Mfg. Co., Ltd. (Kan Shan Factory / Gangshan Factory)
- Dabao (Dongguan) Molding & Cutting Tool Co., Ltd.
- Carbide Cutting Tools Pvt, Ltd.
- OSG Thai Co., Ltd.
- OSG Ibérica Tooling, S.L.
- OSG Coating Service Co., Ltd.
|Certified by:||Japan Quality Assurance Organization|
Contributing to Local Communities
Space Parachute Returns for Local Children with Dreams of Space
We exhibited the micro-debris tracking microsatellite IDEA OSG 1 at the Coconico Space Exhibition, which was held at the Coconico Toyohashi Development Center for Children's Futures between September 14 and 29, 2019. We also spread the word about the work of IDEA OSG 1 and OSG to the approximately 100 elementary school students who attended the Space Parachute Challenge for Children held on September 28th, along with their parents and/or guardians. A continuation of last year's event, this challenge gave children an opportunity to experience the importance of doing what they love with inventor Keisuke Iwaya, who is known for sending balloons into space to photograph the stars and the Earth.
An event to give high school students business experience by selling JAXA merchandise was also held this year. The enthusiasm of the students at these event as they worked hard on their activities was truly impressive.
Communicating with local students through a student seminar
OSG Managing Officer Jiro Osawa and Yasuhito Fujii of the Global Engineering Team addressed some 340 senior high school students who live in Toyohashi City on Wednesday, October 21, 2020, under the Higashi-Mikawa Appealing Enterprise Study Program, a part of the Aichi Prefectural Government's project to secure young human resources in Higashi-Mikawa.
In the seminar, we provided information about OSG's business activities, and refer to an episode about the company's involvement in aerospace-related projects. Incorporating smartphone use and accepting questions in real time, the seminar proceeded in a friendly and casual atmosphere, passionately offering advice to students enquiring about their educational and vocational pathways.
Aichi Prefecture's "Spirit of Manufacturing Awareness Project" for reinforcing local human resources
On Monday, December 7, 2020, OSG held a hands-on manufacturing workshop, inviting about 30 junior high school students from Toyohashi City. This is a project organized by the Aichi Prefectural Government with the aim of building local students' aspiration for manufacturing technicians and interest in manufacturing career. OSG's human resource development team provided hands-on experiences to participating students about focuses in our day-to-day business activities, such as precision measurement, cutting, efficiency and safety. Students appeared excited and inspired by a series of first-ever experiences. We hope the workshop sparked strong interest in manufacturing, leading to the development of future human resources to become involved in the manufacturing sector.
- 1. Precision measurement Using calipers and micrometer to take precision measurement of stationeries at hand; Some were even trying to measure their hair.
- 2. Tapping Using several types of taps to tap screw threads in acrylic sheets; participants were very careful to ensure straight tapping while also observing difference in chips.
- 3. Shape-matching organization game / Visual weight gauging Carrying out the same task with and without shape-matching to experience differences in work efficiency; in visual weight estimation, participants were surprised to find out how much lighter or heavier some items are than what they appear.
Newcastles of the World Come Together in Shinshiro to Reach their Goals through International Exchange
There are more than 100 different towns and cities with the name Newcastle in various languages around the world. Shinshiro City is located near our headquarters in Toyokawa, Aichi Prefecture and literally translates as "new castle". It hosted the 1st Newcastles of the World Summit in 1998, at which 8 cities were represented. Since then, the event has been held in a different city every two years. The conference expanded to its current form as an "alliance" conference in which citizens are able to participate at the 2008 edition held in Neuburg, Germany. At the 2018 Newcastles of the World Alliance Conference, discussions were held with the objective of sharing information about issues and working together to develop solutions and action plans in four areas: culture, tourism, education and business.
We helped to sponsor this international exchange event as part of our efforts to foster goodwill between countries all over the world in our role as a global cutting tool manufacturer. Employees from our company were also involved as part of the organizational staff for the conference. We hope that these activities can serve as a basis to build deeper relationships with "Newcastles" all over the world and we will continue to take a variety of approaches as we make the most of this newly-established network in our manufacturing business across various regions.
Contributing to COVID-19 Infection Prevention at Local Municipal Hospitals
In the Higashi-Mikawa district, home of many of OSGs business sites, we have donated infection-prevention items such as surgical gowns, face masks, disinfectant and face shields to healthcare workers in our show of gratitude and respect for working day and night in healthcare duties.
Our staff visited the Shinshiro Municipal Hospital on Tuesday, February 16, 2021, Toyokawa City Hospital on Friday, February 26, 2021, and the Toyohashi City Office on Wednesday, March 3, 2021, presenting them with the infection control items and expressing our commitment to staying mindful about infection prevention and continuing to offer support to all healthcare workers.
Honnogahara Center commended for its contribution to the blood donation program
OSG's Honnogahara Center was awarded the Golden Order of Merit from the Japanese Red Cross Society for many years of cooperation in blood donation by the employees of the Center. The Golden Order of Merit Award is the highest honor extended to organizations that make significant contributions to the blood donation program, e.g. many years of involvement in JRCS's volunteer activities. The latest honor comes in recognition of our employees' understanding of and cooperation for the blood donation program since the establishment of the Honnogahara Center. We will continue to promote the blood donation program, involving the Honnogahara Center as well as other business sites, as one of the social contribution activities we can engage in.
Developing a Disaster-resistant Forest
On March 16th, 2019, a forest maintenance volunteer activity was held at Toyohashi National Forest in Mt. Ishimaki. It started with the aim of creating a forest that is resistant to typhoons and heavy rain by planting saplings to grow evergreen trees on the land damaged by a typhoon in 2019.
Weeding work called "shitagari" is carried out to protect grown saplings from weeds, which can prevent the growth of saplings if left unattended.