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Accounting for 4% of the total employee work pool, the female employee base at HMC totaled 2,230 employees in 2005. With increasing emphasis placed on the importance of the employment of
females throughout the globe, HMC has begun to increase the recruitment of new female employees. For the welfare of female employees, they receive an additional day of paid leave per month, and
a 90-day pre or post maternity leave. In addition, HMC operates a day care center at the anufacturing plant in Ulsan.
The reason why I decided to participate in the Diversity Action Team is that I thought the DAT might give me a chance to work together with many people and engage in various activities. It is always good for me to come to know my colleagues and to engage in social activities with my neighbors through the engagement in DAT activities. The DAT has supported
HMMA's diversity initiatives and has coordinated activities to promote its diversity. Also, it has planned activities to build connections with others. Every October is known as the Diversity Appreciation Month. Throughout October, we have an opportunity to increase our knowledge and understanding of others with different cultural backgrounds through
various diversity programs such as cultural displays and cultural food appreciation and so on. Aside from these activities, the DAT involves HMMA employees in community outreach activities such as the American Cancer Society, the Christmas party and Rebuilding Together. I am truly proud to be a part of the Diversity Action Team because I find much meaning in being able to give back to the community to which I belong.
HMC prohibits all forms of discrimination (ethnicity, age, religion, gender, nationality, etc.) in employment, job post assignment, performance evaluation, compensation, training and promotion. HMC recruits new employees by applying strict yet fair recruitment and screening standards. During their stay at the new employee camp, all recruits undergo a series of consultations and interviews for job posting. HMC does not recognize performance evaluation and recommendation for promotion other than what is described in the
standardized protocol. Accordingly, all forms of discrimination are strictly prohibited.
The acceleration of globalization in business management has also opened and expanded the overseas market for HMC. This is part of the reason HMC began in 2006 to provide opportunities for its overseas employees to take training programs in Korea. HMMA, in fact, has a precedent of leading its employees in production to training programs in Korea in order to transfer to them the essential knowledge of quality management and increase their team spirit before beginning the production of Santa Fe. A total of 75 employees working in the production department of HMMA visited Seoul as a result of the initiative, and were shown the production line at the Ulsan Factory and HMC's Technical Research Center.
The Korean Training Programs the company provides also incorporates a schedule of various cultural activities, including Korean food tasting and taking a tour around downtown Seoul so that the visiting employees can better understand Korea. In the year of 2006 alone, 300 employees of HMMA are expected to visit Korea as part of the program.
HMC is planning to offer the program to its production facilities in other areas of the world as well in the future to provide international employees with opportunities to know their company better and deepen their understanding of Korean culture.
