Japanese Business Blog - Rudlin Consulting

I decided to stop talking about diversity in Japan – Professor Christina Ahmadjian

The new corporate governance code in Japan puts further pressure on Japanese companies to have external, independent directors on their boards. For those companies wanting to be on the new prime market, the code stipulates that a third of directors should be external. Companies are now facing a severe shortage of candidates deemed suitable to fill these roles particularly if companies are also trying try to be as diverse as possible in who is appointed.

The same faces keep popping up, including people such as Professor Christina Ahmadjian of Hitotsubashi University who is currently an external director for four Japanese companies; Japan Exchange Group (the Tokyo and Osaka stock exchanges), Sumitomo Electric Industries, Asahi Group Holdings and NEC . She was also an external director at Mitsubishi Heavy Industries until June of this year.

Her remedy for this shortage of suitable candidates, which she outlined in a recent interview with Nikkei Business, is to hire people from a wider variety of backgrounds. Not just university professors like her, but Japanese women who are working outside Japan, or even having a quota for people under 30 years of age. In her view, even a third may not be enough, because it would mean that the majority are still “salarymen” who have worked their way up the same company all their careers. “The director’s most important role is to appoint and dismiss the CEO. Previously, when I asked a Japanese company what is the difference between the board positions of a managing director (known as joumu in Japan) and a senior managing director (known as senmu), I was told, when a managing director gets older, he becomes a senior managing director. Such a board of directors will not be able to make the top management quit.”

You need people who don’t read the air

External directors need to be able to reject management policies in board discussions. They must also have the mindset that they can quit themselves at any time. You need people who don’t “read the air” the way salarymen directors do.

“Two years ago I decided to stop talking about diversity. I will not give a speech on it and I refuse to be interviewed on it. It doesn’t change no matter how strongly I put the case. If I give a lecture on diversity, people will listen hard and then say “OK, that was good.” I felt it was just entertainment. Japan’s gender diversity is certainly more advanced than before. More companies are introducing maternity leave systems. But why is it so slow. I think “just do it!””

As for diversity in terms of nationality, there are many students who love Japan and want to come to Japan to study and work for a Japanese company. However, after graduating, if they get a job at a Japanese company, after about five years they quit, as they have realised that they can’t sse a future, and their friends at other companies are being promoted faster and have higher salaries. So ofthen they choose to work for a foreign owned company while living in Japan.

1980s uncle management

“Japanese companies are more concerned with their internal talent management than with diversity. So why not hire in Indians and Russians with the necessary IT skills?” Ahmadjian is concerned that what she callls “uncle (ojisan) management” from the 1980s means Japan will not be able to compete globally.

Ahmadjian has lived in Japan for over 20 years, and was herself an office lady at Mitsubishi Electric in the early 1980s. She served tea and wore a uniform. “I really enjoyed it then, but it was a world of old uncles.” “When I asked the top management of a company what is the definition of young, I was told 55 years old. I got them to lower the definition to 50 years’ old.” Japanese-style management may have worked well as a system in the postwar context, but I think it is time to reconsider.”

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Pernille Rudlin interviewed on the history of Japanese companies in the UK and Brexit

Pernille Rudlin is in conversation with Tom Hayes of BEERG (Brussels European Employee Relations Group) on how Japanese companies have responded to Brexit, tracing the progress of UK/EU/Japanese trade relations from Margaret Thatcher’s promotion of Britain as a Japanese gateway to the EU in the early 1980’s, through to the present day.

The video and podcast links are as below

BEERG Byte #32 from Derek Mooney on Vimeo.

The opportunity for Japan to help Europe with its housing shortage

One of the few new Japanese companies to join the Japanese Chamber of Commerce & Industry in the UK in 2020 was Sekisui House. Daiwa House also announced at the end of 2020 that they were going to acquire Dutch modular housing builder Jan Snel.

Both companies cite the housing shortage and scarcity of skills across Europe as a reason for their expansion. We have certainly been suffering from a housing shortage in the UK for many years. When I studied the problem 30 years’ ago at university, I remember being told that one issue was not so much a lack of housing, but a lack of adequate housing. There were and still are a lot of older houses, even dating back to the 19^th century, which are not fit for modern day living.

Another issue which has become more acute is that these houses, even if refurbished, are not where people want to live. We still have an economic north/south divide in the UK, thanks to the decline of industry. Big northern towns and cities have no jobs, but plenty of empty, dilapidated housing. Cities in the south are not building enough new housing for the increase in population. As a result, young people are having to share crowded houses and apartments and cannot afford the mortgage needed to buy anywhere.

Building more new houses in those cities is the obvious solution, except that there is a lack of land on which to do so. There was an attempt to allow old office blocks to be turned into apartments, but this resulted in some very low quality, unhealthy housing.

Land is available in the commuter zones outside London, but this has been protected for many years by a so-called Green Belt, which tries to preserve green fields and woodland. Although this may seem a worthy ecological cause, it has mostly been exploited by the residents of those areas who do not like the idea of new houses and newcomers and a consequent hit to the value of their own homes.

I used to live in one of those areas, near a train station which took me directly into central London in 47 minutes. It was right by the M25 orbital motorway, and there was a constant noise from nearby Heathrow and Gatwick airports. I thought at the time that claiming this was green belt and refusing to build more homes in the area was not only selfish, but a denial of reality.

For the first time in the UK, and possibly in the world, air pollution has been ruled as the cause of death of little girl who had asthma and lived in London. I thought back to our time living in the “green belt” and the air pollution we tolerated there. If Sekisui and Daiwa are going to be able to build housing in those areas, their low carbon technology, with effective air conditioning systems, should be much welcomed.

This article originally appeared in Japanese in the Teikoku Databank News

Top 30 Japanese companies in Poland 2021

Poland and other Eastern European nations are a forgotten economic success story, according to Ruchir Sharma of Morgan Stanley Investment Management in a recent Financial Times opinion piece. The Czech and Slovak Republics, Lithuania, Latvia, Estonia, and Slovenia have all made it into the advanced economies, as defined by the IMF, and have a per capita income of $17,000, with Poland not far behind at a per capita income of $15,000. Hungary is even closer, with per capita income of $16,000 and Romania is also catching up, on $13,000. Quality of institutions and other more subjective factors are included in the IMF criteria, so it may be that if some of these countries are judged to have deteriorated under a populist government, then promotion to the premier division will be delayed.

Sharma argues that consistent long term growth is the key to economic success, and manufacturing prowess lies behind this for Eastern Europe. Poland has grown at an average of 4% a year over the past three decades, without a single year of negative growth. Japanese companies do seem to have been attracted to this economic stability. According to our research, Japanese companies in Poland now employ around 53,000 people, making it the fourth largest base for Japanese company employees in the European region after the UK (176,000), Germany (167,000) and France (75,000).

The largest Japanese employers in Poland are indeed manufacturers such as Sumitomo Electric Industries (Sumitomo Electric Wiring/Bordnetze producing harnesses and Sumitomo Riko producing hoses for the automotive industry) and other automotive suppliers such as NGK Insulators, NSG (automotive glass), Toyota Motor, NSK, Bridgestone and Yazaki.

Beer and cigarette manufacturers also feature – Asahi after their acquisition of Polish beer brands Tyskie and Lech, and Japan Tobacco has a factory in Poland manufacturing Winston and Camel. A further vice, chocolate, is also manufactured by a Japan headquartered company Lotte, via their 2010 acquisition of Wedel.

There are some large services sector employers as well – Fujitsu has around 3,000 employees working in its global delivery centres in Katowice and Łódź. However, we estimate around a third of the 200 Japanese companies in Poland have plants there, compared to 16% of the 1000+ Japanese companies in the UK or Germany.

We may still be missing a few Japanese companies in Poland. There are relatively fewer Japanese expatriates in Poland compared to other countries which host larger numbers of Japanese companies. This may cause some underreporting to database survey companies such as Toyo Keizai, which only records around 130 Japanese companies in Poland, and less than 20,000 employees, compared to our estimates of over 200 companies and 53,000 employees. There is still a tendency by Japanese companies to locate their Japanese expatriates in Germany, to manage Eastern European subsidiaries and branches from there. The Polish investment agency says there are 300 companies in Poland employing over 40,000, in 2019.

Cornel Ban, of the Copenhagen Business School, responded to Sharma’s piece by arguing that a high risk of stagnation in countries such as Poland is “baked in”, if they only rely on low labour costs. There is a lack of investment in training and R&D and that “the multinational manufacturing firms that dominate these countries’ export-led growth regimes have few incentives to relocate significant technical innovation systems in the region.” As far as we can ascertain, there are only a few Japanese companies that are conducting R&D in Poland – Canon Ophthalmic Technologies, Fujitsu‘s FQS in computational chemistry systems and Rigaku in thin films and materials.

You can download our Top 30 Japanese employers in Poland below:

Top 30 Japanese Employers in Poland

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Top 30 Japanese employers in Italy:

Top 30 Japanese employers in Italy 2021

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Top 30 Japanese employers in Italy 2021

We’ve just compiled our first ever Top 30 for Japanese employers in Italy (see below for download). We’ve thought for a while that Tōyō Keizai underreported the number of employees in Italy, and that it probably ranked fourth after the UK, Germany and France in terms of numbers employed. Tōyō Keizai records 16,500 employees at 270 companies. We estimate it’s more like 50,000 employees at 350 or so companies. We were also wondering what might be behind the Japanese Ministry of Foreign Affairs data showing a sudden rise from 300 Japanese companies in Italy in 2018 to 425 to 2019.

The answer to both puzzles might lie in the fact that the Hitachi group, which was the largest Japanese employer in Italy, acquired various rail businesses from Ansaldo in 2019 and one of its subsidiaries, Hitachi Chemical, acquired FIAMM in 2020. Hitachi has now dropped one rank, to the second largest Japanese employer in Italy, behind the NTT group, as Hitachi Chemical was acquired by Showa Denko in 2020. Another factor is that the NTT group has also grown substantially in Italy recently, mainly thanks to acquisitions by NTT Data.

Other large Japanese employers in Italy are the result of earlier acquisitions: Denso has some of its major manufacturing operations in Italy, deriving from acquisitions from Magneti Marelli more than 20 years’ ago. Denso Thermal Systems S.p.A. is now the regional headquarters for the air conditioning manufacturing business.

Mitsubishi Electric at #5 acquired Italian firm Climaveneta in 2015. Nidec, the 6th largest Japanese employer in Italy, acquired Ansaldo Sistemi Industriali S.p.A. in 2012. Sumitomo Heavy Industries acquired Lafert (electric motors and drives) in 2018.

So it seems likely the underestimation of Italy lies more in acquisitions unaccounted for than a sudden influx of Japanese greenfield investment.

Half of the Top 30 Japanese employers in Italy are also in the EMEA region top 30, so would be expected to have substantial presence in Italy too. The acquisitions detailed above show that Italy’s strengths, as far as Japanese companies are concerned, are in engineering – particularly rail and air conditioning. Judging by the companies that are only in the Italy Top 30, textiles (Toray) and pharmaceuticals (CBC and Takeda) are still attractive sectors for Japanese investment – and of course food – such as the Princes tomato processing plant, owned by Mitsubishi Corporation.

The Top 30 Japanese employers in Italy is available for download below:

Top 30 Japanese employers in Italy 2021

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Top earning foreign executives at Japanese companies in 2021

Seven out of the ten best paid executives in Japan are not Japanese, according to Tokyo Shoko Research. It’s been more than ten years since Japanese companies were obliged to disclose the details of executives earning more than ¥100m (around $900K) and was cited as one of the reasons that Nissan got themselves into such a twist about their CEO Carlos Ghosn’s pay.

No Nissan executives appear in the Top 30 this year, unsurprisingly. The number of executives paid over ¥100m has risen for the first time in two years, and Hitachi has the most – with 15 executives including the British head of the rail division, Alistair Dormer. Dormer is not, however, being paid more than his Japanese boss, Mr Higashihara, although this has happened in the past at companies such as NSG.

The financial group MUFG has 11 executives earning over ¥100m and Mitsui, the trading house conglomerate and Daiwa Securities both have 9. Tokyo Electron and SoftBank both have 8 executives earning over ¥100m. SoftBank’s Simon Segars, British CEO of ARM is the highest paid executive of a Japanese company, earning ¥1,880m (around $17m) and SoftBank’s COO Marcelo Claure is the third highest paid, with SoftBank’s Rajeev Misra, Ronald Fisher, Miyauchi Ken and Goto Yoshimitsu at #6, #7, #12 and #21 respectively.

FANUC, Daikin, Toyota Motor, LIXIL, Sony, ENEOS and Mitsubishi Electric all have 7 executives earning more than ¥100m. I would be surprised if the latter was in the rankings next year, however, given its current difficulties.

Other high earning foreign executives include Christophe Weber at #2 and two other executives at Takeda Pharma, Didier Leroy at Toyota Motor (#4) , Bijoy Mohan at LIXIL (transferred with LIXIL’s Grohe acquisition) and Stefan Kaufman at Olympus.

So if you want to be a high paid foreign executive at a Japanese company, work for a Japanese company that has a high proportion of its business overseas either through organic growth (Toyota) or more likely through acquisition – Hitachi Rail, Takeda, LIXIL, Olympus, SoftBank.

Working Effectively with Europeans online workshop July 22nd & 23rd 2021

This two part interactive online workshop is designed to support Japanese managers who have been seconded to Europe.

Part 1 (22nd July 13:00-16:00 BST/14:00-17:00 CEST) deals with European cultures and values, the differences between UK, Germany, France, Netherlands etc, attitudes to employment and career development, employment regulations, diversity and inclusion, common HR related mistakes that Japanese companies make in Europe and how to avoid them.

Part 2 (23rd July 13:00-16:00 BST/14:00-17:00 CEST) deals with communication, management and leadership and gives practical tips on building relations with European colleagues, giving feedback, performance evaluations, meetings and presentations. It also looks at the key concepts of employee engagement and management accountability.

The session will be facilitated in Japanese by Japan Intercultural Consulting EMEA Representative Pernille Rudlin.

Participant numbers are limited to 12 to ensure interactivity.

Further details and registration can be found here.

Note: Direct competitors of Japan Intercultural Consulting and their employees are not allowed to enroll in this seminar.

UK still number one in Europe for Japanese automotive manufacturing – just

The recent news about Nissan and its Chinese battery manufacturing partner Envision deciding to go ahead with expanding the battery plant in Sunderland, to supply a new electric vehicle model, led me to revisit my researches on trends on the Japanese automotive sector in the Europe, Middle East and Africa region. I had blogged in October 2020 that for the first time in at least five years, according to Toyo Keizai data, there were more Japanese automotive manufacturers in Germany than in the UK.

Toyo Keizai’s new directory came out this April, and adding in their more recent data, it seems that the number of Japanese automotive manufacturers in Germany actually dropped by 11, from 31 to 22. So the UK is back in the top spot. Cross checking this against all data for Japanese companies in Germany, it seems that this is more that those 11 companies switched categories rather than left Germany. Many automotive suppliers of parts supply parts for other industries, so they may have decided that the bulk of their business was no longer automotive, or preferred not to be classified as automotive. There were also falls in the numbers of Japanese automotive manufacturers in Spain, Russia, Poland and Portugal.

The number of people employed by Japanese automotive manufacturers is perhaps a better indicator of general health than self classified numbers of companies. The numbers employed by Japanese automotive manufacturers in the UK has dropped by 12% comparing 2015/6 to 2020/21 and by around 8% over the year 2019/20 to 2020/2021. I only have comparable employee numbers for the rest of the region for the past two years, and these show that there has been a 2% drop employee numbers from 2019/20 to 2020/2021. The only other notable decrease was in France, where employment fell by 11%. The most growth was in Morocco, but only by 3%.

So the UK still has the most employees of Japanese automotive manufacturers in the region, but the number of employees has dropped below 30,000 for the first time in five years. The Czech Republic, Germany and Poland are not far behind in terms of employee numbers, and it’s possible Germany still does have more Japanese automotive related manufacturers than the UK, it’s just that they have chosen not to classify themselves as being in the automotive sector. The closure of Honda Swindon and other suppliers to the Swindon plant this month will probably result in the UK losing its top spot both in terms of employees and companies hosted.

The biggest Japanese automotive employers, apart from the actual car assemblers themselves, are the wire harness suppliers- Yazaki and Sumitomo Electric being the dominant Japan owned companies. Unsurprisingly, they base most of their factories in lower labour cost countries in Eastern Europe and North Africa.

Overall, Japanese automotive manufacturers employ around 280,000 people in the region, not including those in the supply chain who are wholesale/importing rather than manufacturing. So it is no wonder that any investment by them is welcome news, but it may take a little more than the recent Nissan announcement to reverse the trends in the UK and across the region.

The prime minister of the Japanese business world

We were very sorry to hear of the passing of Nakanishi Hiroaki, Chairman Emeritus of Hitachi. There was a nice tribute to him in the Nikkei Business magazine (JPNS), calling him the prime minister of the Japanese business world, who was not afraid to speak out. Not only was he instrumental in turning around Hitachi, along with Kawamura Takashi, but he was a champion of making sure the voices of women and younger people were heard.

He was highly critical of Keidanren (the Japanese business association)’s resistance to increasing external directors on boards, and urged Japanese companies to pay higher wages to their employees. He was also insistent that if Japanese companies did not tackle environmental problems immediately, they would lose their competitiveness. As the head of Keidanren, he fought for Namba Tomoko of DeNA to become the first female vice president of Keidanren, accusing it of being overconcerned about the size and seniority of companies in its hierarchy, saying that to younger people it had become a fossil. He pushed for targets for women in management, declaring that the Japanese economy would sink if its male oriented society was not changed.

Even as he struggled with his illness, he continued to speak out, unafraid of criticism, and wanted not just his successor at Keidanren, but also Japan as a whole to feel free to express their opinions.

Latest Top 30 Japanese companies in UK shows significant divergence

Our latest Top 30 Japanese companies in the UK shows a 1.3% drop overall in employee numbers from 2019 to 2020*, the first fall we have seen in the seven years we have been tracking the Top 30. As most Japanese companies in the UK use an April 1 to March 31 financial year, the fall in employee numbers dates to before COVID-19 pandemic began to have an impact. The small drop masks significant divergences – there were companies whose workforce shrank by over 10% such as Nissan, Honda and Nomura, and also companies which grew significantly, such as NTT and SoftBank.

This tallies with a recent report from Japan’s Ministry of Economy, Trade and Industry (METI) which reported in March 2021 that whereas automotive sector companies have a bleak outlook on the UK market, manufacturers in sectors such as chemicals, pharmaceuticals, electrical machinery and foods are far more positive about future expansion in the UK. According to METI, manufacturers represent around 39% of Japanese companies in the UK, the remainder being in the services and wholesale sectors. Services sectors, particularly IT related, would seem to be positive too from our researches, apart from Fujitsu, which has slipped down a further place to being the 4th largest Japanese employer in the UK, having been the largest for many years previously, to 2017/8.

The 96,000 who work for the Top 30 Japanese companies in the UK represent around 55% of the 176,000 (down from 179,000 the previous year) or so people who work for over a 1,000 Japanese companies in the UK, according to our estimates. The METI survey shows that despite the small drop in the numbers employed by the Top 30, larger companies (defined by METI as having over £600m turnover) will have weathered Brexit far more easily than smaller ones, having the resources and networks to set up agents in the EU, stockpile and open up new logistics and warehousing hubs on the Continent.

Certainly the 50 or so Japanese companies that have withdrawn from the UK over 2019-20 have been smaller in size (under 50 employees) and the larger ones who have shut down operations have usually not withdrawn entirely but rather turned their subsidiaries into branches or merged them with another UK based operation.

As we have said for some years now, Brexit has brought about an acceleration of trends which were happening anyway, and precipitated some long overdue tidying up.

You can download our Top 30 Japanese Companies in the UK below:

Free pdf of Top 30 largest Japanese employers in UK

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*2020 defined as the year ending 2020, where most of the year was in 2019, ie April 2019 to March 2020 or January 2019 to December 2019.