Sony Global - Employment and Employee-Management Relations

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Employment and Employee-Management Relations


		It is the policy of the Sony Group to adopt sound labor and employment practices and to treat its employees at all times in accordance with the applicable laws and regulations of the countries and regions in which it operates. Sony also values communication between management and employees, which is essential in conveying management policies to employees and encouraging employees to voice their opinions.


		Basic Philosophy

The Sony Group operates in a diverse, global business environment. Its businesses range from electronics and games to motion pictures and finance. All workplaces around the world share common policies and visions while respecting the diverse cultures and practices of the countries and regions in which they operate.

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		Total Number of Employees

As of the end of fiscal 2006, the total number of Sony Group employees was approximately 163,000, up nearly 4,500 from a year earlier. The increase occurred despite declines due to the divestiture of StylingLife Holdings Inc. and the downsizing of several manufacturing bases as part of Sony's restructuring, and was largely attributable to substantial personnel increases at manufacturing bases in East Asia (excluding Japan).

Total Number of Employees



(As of March 31)

Personnel by Business Segment



(As of March 31)

Personnel by Geographic Segment



(As of March 31)


1 Coverage area: Southeast Asia, Middle East, Africa and Oceania 2 Coverage area: Mainland China, Hong Kong, Taiwan and South Korea

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		Employee-Management Communications

In line with its Mid-Term Corporate Strategy, announced in September 2005, Sony continued to pursue restructuring and growth initiatives during fiscal 2006. Management sought to promote employee understanding of its actions and encourage the sharing of information.
In North America, Sony reduced head count following the closure of plants after termination of cathode ray tube (CRT) television production. Management explained the closures at each affected plant and sought employee understanding of its decision. Support was also made available through such efforts as career transition assistance for leaving employees.
Sony has worked to establish favorable relations with unions and other employee organizations. As an example, since 1995 Sony Europe has had an EICC^*3, in accordance with European labor laws, which provides a forum for the sharing of information between management of Sony Europe and representative employees from Sony Group companies in the EU, as well as for management to hear employees' opinions directly and engage in debate.


*3 The European Information and Consultation Committee (EICC) provides a forum for discussion among management of Sony Europe and representative employees from Sony Electronics Group companies in the EU.

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		Communication between Top Management and Employees

Sony attaches great importance to communications between top management and individual employees. For the second consecutive year, in fiscal 2006 Sony's CEO, Howard Stringer, and President, Ryoji Chubachi, visited sites throughout Japan and around the world to hold town hall and other meetings, which provided opportunities for them to speak directly with employees. Town hall meetings also enable senior management to communicate Sony's strategies and other key messages and hear directly from the front lines, as well as to exchange opinions with employees on a variety of themes, including technology and management practices.



	Town hall meeting

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