Employment/ Diversity and equal opportunity
Material Issue Employment
- Targets/Vision
- ●Review the conventional work style, encourage employees to take paid leave and reduce long working hours, in order to secure and retain talented human resources
Management and Promotion Method of Employment
[Responsible Departments]
- Personnel Department
[Policy/Point of view]
As we understand that the major premise of sustainable growth of a company is to create a vital organization where diverse employees can fully demonstrate their strengths and abilities, we are committed to making comprehensive improvement of treatment by closely paying attention to each employee from various angles including the employment policy, form of employment, wage system, evaluation system and individual treatment.
[Visions]
Review the conventional work style, encourage employees to take paid leave and reduce long working hours, in order to secure and retain talented human resources
[Measures]
- Set the reduction target for overtime hours (set an indicator to measure improvement in productivity taking into account characteristics of each division) and the target number of days to take paid leave and manage them on a monthly basis. In order to achieve these targets, we established the “Work Style Innovation Department” which, in collaboration with Personnel Department, Corporate Information Systems Department and other relevant sections, promotes initiatives/efforts such as improving/reducing daily operations and systems, setting a no overtime day and creating a flexible working system.
- Conduct an “employee survey” every two or three years on a continuous basis for the purpose of understanding employees’ satisfaction level and evaluation for the management as well as exploring effective measures.
Work Style Innovation
As we understand that the major premise of sustainable growth of a company
is to create a vital organization where diverse employees can fully demonstrate their
strengths and abilities, we are committed to making comprehensive improvement of treatment
by closely paying attention to each employee from various angles including the employment
policy, form of employment, wage system, evaluation system and individual treatment.
In fiscal 2018, we established the “Work Style Innovation Department” to improve and support
work processes as well as make proposals and give guidance to improve work efficiency
through the use of IT. Mainly the department manages the progress of the initiatives monthly
and is promoting efforts to generate high added value within a limited time.
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Support and enhancement of work-life balance
In order to create employee-friendly working places where everyone is satisfied with their work, we have introduced a flextime system and a paid leave system that allows to take paid leave by the hour as well as other systems as follows:
In October 2019, we obtained the “Kurumin” certification as a company that proactively provides child-rearing supports to employees.
Also, in April 2021, we expanded the scope of eligible employees for the work-from-home system from certain employees caring for their children or family members to all employees.
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Major systems supporting work-life balance
| System | Detail |
|---|---|
| Childcare leave | Available until the end of April after the child reaches three years of age |
| Short working hour for childcare | Available until the child finishes the third grade (with options of reduction by 1 or 2 hours) |
| Nursing leave/family care leave | Available up to 5 days in a year per family member, or up
to 10 days in a year for two or more family members *during one year from April to March of the following year |
| Leave of absence for family care | Available up to 365 days per family member in need of care |
| Short working hour for family care | Option of reduction by 1 or 2 hours |
| Work Location Change Request System | May request a change of work location for reasons such as the spouse’s transfer or family care |
| Re-employment System | May request to be re-employed in cases of resignation due to marriage, childbirth, childcare, spouse’s transfer or family care |
| Work-from-home System | May work from home if employees can improve productivity by concentrating self-directedly |
Material Issue Diversity and equal opportunity
- Targets/Vision
- ● Continue recruitment regardless of race, creed, gender, and nationality
- ● Ratio of female new graduates employed: 20%
- ● Ratio of persons with disabilities employed: 2.3%
Management and Promotion Method of Diversity and equal opportunity
[Responsible Departments]
- Personnel Department
[Policy/Point of view]
The Group sets forth the respect of human rights, personality, and individuality in the “Group Code of Conduct” and aims at creating non-discriminatory, safe, comfortable, and pleasant workplace atmosphere. We are working to establish a system and workplace where diverse employees can work vigorously and demonstrate their abilities as part of our effort to promote diversity.
[Targets/Vision]
- Continue recruitment regardless of race, creed, gender, and nationality
- Ratio of female new graduates employed: 20% (same as the figure in the activity policy submitted to Ministry of Health, Labour and Welfare under the Act on Promotion of Women's Participation and Advancement in the Workplace)
- Ratio of persons with disabilities employed: 2.3% (compliant with the relevant law)
[Measures]
Implement internal initiatives to promote and achieve the numerical targets for the recruitment of female employees, persons with disabilities, and foreign nationals (creation of organization and culture capitalizing on diversity, fair employment opportunity and evaluation, promotion of work-life balance, and development of self-directive human resources/managers, etc.)
To mobilize talented workforce with diverse background and continue to create new values
In addition to recruitment/employment aiming to achieve the above targets, we are also working on initiatives such as creation of organization and culture capitalizing on diversity, fair employment opportunity and evaluation, promotion of work-life balance, and development of self-directive human resources/managers. In fiscal 2020, new university graduates employed included 8.3% of women (joining in 2021), 2.08% of persons with disabilities (short by three persons to the statutory requirement, as of March 1, 2021), and three foreign nationals (joining in 2021).
