Employment/ Diversity and equal opportunity
Material Issue Employment
- Targets/Vision
- ●Become an attractive organization that can attract human resources through a job satisfaction reform based on dialogue between supervisors and subordinates and support
Management and Promotion Method of Employment
[Responsible Departments]
- Personnel Department
[Policy/Point of view]
A major premise for a company’s growth is to create a vital organization where diverse employees can fully demonstrate their strengths and abilities. We are committed to making comprehensive improvement to enhance engagement from various angles including the form of employment, wage system, evaluation system, work style, working hours, leadership development, and communication with employees.
[Visions]
Become an attractive organization that can attract human resources through a job satisfaction reform based on dialogue between supervisors and subordinates and support
[Measures]
Continue the following measures systematically and continuously
- Plan and implement initiatives to encourage managers and leaders to change their behaviors
- Build an awareness of the importance of engagement and improve it through visualization
- Introduce the evaluation system, etc. to increase members’ willingness to take on new challenges
Improve engagement
As the environment surrounding the Company is changing drastically on a global scale, we need to respond flexibly to environment changes, including by transforming our business portfolio on an ongoing basis. Accordingly, we have set “Evolution of organizational capabilities for the future” as one of the guidelines in the Mid-Term Management Plan CV-1 and are working to improve engagement as one of the priority measures. Recognizing that the major premise for the sustainable growth of a company is to create a vital organization where diverse personnel can fully demonstrate their strengths and abilities, we will plan and implement initiatives to encourage managers and leaders to change their behavior and introduce an evaluation system, etc. to encourage employees to take on challenges. In addition, we strive to improve engagement with each workplace taking the lead by visualizing the engagement status of each workplace and creating an environment where employees can interact and make improvements.
Support and enhancement of work-life balance
In order to create employee-friendly working places where everyone is satisfied with their jobs, we have introduced a flextime system, encouraged employees to take annual paid leave, reduced long working hours and introduced various systems as listed below. In October 2019, we obtained the “Kurumin” certification as a company that proactively provides childrearing 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% or higer
- ● Ratio of persons with disabilities employed: 2.3% or higer
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 2023, new university graduates employed included 32.3% of women (joining in 2024), 2.37% of persons with disabilities (exceeding the statutory requirement by one person, as of March 31, 2024)
