We have stipulated our basic policies regarding diversity and inclusion in the Basic Policy on Corporate Governance, Sustainability Policy, and Human Rights Policy. We have also established the Guidelines for Support of Women’s Development and Advancement as our policy on promotion of women's development and advancement.
We have posted these basic policies in the HR section of our internal portal website and continue to inform and cultivate the policies for all employees through activities such as explanations during internal training programs.
Based on the belief that employees are the source of new values and the Group's sustainable growth, we aim to maximize organizational performance by creating workplace environments in which team members with diversity in every respect, including race, religion, gender, sexual orientation and gender identity, age, disability, nationality, national origin, social origin, and professional background, can coexist, mutually recognize one another, and actively demonstrate their individual abilities at their very best. (Article 10)
We embrace diversity and acknowledge its importance in creating new value. We will promote diversity and inclusion as a source of sustainable growth within the Group. (Article 3)
We aim to build workplaces where team members with diverse attributes, values, and experiences can coexist and mutually respect one another, and where individuals can work confidently with a sense of growth and fulfillment as they elevate each other and demonstrate their capabilities to the full. (Article 8)
As our vision for Company-wide Diversity and Inclusion, we aim to increase the number of female and non-Japanese managers by about 2.5 times and the number of mid-career hire managers by about 1.5 times over that of fiscal 2021 by fiscal 2026.
For female manager, we also aim to increase the percentage of all managers to 5.0% or higher by the end of fiscal 2026.
| Subject | FY2026 Target | |
|---|---|---|
| Female managers | Number compared to FY2021: | Approx. 2.5 times |
| Non-Japanese managers | Approx. 2.5 times | |
| Mid-career hire managers | Approx. 1.5 times |
*Results as of the end of March each fiscal year
| Subject | Graduate recruitment | |
|---|---|---|
| University graduates (including graduate school) |
High school graduates | |
| Men | 73 | 58 |
| Women | 21 | 15 |
| Total | 94 | 73 |
| Subject | Number | Ratio |
|---|---|---|
| Female directors (as of June 28, 2022) |
2 (out of 10) | 20％ |
| Female executive officers (as of April 1, 2022) |
1 (out of 10) | 10％ |
| Female managers (as of April 1, 2022) |
47 (out of 1,699) | 2.8％ |
To achieve our targets by the end of fiscal 2026, we are involved in measures to construct a base and disseminate inclusion, including developing of the environment necessary to promote Diversity and Inclusion, as well as promoting a wide range of measures for women, non-Japanese, and mid-career hires, employees with disabilities and the LGBTQ+ community, and measures to promote childcare leave taken by male employees.
| Base development and dissemination of inclusion measures |
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|---|---|
| Career support measures |
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| Support of women’s development and advancement |
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| Support for employees with disabilities |
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| Support for non-Japanese employees |
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| Support for mid-career hires |
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| LGBTQ+ support |
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The Company aims to further promote Diversity and Inclusion by enabling employees to better balance work and life events such as childcare to create an environment where diverse talents can continue to perform. From fiscal 2023, we set a goal of having 100% of eligible male employees to take childcare leave and are actively working to achieve this goal through measures such as continuous awareness building in our training, holding seminars that renew work styles and encouraging childcare leave taken by male employees.
| Period | Number taking leave | Rate taking leave | Average days taken |
|---|---|---|---|
| FY2020 | 4 | 2.8% | 28 |
| FY2021 | 27 | 15.6% | 41 |
| FY2022 | 56 | 36.6% | 32 |
We promote creating working environments that enable our employees to strike a balance between their work and their home life. As well as enabling employees to adapt their working patterns in line with events in their lives, we make every effort to establish and continually improve a range of support schemes so that employees can advance their careers and take on challenging jobs.
In fiscal 2023, we introduced a work-from-home system for the entire company, including plants (For the head office area, the system was introduced in FY2020) to help employees work more flexibly while improving productivity, as well as a remote working system for managers.
| System | Outline | |
|---|---|---|
| All | Work-from-home System | A system that allows employees to work from home who are in charge of work that can be handled at home. |
| Remote Work System | A system that allows managers to work without restrictions on location (Japan only) | |
| Half-day paid holidays | A system under which paid holidays may be taken in half-day units | |
| By-the-hour paid leave system | A system under which paid leave may be taken in hour units | |
| Wellness leave | We allow employees to carry over up to 5 days per year of their expiring annual paid holidays, with an upper limit of 60 days. These paid holidays may be used when an employee or their family is receiving in-patient or home treatment for a non-work-related illness or injury, when an employee undergoes a complete medical checkup/gynecological examination or has in- and out-patient fertility treatment, and when an employee takes part in volunteer activities or other activities. | |
| Flextime system | A system which permits employees to determine their start and finish times | |
Childcare support |
Maternity nursing leave (for male employees) | When the wife of an employee has given birth, the employee is entitled to three days of leave within two weeks of the date of birth. |
| Support interviews for employees returning to work after childcare leave (leave to raise children), etc. | For employees taking prenatal and postnatal maternity leave and childcare leave for a total of three months or longer and who wish to have an interview | |
| Lump sum payment for early return to work after childcare leave (leave to raise children), etc. | Paid to employees who return to work early after maternity leave, or after one month or more of childcare leave (during the month following the month when they return to the month when the child becomes one year old). | |
| Shortening of prescribed working hours | Employees caring for a child up until the sixth grade of elementary school are eligible. The number of prescribed working hours per day may be shortened to a minimum of six hours. | |
| Childcare time | A female employee with a child younger than one year old is entitled to take two 30-minute breaks during shortened prescribed working hours. | |
| Staggered work hours and additional break time | Female employees who are pregnant or have given birth to a baby may move up or down their start and finish times by up to 60 minutes under certain conditions. They are also permitted to take two breaks for up to 60 minutes in total per day. | |
| Exemption from out-of-hours work | Employees caring for a child up until the sixth grade of elementary school are entitled not to work overtime. | |
| Limitations on out-of-hours work | Employees caring for a child up until the sixth grade of elementary school are entitled not to work over 24 hours of overtime a month and over 150 hours of overtime a year. | |
| Limitations on late-night work | Employees caring for a child up until the sixth grade of elementary school are entitled not to work from 10:00 pm to 5:00 am. | |
| Child nursing care leave | Employees caring for a child up until the sixth grade of elementary school are entitled to take this leave on a daily or hourly basis, in principle, separately from annual paid holidays. (For employees with children up to the age of 3, up to 5 days of paid leave will be granted per year.) ・One child: 10 days / year ・two or more children: 15 days / year |
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| Childcare fee subsidy system | Paid to employees with children under the age of 3 who attend preschool or a day care facility | |
Caregiving support |
Extended caregiving leave | Employees may take up to a maximum of 36 months' leave per person requiring care. |
| Caregiving leave | Employees with family members requiring care may take leave as follows. The leave may be taken on a daily or hourly basis, in principle, separately from annual paid holidays. - One family member requiring care: 5 days/year - Two or more family members requiring care: 10 days/year |
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| Shortening of prescribed working hours/staggered work hours/flextime | Employees with family members requiring care may take leave under one of the following schemes specified by the Company. - Shortening of prescribed working hours - Staggered work hours - Flextime |
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| Exemption from out-of-hours work | Employees with family members requiring care are entitled not to work overtime. | |
| Limitations on out-of-hours work | Employees with family members requiring care are entitled not to work more than 24 hours of overtime a month and more than 150 hours of overtime a year. | |
| Limitations on late-night work | Employees with family members requiring care are entitled not to work from 10:00 pm to 5:00 am. | |
| System | Outline |
|---|---|
| Internal Job Posting System | Implemented as a part of promoting autonomous career building |
| Area Limited Employment System | A system that allows employees with certain circumstances, such as childcare or long-term care, to be exempt from relocation for a certain period of time |
| Special Temporary Leave-of-absence System | A system that allows career track employees who are accompanying a spouse on an overseas assignment or who are studying at their own expense to take leave for a certain period of time |
| Reemployment System for employees who have once resigned | A system that allows employees who have once resigned due to personal family circumstances (marriage, childbirth, long-term care, etc.) to rejoin the Company under certain conditions |
| Overseas study program | A system which provides employees desiring to study overseas who have passed an internal selection with financial support for studying at a graduate school, etc. around the world (including expenses for taking entrance examinations, tuition, and expenses for living abroad) |
| Position change | Employees who have passed the internal examination are allowed to change their positions in specific areas to new positions where they can demonstrate their capabilities from a company-wide perspective. |
| Item | Male | Female | Total |
|---|---|---|---|
| Number of employees taking caregiving leave | 3 | 2 | 5 |
| Number of employees taking childcare leave | 56 | 20 | 76 |
| Number of employees taking prenatal and postnatal maternity leave | ー | 23 | 23 |
| Average number of paid holidays taken (January to December 2021) |
ー | ー | 16.7 days |
| Percentage of paid leave taken (January to December 2021) |
ー | ー | 81.1% |
| Average overtime hours | ー | ー | 17.1hours |
As of April 2021, we have extended the mandatory retirement age from 60 to 65 years old, as a measure to secure stable employment and improve the treatment of senior employees, to enable them to work with peace of mind, and to further increase their motivation. In addition, we are catering to the needs of individual employees by incorporating options such as selective retirement age and re-employment with shorter working hours, taking the state of health and life plans of each employee into account.