Promotion of Diversity, Equity, and Inclusion

We recruit and promote diverse human resources without bias with respect to gender, nationality, age, or career history, and we are creating human resource development systems and environments to allow them to play active roles.
In FY2024, we expanded the scope of the Women's Empowerment Promotion Project launched in FY2023 to embark on new activities as the Diversity, Equity, and Inclusion Promotion Project. As a global company that not only promotes women's empowerment but also that of diverse human resources and as a company that continues to create new value, we are continuously promoting DE&I.

Indicators and Targets

*1If the male wages are set at 100%

Ensuring Diversity

The RIKEN TECHNOS GROUP, which engages in business at the global level, strives to ensure diversity and develop core human resources to unite as one and grow as a genuine global company. In particular, we have established targets for the percentage of global human resources and women in management positions across the Group as we see such positions as core human resources.
With respect to the empowerment of women, we strive to create workplace environments where women can apply their own abilities and freely participate based on our action plan under the Act on the Promotion of Women's Active Engagement in Professional Life. The following are the initiatives in the action plan.

We continue to employ employees who wish to be reemployed after retirement until the age of 65, giving considering to work styles including job scope and number of days/hours of work. Many of those reemployed play valuable roles in guiding young employees and passing on skills developed so far. For employees that resigned before retirement, we see resignation as opportunities for growth, and we have established a system that allows them to be reemployed in cases when their needs match those of the Company, leading to cases of actual reemployment. We see support for the employment of persons with disabilities as one measure for allowing diverse human resources to play active roles, and we provide opportunities for their active participation at various workplaces. In FY2024, the employment rate of persons with disabilities was 2.61%.

Support for Balancing Work and Childcare / Nursing Care

We have created working environments that are convenient for employees providing childcare or nursing care. Under our childcare and nursing care leave systems, up to 10 days of paid leave can be taken to care for a sick/injured child or to provide nursing care to a family member. The childcare leave system allows employees to take childcare leave for up to two years, including a period of paid leave. As a measure to achieve flexible work styles ahead of the revision of the Act on Childcare Leave, Caregiver Leave, and Other Measures for the Welfare of Workers Caring for Children or Other Family Members , we have also introduced a system that allows employees to work from home-up to 10 days each month-for the purpose of childcare or nursing care.
In FY2024, the childcare leave usage rate was 68.4% (125.0% for women and 53.3% for men)*. The nursing care leave system allows employees to take up to a total of 93 days of leave.
We also have a system that allows the reemployment of employees who were forced to resign due to reasons such as marriage, pregnancy, childbirth, and their spouses' job relocations.
Furthermore, based on the action plan of the Act on Advancement of Measures to Support Raising Next-Generation Children, we strive to create workplace environments where all employees can achieve a balance between their work and family life. For the three years starting from FY2024, we developed and are implementing the following action plans for our efforts.