Sustainability
Promotion of Diversity, Equity, and Inclusion
We recruit and promote diverse human resources without bias with respect to gender, nationality, age, or career history. To accelerate the global expansion of business in the future and to respond with speed to the rapidly changing market environment, we actively recruit and promote human resources with different experiences, skills, and careers, and continue to work to establish a human resource development system and a work environment in which these employees can play active roles.
In FY2023, we launched the Women's Empowerment Promotion Project to promote women's empowerment and provided relevant recommendations to the management. We will expand the scope of this project in FY2024, embarking on new activities as the Diversity, Equity, and Inclusion Promotion Project and working to implement the recommendations as specific measures. 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 promote diversity, equity, and inclusion.
Indicators and Targets
Indicators | Scope | Unit | FY2021 | FY2022 | FY2023 | Medium- to Long-term Targets | ||
---|---|---|---|---|---|---|---|---|
FY2024 | FY2030 | |||||||
Number of employee | consolidated | people | 1,884 Male: 1,592 Female: 292 |
1,895 Male: 1,610 Female: 285 |
1,904 Male: 1,616 Female: 288 |
- | - | |
non-consolidated | people | 779 Male: 690 Female: 89 |
780 Male: 689 Female: 91 |
785 Male: 689 Female: 96 |
- | - | ||
Contract employees (Excluding contract and re-employment) | non-consolidated | people | 20 | 17 | 12 | - | - | |
Temporary employees | non-consolidated | people | 42 | 68 | 67 | - | - | |
Turnover ratio (voluntary retirement) | non-consolidated | % | 3.1 | 2.9 | 2.8 | - | - | |
Ratio of female in managerial positions | non-consolidated | % | 2.0 | 2.0 | 2.1 | 7.0 | - | |
Ratio of foreign national management position | non-consolidated | % | 0.7 | 1.4 | 0.7 | 3.0 | - | |
Ration of mid-career hire management position | non-consolidated | % | 30.5 | 31.3 | 29.8 | 40.0 | - | |
Ratio of employees with disabilities | non-consolidated | % | 2.85 | 2.84 | 2.61 | Above the legal employment rate | - | |
Wage gap between male and female*1 | All employees | non-consolidated | % | - | 75.0 | 74.6 | - | - |
Of which, full-time employees | non-consolidated | % | - | 76.9 | 76.4 | - | - | |
Of which, part-time and fixed-term employees | non-consolidated | % | - | 50.1 | 51.1 | - | - | |
Ratio of childcare leave acquisition (Male) | non-consolidated | % | 7.1 | 43.8 | 52.6 | - | - | |
Employees taking nursing-care leave | non-consolidated | people | 0 | 0 | 0 | - | - |
*1If the male wages are set at 100%
Ensuring Diversity
With respect to the empowerment of women, we strive to create workplace environments where women can freely participate based on our action plan under the Act on the Promotion of Women's Active Engagement in Professional Life. For the three years starting from FY2024, we have developed and are implementing the following action plans for our efforts.
- Female recruitment rate of at least 30%
- At least a rate of 70% for taking of annual paid leave
- Implementation of the Diversity, Equity, and Inclusion Promotion Project
(Plan period: April 1, 2024 to March 31, 2027)
We continue to employ employees who wish to be reemployed after retirement until the age of 65, giving consideration to flexible work styles including job scope and number of days/hours of work. Many of those reemployed play valuable roles, such as 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. 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.
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. 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.