Sustainability

Promote Diversity 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 will continue to work to establish a human resource development system and a work environment in which these employees can play active roles.

Indicators and Targets

Indicators		Scope	Unit	FY2021	FY2022	FY2023	Medium- to Long-term Targets
Indicators		Scope	Unit	FY2021	FY2022	FY2023	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	-	-
Number of employee		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%

Women’s Empowerment

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 FY2021, we have developed and are implementing the following action plans for our efforts. In FY2023, we are carrying out projects for further promoting women’s empowerment.

Female recruitment rate of at least 25%
100% attendance in career development training for women (targeting employees in and after their fourth year of employment)
At least a rate of 60% for taking of annual paid leave
(Plan period: April 1, 2021 to March 31, 2024)

Promotion of the Active Participation of Senior Human Resources

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.

Promotion of the Active Participation of Employees with Disabilities

We see support for the employment of persons with disabilities as part of 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. In FY2022, the childcare leave usage rate was 63.2% (100% for women and 43.8% for men). In addition, the nursing care leave system allows employees to take up to a total of 93 days of leave.