Diversity

Mid-career hiring results based on the Labor Measures Comprehensive Promotion Act

(Published on June 29, 2023)

The Company has shifted its hiring policy and put higher weight on mid-career hiring compared with new-graduate hiring because of the change in the business portfolio.
The mid-career hiring helps to increase the diversity of members in the organization and foster the innovation by mixing and matching various ideas, knowledge and skills.

Hold a series of "THE DANKAI," roundtable discussion on diversity (From Feb 2015)

Held a roundtable discussion involving employees such as working mothers, care givers, and fathers taking parental leave men enjoying child rearing and supervisors supporting their subordinates' work-life balance, persons in charge of promoting equitable participation by female employees, disabled employees, foreign national employees. This is an inhouse exchange meeting to provide opportunities to hear about concerns, issues, and ideas to improve the workplace environment which should lead to new measures. The summary is posted on Intranet.

Expanded leave of absence entitlement for nursing care (From Apr 2015)

Employees are entitled to 10 days of leave which is more generous than the statutory requirement, out of which 5 days are paid leaves. In case employees need to take care of two or more persons, the entitlement becomes 15 days. The leave system became more flexible from October 2017 as a leave of absence can be taken on an hourly basis.

Allow extended period for shorter work entitlement due to childcare (From Apr 2015)

Shorter work is allowable up to the point when a child finishes the third grade of a primary school. In order to support the working mothers, shorter working hours can be taken for an extended period than stipulated in the Child Care and Family Care Leave Act, which states that shorter working hours are taken in principle until the day before the child's third birthday.

Encourage male employees' taking parental leaves (From Nov 2016)

President & CEO notified all employees of promoting male employees' childcare leave. General Managers to send an e-mail message to urge a male employee with his spouse expecting a baby and his supervisor to consider taking a parental leave.

Extended teleworking eligibility (From Jun 2018)

Extended eligibility for those who do not have particular reasons such as child raising or nursing care but who aim to improve productivity. Such teleworkers should be able to perform their duties without close supervision and achieve equivalent level of outcomes compared to that attained in their usual workplaces. In principle teleworking is allowed up to eight days per month. (The teleworking cases are posted on Intranet including the cases which confirmed successful productivity increase.) In addition, the Company is actively promoting other work-style reforms, such as conducting work-life balance attitude surveys and introducing inter-work intervals as a health management indicator.

Introduced accumulated paid holiday－life support holiday (From Apr 2020)

A part of unused holiday entitlement for the second year can be accumulated and used only for the purpose of the recovery from own injuries and illness and for caregiving to family members in an attempt to support the employees for the balance of work and child care and nursing care as well as own injuries and illness.

Obtained Kurumin and Platinum Kurumin certificate

Recognized as an Outstanding Company with Barrier-free Mindset by Tokyo Metropolitan Government