In Article 3 (For Employees) of Group Code of Conduct, the Group stipulates "respect for the character and individuality of employees" and "support for diverse human resources" as a materiality (important issue). positioned as one. Under Medium-Term Management Plan TOPY Active & Challenge 2025, we are implementing various initiatives to promote diversity as a major measure.
At our company, regardless of gender, nationality, hiring classification such as new graduates or mid-career, we fairly evaluate the abilities, insight, personality, etc. of employees and promote them to management positions (executive employees).
The percentage of women in managerial positions is targeted in the action plan based on the Act on Promotion of Women's Participation and Advancement in the Workplace. For details, please refer to the "Support for Women's Participation and Advancement in the Workplace" section. In addition, among the Medium-Term Management Plan from FY2022, we have set a target of increasing the ratio of women in managerial positions to 10% or more of the entire Group by FY2030 (5.4% as of the end of March 2024). In order to achieve these goals, we will conduct early training of young and mid-career employees who can become candidates for future managerial positions.
With regard to the appointment of foreign nationals and mid-career employees to managerial positions, we have not set any specific targets under the above concept of promotion to managerial positions, but we have appointed qualified employees to managerial positions regardless of nationality or hiring category such as new graduates or mid-career hires (ratio of managers at the Company as of the end of June 2024: 1.2% for foreigners, 24.7% for mid-career hires).
Based on our human resource development policy of “promoting the creation of an organizational environment in which diverse human resources can play an active role through human resource development,” we conduct employee education, etc. to ensure diversity.
【Example】
- Human rights training
- Cross-cultural introduction training focusing on the countries of origin of foreign employees
- Training on Unconscious Bias * and Harassment Prevention
* Unconscious bias: A concept of "cognitive bias" in psychology, which is to have a biased view of things based on unconscious assumptions.
In order to promote the utilization of human resources that respect the individuality of each employee and foster a climate in which both employees and the company can grow together, we have introduced systems to realize diverse and flexible work styles, and improved the workplace environment. We are doing maintenance.
As one of our efforts to this end, we are promoting an action plan based on the next-generation law with the following goals, in order to enable employees to balance work and child-rearing and to enable all employees to fully demonstrate their abilities. doing.
(Plan period: July 1, 2020 to March 31, 2025)
- Increase the rate of employees taking childcare leave to or above the level within the plan period.
Male employees... The acquisition rate shall be 7% or more.
Female employees... The acquisition rate must be 75% or more.
In fiscal 2023, 47% of men and 100% of women took childcare leave, both of which achieved the plan. - We will consider and develop systems for realizing a work-life balance and promoting flexible working styles.
In order to create an environment in which all employees can balance work and life and continue to work for a long time, we have introduced the following systems to support the active participation of diverse human resources.
- telework system
- Flextime system
- Hourly paid annual leave
- Accumulated leave system
- Leave of absence due to infertility treatment
We have also introduced a job return system as a priority reemployment system for employees who have retired due to childcare, nursing care, etc. In addition, to enable employees to balance work and child-rearing, we are actively conducting publicity activities, such as creating a leaflet on the childcare leave system.
The average number of days of childcare leave taken in fiscal 2023 is 168.9 days (90.2 days for men and 308.9 days for women). In addition, the return to work rate of employees who have taken childcare leave is 100%.
