Diversity and Inclusion

For the group to continually raise its corporate value, it is essential that every executive and employee, using their diverse experiences, skills, and values, works to create new value by maximizing their individuality and capabilities. We have also identified “diversity and inclusion (D&I)” as one of our material issues. Although we extended the retirement age to 65 in 2021, we do not treat employees differently based on age and we have not set a fixed retirement age system for each position. In order to achieve D&I, the entire group will focus on fostering a comfortable workplace culture, raising awareness about, and establishing systems that respect diverse attributes, values, and working styles, including ethnicity, religion, faith, gender, sexual orientation/gender identity, nationality, age, place of origin, educational background, and physical or mental disability.

In order to realize a work environment in which all employees can create their own work-life balance, fully demonstrate their abilities, and continue to work regardless of gender, the company has created the Action Plan for Promoting Female Participation and Advancement in the Workplace. We are implementing various measures with the goals of increasing the ratio of female employees, supporting continued employment and career advancement, reducing long working hours, and improving the percentage of paid leave employees take.

The group aims to be an organization in which diverse human resources can play an active role regardless of race or nationality. Currently, regions outside Japan account for approximately 50% or more of the group’s revenue, and at least half of our employees are non-Japanese. To secure and nurture human resources who can work globally, we are committed to creating a work environment where employees of different nationalities, religions, and lifestyles can cooperate and demonstrate their individuality, experience, skills, and other abilities.

We are committed to facilitating the employment of people with disabilities. When hiring people with disabilities, securing an appropriate employment opportunity that takes their specific circumstances into consideration is something we take very seriously. We make decisions about work locations and duties after talking with each employee about the nature of their disability and their areas of expertise. We will continue to expand the employment opportunities for people with disabilities, and promote initiatives that enable them to make the most of their skills.

In order to maintain a work environment where people from different backgrounds can respect each other and make the most of their abilities, we are moving forward with initiatives to promote proper understanding, awareness, and unbiased treatment of LGBT employees and other sexual minority groups through internal measures such as posting information on intranet bulletin boards and conducting harassment prevention training. In our Charter of Corporate Behavior and the Code of Conduct for Executives and Employees, the group clearly states that it will not engage in any conduct that infringes on human rights, such as discriminatory behavior related to sexual orientation or gender identity.

In fiscal 2025, we introduced a performance-based restricted stock incentive plan for the Employee Shareholding Association. In addition to helping our employees accumulate assets, the purpose of this plan is to further strengthen the commitment of employees to improve corporate results by incentivizing them to continuously raise corporate value.