Priority issue 04
Foster Diverse and Competitive Talents
Our Vision
As a company committed to technology innovation, securing and developing human resources with highly professional expertise and flexible perspectives are fundamental to the company’s sustainable business activities. Responding to the changes flexibly in human resource environment and enhancing the personnel system will support workers with various backgrounds, experiences, and skills, and will create a workplace where all workers can exercise their full potential in jobs suited to their abilities.
Activity Targets
1.Pursue Diversity and
Human Rights
We promote a system and workplace where every worker, regardless of gender, nationality, sexual orientation, and disability, can work in comfort.
2.Pursue Sustainable Skill
Development
For our workers to work globally, we encourage English training and other educating benefits. We also support each one’s career path and enhance the company’s work assessment system, for everyone to exercise their full potential.
3.Enhance Comfortable
Working Environment
As a further initiative for work-style reform, we position work-life integration and mental health management as our most important issues, and we are dedicated to promote a comfortable working environment.
Related SDGs
Action plan
1.Pursue
Diversity and Human Rights
Specific activities
Continued recruitment and utilization of diverse human resources
Expansion of various personnel systems such as the expert system that enable the utilization of diverse human resources
KPI up to the fiscal year ending September 2024
Creation of a work environment in which human resources with diverse backgrounds and skills can work in their own way and demonstrate their individual abilities and strengths regardless of gender or nationality
1.Increase in percentage of female managers: from 5% in October 2021 to 8% or above in October 2024
2.Increase in percentage of managers with non-Japanese nationalities: from 5% in October 2021 to 7% or above in October 2024
3.Maintaining the percentage of managers who were hired “mid-career”: from 51% in October 2021 to 50% or above in October 2024
2.Pursue
Sustainable Skill Development
Specific activities
Continuation and expansion of specialized training, language training, and voluntary training to improve skills
Continued support of career advancement such as an in-house recruitment system and a third-year transfer program for new recruits upon request
KPI up to the fiscal year ending September 2024
Strengthening of our expertise and global compatibility and realization of an environment for developing various skills and strong points of individual employees through expansion of our employee education and training systems
1.Interview skills enhancement training to acquire the ability to face customer issues, discuss solutions together, and reach an agreement
2.Training and support for voluntary learning to acquire the English skills required for business (CEFR-J to be used as an objective indicator)
3.Enhance work environment
where employees can work with peace of mind
Specific activities
Continuation and expansion of flextime and telework systems
Expansion of health promotion activities and mental health care
Support for balancing work with childcare/nursing care
KPI up to the fiscal year ending September 2024
Advancement of organized health promotion activities so that each employee can continue to work healthily by coordinating work and personal life while maintaining a balance of physical and mental health
1.Expansion of the content of employee health checkups and realization of flexible work styles in line with the individual circumstances of employees
2.sParticipation in mental health training for all employees (to be held four times a year)
Sustainability
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