Our Approach to Diversity and Inclusion

As a company committed to technological innovation, we believe that attracting and developing talent with advanced technical skills and adaptable thinking is essential for sustainable corporate growth. To achieve this, we continuously refine our policies and systems to adapt to changing environments while upholding diversity and human rights.

Our goal is to foster a work environment where individuals from diverse backgrounds, experiences, and skill sets—regardless of gender or nationality—can thrive and maximize their unique abilities and strengths.

Initiatives for the Development and Advancement of a Diverse Workforce

1. Diversity-Focused Recruitment

2. Creating a Work Environment That Supports Individual Work Styles

Promotion of Women's Participation and Advancement

To support the success of women in the workplace, we have set a goal of increasing the percentage of women in management positions. We are actively working to foster an environment that promotes the recruitment, training, and career development of female employees. As a result, the ratio of female employees and female managers has been steadily increasing year by year.

Target for the Ratio of female managers (in the Group) in October 2027: 11% or higher
Actual results: October 2021: 5.0% → October 2024: 8.9%

Percentage of female employees

Percentage of female managers

Promotion of International Employees

We have a diverse workforce with employees from various backgrounds and highly value their contributions. As part of our growth strategy, we will continue actively recruiting foreign nationals.
We have set a target for foreign national managers in our group to comprise 7% or more by October 2027.
Progress:
October 2021: 5.0% → October 2024: 6.8%

Promotion of Mid-Career Employees

We believe that diverse professional experiences are essential for driving innovation, and we remain committed to actively hiring mid-career professionals.
Our goal is to maintain mid-career hires in management positions at 50.0% or higher by October 2027.
Progress:
October 2021: 51.0% → October 2024: 52.9%

Meister system

We reviewed the reemployment system that had been applied to employees aged 60 to 65 after retirement. We have introduced a compensation system based on their abilities, motivation, and achievements, in addition to experience. Employees aged 60 to 65 after retirement are positioned as "Meisters" and we aim to increase their motivation to work.

Senior Meister system

We have raised the age limit of reemployment after retirement from 65 years old, and we employ all employees up to 70 years old, depending on their wishes. Employees aged 65 or older are designated as “Senior Meisters” and we strive to make the most of their experience and abilities and to stabilize the lives of our employees.

Commitment to local hiring

All overseas subsidiaries were operated by locally hired employees, with the exception of several employees seconded from Japan. Focusing on the contribution to local communities, we will continue to promote the creation of employment through local hiring.

Human Resource Data