The Nisshinbo Group's Contributions to the SDGs
The Nisshinbo Group will contribute to the achievement of the Sustainable Development Goals (SDGs) through diversity management activities. Key Performance Indicators (KPIs) are managed and measures are systematically implemented to achieve the Group's Mid-Term CSR Targets of creating a comfortable working environment for women.
Core SDGs Goals and Targets and the activities of the Nisshinbo Group
The Nisshinbo Group promotes diversity management activities, viewing SDGs 5.5 and 8.5 as core targets.
We are vigorously engaged in a variety of activities to enable each and every employee, with diverse values and abilities, to fully demonstrate their abilities, take on challenges, and continually improve themselves.
5. Gender Equality
Achieve gender equality and empower all women and girls.
Ensure women’s full and effective participation and equal opportunities for leadership at all levels of decision-making in political, economic and public life.
8. Decent Work and Economic Growth
Promote sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all.
By 2030, achieve full and productive employment and decent work for all women and men, including for young people and persons with disabilities, and equal pay for work of equal value.
Transformation of the Group Culture
In May 2018, we conducted an employee survey to understand the current status of Nisshinbo Group's organizational culture and climate, and use the survey results to consider future measures. Based on the survey results, we established an "Employee Survey Promotion Team" and formulated and promoted action plans from the viewpoints of affiliated companies, workplaces, and work conditions at each Group company.
In fiscal 2020, we will increase the number of companies covered by the survey and conduct the second employee survey. By confirming changes in the Nisshinbo Group's organizational climate, we will utilize the information in a variety of activities so that each and every employee can feel motivated at work and continue to take on challenges to improve business performance.
Working Style Reforms
We are carrying out various activities based on the Action Plan for Working Style Reformswhich we released on April 1, 2018, to create a company where people from various backgrounds can continue to work proudly and vigorously.
Action Plan for Working Style Reforms
Implementation period (April 1, 2018–December 31, 2020)
1. Rectify long working hours
|Reduce the number of employees working under the so-called “36 agreement” with special clauses by 20% compared to fiscal 2017 totals|
2. Encourage use of annual paid leave
|Achieve an annual paid leave utilization rate of 70% or more|
3. Promote flexible work styles
Opened a Satellite Office
We opened satellite offices for Nisshinbo Holdings Inc. in June 2018 and for Japan Radio Co., Ltd. in July 2019. We have created an environment that reduces travel time and boosts work efficiency for travelers from Group companies.
Implementation of diverse work styles
We participated in the "Telework Days 2019" telework trial sponsored by the Ministry of Internal Affairs and Communications from July 22 to August 2, 2019.
Group company employees, residing mainly in the suburbs of Tokyo, experienced working from home and satellite office work. Drawing on that experience, as a measure to prevent the spread of COVID-19 infection, all Group companies have been implementing work from home since April 2020.
Supporting the Activities of Diverse Personnel
Supporting the activities of senior employees
In October 2018, Nisshinbo Group started a training program for senior employees aimed at brainstorming how they would like to work after retirement and preparing for retirement. The training program covers financial, health and career planning so that they can continue to live vigorously after retirement. Since fiscal 2019, we have conducted career training led by instructors trained within the Group, with many employees participating.
The Active Promotion of women
Act on Promotion of Women’s Participation and Advancement in the Workplace—General Action Plans
To enable its diverse human resources, including women, to work energetically and reach their maximum potential, Nisshinbo Holdings Inc. and the Group’s other 12 companies in Japan*1 formulated their own general action plan in accordance with the Act on Promotion of Women’s Participation and Advancement in the Workplace*2. The Company is proceeding with related activities.
Action Plan Regarding the Appointment of Female Managing Officers and Managers
In December 2014 Nisshinbo Holdings formulated and announced our Action Plan Regarding the Appointment of Female Managing Officers and Managers.
Based on the framework of this action plan, each Group company formulated its own general action plan in accordance with the Act on Promotion of Women’s Participation and Advancement in the Workplace. These general action plans mainly set specific goals related to increasing the number of women in management positions and the ratio of female employment. Each company is actively working toward these goals.
Goals to be Accomplished by 2020
- Appoint a female board member—accomplished in 2015
- Increase the number of management positions occupied by females by three times compared to December 2014
- Increase the career-track hiring ratio for new female graduates to 40% in office positions and 20% in technical positions
Training Targeting Every Level
We have been conducting training targeting every level since 2015.
|Timing||Name of Training||Content|
|December 2015||Lecture for Executives||Managers participated in lectures to learn about measures for promoting the advancement of women.|
|Ongoing from 2016||Training for Managers||This training, which targets all employees at the managerial level, is designed to help participants understand the fundamental significance of promoting the advancement of women, and help participants recognize and overcome their own biases.|
|Ongoing from 2016||Training for Female Employees||This training aims to help participants understand the fundamental significance of promoting the advancement of women, and help participants overcome their own biases, in order for them to engage in the type of work they desire.|
|Ongoing from 2017||Joint Training for Managers and Female Employees||Managers and their female employees participate in pairs, engaging in group discussion and meeting one on one to together create medium-to long-term career plans.|Training for Managers Training for Female Employees Joint Training for Managers and Female Employees
Promoting Understanding of SOGI
The Nisshinbo Group has been conducting awareness-raising activities to promote understanding toward sexual minorities in earnest since 2016.
- ■ Training courses for executives
- ■ The theme of the group-wide human rights awareness-raising training course is LGBT, and an awareness-raising video made by the Ministry of Justice titled, “Living true to yourself—sexual minorities and human rights,” is played during the course.
- ■ Internal newsletter to notify employees
- ■ Addition of gender identity and sexual orientation as “diversity that must be respected” under “human rights” in the Group’s Business Conduct Guidelines.
(In January 2019, we revised the Business Conduct Guidelines to prohibit all forms of discrimination by adding the following statement: “We respect character and individuality of each and every person and never allow all discrimination and violation of human rights.)
In recent years, the acronym SOGI*3 is used to encompass and represent all peoples sexual and gender diversity, instead of LGBT, which identifies certain types of sexual minorities.
While upholding respect for diversity as an important keyword, we aim to continue raising awareness toward sexual and gender diversity in order to create a workplace where people from diverse backgrounds can work eagerly without discrimination.
Support for Development of the Next Generation
Act on Advancement of Measures to Support Raising Next-Generation Children—General Action Plan
To maintain an environment in which employees can display their abilities as well as balance their work and private lives, Nisshinbo Holdings Inc. and the Group’s other twelve companies in Japan*1 are formulating their next general action plans in accordance with the Act on Advancement of Measures to Support Raising Next-Generation Children*4.
April 1, 2018–December 31, 2020
|Goal one||Within the plan period, raise the ratio of male employees who take childcare leave or who use accumulated paid leave for the purposes of childcare to 15% or higher altogether. Additionally, ensure that at least one male employee takes this kind of leave.|
|Measure||Formulate and apply systems that enable male employees to take leave for childcare more simply starting in April 2018|
|Goal two||Introduce systems that support diverse work patterns|
|Goal three||Introduce systems supporting employees who can only work in certain regions|
- *1 Japan Radio Co., Ltd., Nagano Japan Radio Co., Ltd., Ueda Japan Radio Co., Ltd., JRC Tokki Co., Ltd, New Japan Radio Co., Ltd., Ricoh Electronic Devices Co., Ltd. Nisshinbo Brake Inc., Nisshinbo Mechatronics Inc., Nanbu Plastics Co., Ltd., Nisshinbo Chemical Inc., Nisshinbo Textile Inc. and TOKYO SHIRTS CO., LTD.
- *2 The Act on Promotion of Women’s Participation and Advancement in the Workplace was implemented on April 1, 2016 to maintain occupational environments in which women can effectively utilize their abilities in accordance with their own career desires.
- *3 SOGI: An acronym for sexual orientation and gender identity
- *4 The Act on Advancement of Measures to Support Raising Next-Generation Children was implemented on April 1, 2005 to maintain healthy environments for children who will shoulder the responsibilities of the next generation to be born and raised.