Diversity Management

At Nisshinbo Group, we support various activities aimed at helping each and every employee with diverse values and skills to make full use of their abilities and continue to challenge themselves in realizing their full potential.

Transformation of the Group Culture

Employee Survey

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 created action plans at each Group company from the perspectives of the affiliated company, workplace and job situations of employees, and have been promoting activities accordingly. We also established an employee survey promotion team that regularly shares information and exchanges opinions on measures being discussed to address the problems at each Group company.

Working Style Reforms

We are carrying out various activities based on the Action Plan for Working Style Reforms,New window which 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

  1. Introduce systems that allow for diverse work patterns
  2. Increase the ratio of male employees using either childcare leave or the accumulated paid leave system for the purpose of childcare to 15% or more altogether

Opened a Satellite Office

In June 2018, Nisshinbo Holdings Inc. opened a satellite office for Group employees on business trips to reduce travel time and increase work efficiency. We aim to increase the number of these satellite offices.

Satellite office
Satellite office

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. From fiscal 2019, instructors trained within the Group will facilitate the career courses, and the courses will be made available to many people.

Instructors within the Group
Instructors within the Group

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*2 formulated their own general action planNew Window in accordance with the Act on Promotion of Women’s Participation and Advancement in the Workplace. 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.New Window

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*1. 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 managers
  • Training for female employees

    Training for female employees
  • Joint training for managers and 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*1 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.

  • *1 SOGI: An acronym for sexual orientation and gender identity

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*2 are formulating their next general action plans in accordance with the Act on Advancement of Measures to Support Raising Next-Generation Children*3.

Kurumin mark indicating contributions to childcare support
Kurumin mark indicating contributions to childcare support

Plan Period
April 1, 2018–December 31, 2020

Contents

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
Measures
  1. Conduct trial runs and discuss issues by fiscal 2019
  2. Introduce official systems and inform employees via channels such as Company intranet by fiscal 2020
Goal three Introduce systems supporting employees who can only work in certain regions
Measures
  1. Discuss systems and consult with labor unions in fiscal 2018
  2. Introduce systems and inform employees via channels such as Company intranet in fiscal 2019

*1 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.

*2 Nisshinbo Brake Inc., Nisshinbo Mechatronics Inc., Nisshinbo Chemical Inc., Nisshinbo Textile Inc., Japan Radio Co., Ltd., New Japan Radio Co., Ltd., Nagano Japan Radio Co., Ltd., Ueda Japan Radio Co., Ltd., JRC Tokki Co., Ltd, Nanbu Plastics Co., Ltd., TOKYO SHIRTS CO., LTD. and Ricoh Electronic Devices Co., Ltd.

*3 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.