Basic Concept
"Always change!" - The Nisshinbo Group aims to create an organization where everyone can thrive and be themselves by making it normal to update values and behaviors. In order to build an inclusive organization where the Nisshinbo Group‘ｓ diverse workforce can fully demonstrate their skills and capabilities and pool their strengths, the Group will focus on the following three areas.
1. Establish systems to support the success of a diverse workforce
The Nisshinbo Group believes that when every employee finds fulfillment and a sense of purpose in their work and can work autonomously while expressing their individuality and leveraging their strengths, it energizes and enhances the entire organization. With a particular focus on closing the gender gap, Nisshinbo introduced the Women’s Leadership Development Program in 2023 to foster the next generation of leaders and potential managers. Nisshinbo also monitors promotion recommendations for training participants and conducts interviews with supervisors. Through these initiatives, the Group believes that increasing the number of women role models will enable the next generation of women to thrive, ultimately closing the gender gap.
2. Strengthen the leadership that harnesses the strengths of a diverse range of individuals
To harness the power of diversity, the Nisshinbo Group needs to strengthen the leadership qualities that leverage the strengths of a diverse range of individuals. Therefore, Nisshinbo conducted diversity management training for managers across all domestic group companies, and some companies have implemented unconscious bias training. The Nisshinbo Group plans to expand this unconscious bias training to all domestic companies in the future.
3. Conduct engagement surveys and drive continuous improvement
The Nisshinbo Group uses engagement surveys to regularly monitor the state of its people and the organization in order to use the insights to drive continuous improvement efforts aimed at building the organizational culture we aspire to achieve.
Promotion System
Nisshinbo Holdings Inc. reorganized its organizational structure in April 2025 to establish a Managing Officer system for each functional division with the aim of building and overseeing a structure that would lead to urgent change. Talent & D&I Development Department has been established with three groups (Human Resources Development Group, Diversity & Inclusion Promotion Group, and Human Resources and General Affairs Group) under its jurisdiction. In addition to monthly Human Resources Responsibility Officer (HRO) meetings, the company convenes two annual meetings bringing together human resources personnel from all group companies nationwide (Group Human Resources Policy Meeting and Group Human Resources Strategy Meeting) to discuss cross-functional human resources policies and challenges.
The president of the Nisshinbo Group, who is the chief executive officer of the Group, conducts management reviews at the Board of Directors or the annual Board of Management* and receives progress reports from the Managing Officers in charge of the Talent & D&I Development Department with regard to the group's initiatives. Based on these reports, the president issues instructions on the matters necessary for management. Special items are reported to the Board of Directors as appropriate.
* The Board of Management: Executive conference consisting of Directors, Executive officers, etc.
Please refer to "Sustainability Promotion Plan and KPIs" for details regarding of the "Sustainability Promotion Plan."
Specific Initiatives of The Nisshinbo Group
6th Sustainability Promotion Plan (to be achieved by FY2027)
- ① Rate of managers hired as mid-career employees to total managers, 20% or more.
- ② Rate of female managers to total managers, 10% or more.
In the 6th Sustainability Promotion Plan, which targets FY2027, the Nisshinbo Group will focus on promoting diversity and will set the above two goals to achieve promoting diverse human resources and creating a comfortable workplace environment for employees.
Regarding the proportion of managers hired through mid-career recruitment, Nisshinbo is shifting away from a strong reliance on new graduate hires and is expanding mid-career recruitment in order to build a workforce with more diverse backgrounds. As of the end of FY2025, the proportion of managers hired through mid-career recruitment at Nisshinbo Holdings Inc. was 21.6%.
Nisshinbo aims to have 50% of all new hires be mid-career hires, including those in management roles. The Group will develop plans to review compensation packages for highly specialized and role-specific positions (job-based hiring) as well as implement measures to increase flexibility with regard to work locations and hours.
Regarding the proportion of women managers, the Nisshinbo Group has been conducting training since 2023 as part of the Women’s Leadership Development Program for potential managers, the next generation of leaders, and those in mentoring roles. As of the end of FY2025, the proportion of women managers at Nisshinbo Holdings Inc. was 11.8%.
Going forward, the Nisshinbo Group will introduce training programs designed to help managers recognize and appropriately address unconscious bias, as well as programs aimed at strengthening management skills to effectively utilize the diverse workforce present in the Group. In addition, to foster a sustainable work environment, the Group is advancing the comprehensive initiatives of establishing systems that enable a diverse range of talent to thrive, implementing health promotion measures, and sponsoring activities to improve the corporate culture. Nisshinbo believes that these measures will increase the number of role models, expand opportunities for younger generations of women, and ultimately lead to the elimination of the gender gap.
Please refer to "Sustainability Promotion Plan and KPIs" for details regarding of the "Sustainability Promotion Plan."
Eliminating gender gaps（Promotion of Women's Activities）
The Nisshinbo Group employs numerous women managers and actively recruits women as career track employees who are potential candidates for future management roles. In addition, Nisshinbo established a reduced-hour work schedule to make it easier for employees raising children to continue to work, as well as programs that allow those who have temporarily left the workforce to return, and Nisshinbo is committed to creating a workplace where women can thrive.
Implementation of a Female Leadership Development Program
The Women’s Leadership Development Program is a training initiative designed for four target groups (managers, potential managers, the next generation of leaders, and those mentoring junior staff) with the aim of fostering a positive mindset, encouraging career planning inspired by role models, and building peer networks among female employees. A total of 193 participants took part in the program over the three-year period from 2023 to 2025.
Prior to the start of the training, the Nisshinbo Group conducts an orientation session for the participants’ supervisors to explain the program’s objectives and expected outcomes. Nisshinbo also explains the importance of working together as an organization to provide the kind of support that fosters the growth of women employees and offers them opportunities for practical experience, and the Nisshinbo Group asks for cooperation in these efforts. After the conclusion of the program, Nisshinbo conducts surveys and interviews with participants’ supervisors to assess the program’s effectiveness by gathering feedback on behavioral changes and promotion recommendations.
Participant satisfaction with the training exceeded 95% with many employees noting that they gained valuable insights and knowledge through the program and that the peer connections formed within the group served as a source of inspiration and motivation. Surveys and interviews with supervisors revealed that approximately 90% of participants demonstrated behavioral changes, and many positive comments were received expressing the desire to continue assigning responsibilities in the future with the expectation that they will demonstrate leadership.
In addition, the Nisshinbo Group regularly sponsors follow-up sessions for participants. These sessions involve reviewing the progress of the action plans developed during the training, sharing challenges encountered in daily work among participants, and exploring solutions through peer coaching. Nisshinbo also organizes panel discussions and roundtable sessions featuring women managers within the group as role models. By hearing their real-life experiences and perspectives on career development, these sessions provide participants with the opportunity to proactively reflect on their own career paths.
Certified As "Eruboshi" As A Company That Promotes Women's Activities
Please refer to "External Ratings and Evaluation" for details regarding of "Eruboshi" certification as a company promoting women's advancement.
Kurumin Certification as a Childcare Support Company
Please refer to "External Ratings and Evaluation" for details regarding of "Kurumin" certification as a childcare support company.
Strengthen Leadership to Harness a Diverse Range of Talents
In December 2024, Nisshinbo sponsored a D&I seminar for managers across all domestic companies within the Nisshinbo Group. Approximately 4,000 participants attended the session on Skills and Mindset for Modern Managers, including those who viewed the video through June 2025.
In the survey, over 90% of participants reported that they gained new insights or learned something. Regarding management in particular, many respondents noted that they had come to realize anew that the value of a manager lies not in imposing their own views, but in how effectively they can gather diverse opinions and channel them into organizational growth. Some respondents noted that they came to realize that actively embracing opposing views and different perspectives leads to better decision-making and a more dynamic team.
Based on those comments, it was clear that the seminar served as an opportunity for managers to reaffirm the importance of being open to diverse perspectives.
To harness the power of diversity, strengthening the leadership that leverages the strengths of a diverse range of individuals is essential. As part of the efforts to instill this mindset, Nisshinbo has already implemented unconscious bias training at some of its companies and will gradually roll it out to all domestic subsidiaries in the future.
By continuously implementing these initiatives, the Nisshinbo Group aims to ensure that diversity is effectively leveraged as a driver of organizational growth.
Support for the Success of Senior Employees
Nisshinbo Holdings Inc. has established a reemployment system for employees who have reached the mandatory retirement age of 60, which is called the Senior Employee System. From FY2024, Nisshinbo Holdings Inc. will introduce an evaluation system similar to that used for general employees, and provide appropriate feedback and reflect it in compensation as part of our efforts to provide a rewarding work environment.
As a measure to support the active participation of senior employees, the Nisshinbo Group provides training for managers and general employees with the aim of helping them consider and prepare for employment after retirement. In the training, participants learn about money planning, health, and careers in order to look at their careers and live energetically and actively even after retirement. Career training is conducted by instructors trained within the Group, and many people have participated in the training.
Specific Activities of the Group Companies
Certified as a Saitama Prefecture Company Promoting Diverse Work Styles
In February 2026, Japan Radio Glass Co., Ltd., was certified by Saitama Prefecture as a "Saitama Prefecture Company Promoting Diverse Work Styles" for FY2025. This program is designed to support a positive work-life balance by certifying companies and other organizations that implement diverse and flexible work practices.
Japan Radio Glass has long had older employees playing active roles in the company. There are currently more than 10 employees who continue to work even after reaching retirement age. The oldest employee is 78 years old and remains active and energetic on the job. In recent years, the number of full-time women employees has been on the rise. Although the workforce is predominantly male, half of the employees under the age of 35 are women, and they are making significant contributions even in the molding department, which has traditionally been a male-dominated workplace.
In addition to these initiatives, Japan Radio Glass was recognized for its employee-friendly work environment, which takes individual employees into consideration, including their track record of 100% utilization of childcare and family care leave among male employees, financial assistance for obtaining job-related certifications and attending training courses, and the implementation of a paid time-off system and flexible working hours.
Participation in a Training Program Focused on Women's Career Development
GOYO ELECTRONICS CO., LTD. considers the creation of a workplace environment where a diverse workforce can thrive to be a top priority, and the company is continuously implementing employee development initiatives. GOYO ELECTRONICS participates annually in a program promoted by local government agencies to advance women’s participation in the workforce. As part of this effort, two employees recently attended a training session focused on career development for women.
This training program combined lectures with group discussions, which provided participants with an opportunity to interact with women employees from other companies and to gain insight into career perspectives and work styles different from their own. Participants shared positive feedback, such as "I was able to take a fresh look at my own career while also being inspired by people outside the company. Moving forward, I want to proactively seize any opportunities to broaden my career path and expand the scope of my work so that both I and my team can grow within the organization."
Going forward, GOYO ELECTRONICS will continue to foster an environment where every employee can proactively shape their career path by utilizing external programs as part of its ongoing employee development initiatives.
Implementation of Ikuboss Training for Managers
Nisshinbo Micro Devices Inc. believes that promoting a workplace environment where everyone, regardless of gender, can balance work and childcare goes beyond simply encouraging paternity leave. The company believes it is essential for managers to act as an "Ikuboss*" to support their subordinates’ careers and personal lives, thereby enhancing organizational performance. Nisshinbo Micro Devices views this as the foundation that underpins the company’s sustainable growth.
In conjunction with the announcement of the Group Basic Policy on Childcare and Family Care, formulated in October 2025, Nisshinbo Micro Devices conducted Ikuboss Training (video-based training) for managers. The training was designed to help participants gain the proper understanding of work-life balance support systems, including the paternity leave system, learn the role of an Ikuboss who can support subordinates in balancing childcare and work, and put into practice management that balances team performance with the growth of subordinates. The company also encourages participants to create an Ikuboss Declaration and share it with subordinates.
Nisshinbo Micro Devices remains committed to fostering an environment where employees can continue to work with peace of mind and vitality.
* Ikuboss: A manager who improves work efficiency to ensure that operations run smoothly even when subordinates take parental leave or work reduced hours, who makes accommodations to help employees balance work and personal life, and who also strives to enrich their own work and personal life.
Formulation of Basic Policies on Childcare and Elder Care
Nisshinbo Micro Devices Inc. established its Group Basic Policy on Childcare and Elder Care effective October 1, 2025.
In light of the declining birthrate and aging population, Nisshinbo Micro Devices recognizes that supporting employees and their families in the face of childcare and eldercare responsibilities, which anyone may encounter, is a critical management priority. With the goal of achieving zero resignations due to childcare or eldercare, the company will promote flexible work arrangements and enhance the various support systems to create an environment where employees can continue working with peace of mind, regardless of changes in their life stages. Through these efforts, Nisshinbo Micro Devices aims to simultaneously improve employee engagement and productivity and thereby contribute to the company’s sustainable growth.
In-House Seminar on Promoting the Employment of People with Disabilities
In July 2025, Nisshinbo Micro Devices AT Co., Ltd., held a two-day "In-House Seminar on Promoting the Employment of People with Disabilities" for 24 section chiefs and invited a representative from the Hello Work office responsible for disability employment as an external instructor.
The aim of the seminar was to deepen employees’ understanding in order to establish a company-wide framework for promoting the employment of people with disabilities and to accelerate the development of onboarding systems for those employees.
The seminar consisted of two parts. In the first part, an external lecturer from Hello Work delivered a presentation covering the basics of hiring people with disabilities, including an overview of the legal framework, understanding disability characteristics, and advice on breaking down tasks. In the second part, Nisshinbo Micro Devices AT shared their current situation and challenges with the participants and exchanged views on the questions and concerns of each workplace.
In the post-event survey, Nisshinbo Micro Devices AT received numerous comments and questions regarding the current state of employment, the challenges faced, and considerations for establishing support systems. Moving forward, the company will incorporate these insights into its initiatives as the company strives to further promote the employment of people with disabilities.
Promoting Employment for People with Disabilities: Creating an Inclusive Workplace
Nanbu Plastics Co., Ltd., is implementing two main initiatives to promote the employment of people with disabilities.
The first initiative is participation in the Work Experience program organized by the Center for Employment and Living Support for People with Disabilities. This marks the third time Nanbu Plastics hosted the program, and the company welcomed four individuals who use the welfare services. Working in an actual workplace provides an opportunity to boost the motivation to work and to deepen the understanding of job types and work styles. For the company, the program is also a valuable opportunity to gain a better understanding of the actual circumstances of those seeking employment and the nature of their disabilities, while strengthening the collaboration with welfare organizations.
The second initiative is the implementation of an in-house training program centered on the theme of "Working alongside People with Disabilities." The training covered practical adjustments to work tasks based on specific disability characteristics, as well as effective communication strategies. This deepened employees’ understanding of hiring people with disabilities, which led to a stronger support system and smoother communication within the workplace.
Nanbu Plastics remains committed to creating a workplace where a diverse workforce can thrive with confidence.
Promoting the Creation of a Workplace Where Everyone can Work Comfortably
The Tokushima Plant of Nisshinbo Chemical Inc. employs three individuals with disabilities. Two of them have been with the company for more than five years. In employing individuals with disabilities, the company works with external support organizations to provide detailed explanations of job duties to each employee, as well as regular progress checks and ongoing support.
During morning meetings, the company conducts KY (Kiken Yochi: Hazard Prediction) sessions regarding the day’s tasks to ensure that everyone remains vigilant about safety. Additionally, during both morning and closing meetings, Nisshinbo Chemical takes turns having each person lead safety and traffic safety recitations. The company includes phonetic guides in the recitation texts to create an environment where everyone can participate easily. Furthermore, for educational materials, Nisshinbo Chemical provides supplementary resources for any unclear sections. Through these efforts, the company is committed to creating a workplace where everyone can work comfortably, regardless of whether they have a disability.
Nisshinbo Chemical is committed to continuous improvement to create a workplace where everyone can work in a way that suits them by fostering communication, making work processes transparent, and promoting mutual understanding.
Supporting Employment for People with Disabilities Through In-House Sales
The Yoshinogawa Plant of Nisshinbo Textile Inc. launched an initiative to regularly sell sweets and bread made at local employment support facilities for people with disabilities (currently five facilities) once a week on company premises. Sales began in July 2024, and sales for FY2025 totaled 237 thousand yen.
The aim of this initiative is to expand employment opportunities for those who are willing and able to work, as well as to help them secure a stable income. The products sold are all carefully handmade, one by one, and feature high-quality ingredients and delicious flavors, making them truly heartwarming. Many employees look forward to them. Furthermore, these activities provide each employee with an opportunity to deepen their understanding of community welfare and to experience social contribution firsthand. A key feature of this initiative is that it allows employees to naturally deepen their understanding of welfare, a topic they rarely have the chance to consider in their day-to-day work.
Nisshinbo Textile will continue to contribute, even in a small way, to building a society where everyone can work with peace of mind through these activities.
