Ensuring Diversity of Human Resources
Approach to ensuring diversity
We recognize the importance of respecting diverse perspectives and values to revitalize the organization and create new ideas and innovations in an ever changing market environment. To help ensure such diversity, we will establish and work toward targets for the recruitment and promotion to management positions of women, mid-career hires, and foreign nationals.
Human resources development policies for ensuring diversity
To ensure diversity, we will pursue initiatives for human resources development and career planning support through the employment of women, mid-career hires, and foreign nationals, their fair and appropriate personnel evaluations, and multiple educational opportunities.
Salary, education and training, and promotion systems will be applied equally regardless of diversity considerations.
＞Human resources development: Providing opportunities for growth
Policy on establishment of environments for ensuring diversity
We will work to ensure diversity by promoting company-wide life-work balance measures and establishing comfortable and rewarding workplace environments that allow diverse human resources to take maximum advantage of their respective character and abilities. Regarding the establishment of workplace environments for women in particular, we will further promote initiatives that aim for a balance between work and family life (including childbirth and caring for children).
Promotion of Women’s Active Participation
We strongly acknowledge that the promotion of women’s active participation is an important strategy for the Ichimasa Group to realize the enhancement of corporate value. To establish an employment environment in which women can flourish, we have established the following action plan.
| Plan Duration | Three years from July 1, 2021 to June 30, 2024 |
|---|---|
| Target 1 | Ratio of female managers: 15% or higher (6.8% as of June 30, 2022) |
| Details and Timing of Initiatives | From July 2021: Send female manager candidates to external training From July 2022: Conduct appraisals that consider the correction of the gender gap in promotions |
| Target 2 | Increase women’s average length of continuous service to 12.2 years, the same as that of men (11.4 years as of June 30, 2022) |
| Details and Timing of Initiatives | From July 2021: Introduce an evaluation system that prevents childcare leave and nursing care leave from hindering career development Introduce a new system for extending the period when men can take childcare leave and encourage men to take such leave From July 2022: Expand operation of the flextime scheme From July 2023: Extend the period when employees can work fewer hours so they can take care of their children or parents |
Recruitment
We recognize the importance of respecting diverse perspectives and values to revitalize the organization and create new ideas and innovations in an ever-changing market environment. To help ensure such diversity, we will establish and work toward targets for the recruitment and promotion to management positions of women, mid-career hires, and foreign nationals.
Job assistance for people with disabilities
To ensure comfortable workplaces for all, we are placing efforts into job assistance for people with disabilities. Job assistance measures include providing rest breaks during work hours and support for workplace adaptation provided by leaders with job coach qualifications.
