Human resource initiatives
Promotion of Diversity
The greatest asset of our Group is our human resources, and we respect the diversity and individuality of our employees. We are creating a work environment in which they can demonstrate their abilities and maximize their performance, and fostering an organizational culture of mutual understanding.
1. Gender policy
Ratio of newly graduated employees and female employees:
We conduct recruitment activities based on the policy of hiring talented human resources regardless of gender,nationality, or other factors.
Ratio of female employees (non-consolidated)
29 % (as of April 2023)
Promotion of female managers
We aim to have 10% of management positions held by female employees by FY2030.
Ratio of female managers (non-consolidated)
2.7 % (as of April 2023)
Childcare leave by male employees and days off
We aim to achieve a 100% acquisition rate for respecting diverse work styles and improving the workplace environment to make it easier to balance work and private life.
Percentage of male employees who take childcare leave and days off (non-consolidated)
37 % (FY2022 results)
2. Ensuring diversity
Mid-career hires
With the goal of securing personnel who will support the Company over the medium to long term and who possess advanced skills and expertise, we will continue to actively recruit mid-career workers and aim for them to comprise at least 20% of our total number of hires each fiscal year.
Ratio of mid-career hires (non-consolidated)
22 % (FY2022 results)
Employment of overseas personnel
Based on our “Three Corporate Principles,” we have established a “Basic Policy on Accepting Foreign Nationals” to promote the creation of an inclusive society aligned with the principle of respect for human rights.
Number of foreign employees (non-consolidated)
10 persons (as of April 2023)
Employment of individuals with disabilities
We offer continuous recruitment and retention support to meet the legally mandated employment rate, as well as provide an environment in which employees with disabilities can make the most of their unique attributes and play an active role in the Company.
Ratio of employees with disabilities (non-consolidated)
2.4 % (as of April 2023)
Training
To promote diversity education, we conduct seminars and other training sessions with external lecturers.
Promotion of Work-Life Balance
To ensure that our employees can work in a healthy and fulfilling manner, we are encouraging the development of a comfortable working environment for our employees while also adhering to all laws and regulations.
1. Encouraging Time Off and Correcting Long Work Hours
Besides promoting the use of paid leave and time off for encouraging good work-life balance*, we comply with laws and regulations and the overtime work agreement based on Article 36 of the Labor Standards Act, as well as conduct ongoing educational activities and fact-finding surveys to reduce overtime and prevent overwork by improving work efficiency and taking other measures.
*Available as non-statutory paid leave for childcare, nursing care, and volunteer leave
2. Efforts to Reform Work Styles
In 2019, we introduced a telework system to broaden work location options, and in 2020, we adopted a flexible-hours system to broaden work time options, encourage employees to act independently, and improve productivity.
We will continue to improve the workplace environment and enhance our systems.
Human Resource Development Initiatives
We use systematic assignments to develop personnel by exposing them to a diverse array of experiences and structured training. In the future, we will clarify the human resource requirements for each business and enact training policies to promote independent career development.
We plan to clarify personnel requirements and further enhance measures for human resource development in the future.
1. Building digital human resources base
To support sustainable growth while the business environment is changing significantly, we promote the development of digital human resources, train more than 20% of all employees as digital human resources during the period of the Medium-term Management Plan 2023, and are proceeding to build a digital human resources base.
2. Education and training system
We have four key areas in the education and training system: ability to promote business, fundamental skills for business, expertise and skills, and self-directed career.
1. Provide education to strengthen management and develop managers necessary to develop and grow the business
2. Provide a place to learn internal rules and general knowledge and skills for a member of society
3. Have the employees acquire expertise and skills required for the job through on-the-job training and provide individual training opportunities
4. Provide opportunities to cultivate the mindset of “self-directed career” to develop their own career and awareness to keep learning by themselves
Health and Productivity Management Initiatives
Mitsubishi Shokuhin Group respect the diversity and individuality of our employees. We are creating a work environment in which they can demonstrate their abilities and maximize their performance, and fostering an organizational culture of mutual understanding.
