Employee retention

Sustainability

サステナビリティ

Social

Human Rights Policy Strengthening human capital Health Management Initiatives

Strengthening the acquisition of
human resources Strengthening human resources
development Employee retention

For the Group to continue to enhance its corporate value in a rapidly changing business environment and social conditions, we believe it is important that each one of our employees with diverse values continues to take on challenges in cooperation with their associates and partners based on the Group's mission, our shared values. We will instill the corporate philosophy in employees and provide them with opportunities to put the philosophy into practice and have a sense of growth. In this way, we will increase employment engagement and retention.

Promoting a work-life balance

The Group strives to create an environment where employees can work in diverse and flexible ways and demonstrate their potential without being significantly affected by life-stage events, including pregnancies (and the pregnancies of spouses), childbirth, child-rearing, long-term care and the treatment of diseases.
Improving the percentage of paid leave taken

The Group aims to increase the percentage of paid leave taken. We designate days when employees are encouraged to take paid leave to maintain their health and refresh themselves.
Reducing overtime hours (introducing no overtime days)

As part of changing the ways that people work, the Group has introduced no overtime days to help employees maintain a healthy work-life balance (a healthy balance between their job and their personal life). We encourage employees to review the ways they work and to perform their duties more efficiently, reducing working hours and striking a healthy balance between their job and their personal lives.

Promoting diverse working styles

Our Group strives to create an environment where employees can demonstrate their abilities through diverse and flexible working styles, regardless of changes in their life stages, such as pregnancy (including pregnancy of a spouse), childbirth, childcare, nursing care, and medical treatment.
With regard to balancing work and childcare, we are working to strengthen awareness within the company to support employees returning to work after childbirth and childcare leave and to promote male employees taking childcare leave by introducing support interviews for balancing work and childcare. As a result, the rate of male employees taking childcare leave in FY2024 was 44.4%, and the rate of female employees taking childcare leave was 100%. In addition, all employees who took childcare leave have returned to work.
As a result of these efforts, in April 2023, we received certification from the Minister of Health, Labour and Welfare (Kurumin certification) as a “company that supports childcare” that meets the standards based on the Act on Advancement of Measures to Support Raising Next-Generation Children. In the future, we will continue to aim to improve work-life balance even further, and in addition to improving systems such as expanding the age limit covered by the shorter working hours stipulated in the Act on Childcare Leave/Caregiver Leave, we will also promote the creation of a workplace environment where employees can give birth to and raise children with peace of mind.

Major systems and initiatives

Annual paid leave	Up to 10 days of paid leave per year can be taken in half-day increments after joining the company.
Shortened working hour program for childcare	Employees can reduce their working hours by two hours maximum per day until their child enters school.
Childcare leave	In principle, an employee raising a child who is less than a year old can take childcare leave until the child become a year old. If the employee cannot place the child in a day-care when the child is a year old, they can take childcare leave until the child is a year and six months old (until the day immediately preceding the child's second birthday in some cases).
Nursing care leave	Paid. Employees can take a maximum of five days a year of nursing care leave if they need to care for a relative.
Caregiving leave	Employees can take a maximum of 93 days of caregiving leave to care for a relative who needs care or support.
Caregiver days off	Paid. An employee can take a maximum of five caregiver days off per year to care for a relative who needs care or support.

Employee engagement

Efforts to improve engagement

To increase corporate value, it is crucial that every employee is motivated to work enthusiastically and showcase their full potential. To achieve this goal, the organization and its members need to establish a trust-based relationship that enables them to grow together and contribute to each other. Since 2022, the Group has been regularly conducting employee engagement surveys to qualitatively determine to what extent employees are interested in their jobs and to what extent they are satisfied to improve the organization’s performance, productivity and employees’ motivation and reduce the turnover rate. To establish a robust organization and increase employee motivation to contribute to the organization, we promote communication between superiors and subordinates, including one-on-one meetings. We communicate the Group’s philosophy to employees and foster an organizational culture. Additionally, we take care of employees’ health and growth to increase employee engagement.
Based on the results of these initiatives, we will accurately determine the risks related to the acquisition and retention of human resources and will improve the vitality of employees and the results of the Company and retain excellent human resources who underpin the sustainable growth of business.

Holding town hall meetings

We hold meetings where management and employees talk to each other directly. The meetings are held for the president, directors and other officers to directly listen to the opinions of front line employees and quickly reflect these opinions in their management. The meetings are also used to facilitate communication between the top echelons and front line employees.

Increasing awareness of participation in management

Employee stockholding association

The Group has created an employee stockholding association that encourages employees to purchase Company stock. The Company provides financial incentives to encourage each employee to contribute. The association contributes to increasing employee awareness of participation in management and helps employees form long-term assets.