Nissui formulated and announced the Second Phase Action Plan in April 2019 to create an employment environment where female employees can take an active part.
Ratio of Female Executives and Managers
Ratio of Female Managers in the Departments
Executive: Board Members, Auditors, Executive Officers
Manager: Persons in positions with subordinates, and persons who do not have subordinates but are in a similar position, excluding executives
Scope： Nippon Suisan Kaisha, Ltd. (Nissui) (As of March of each year)
In fiscal 2017, a survey was conducted over the Intranet on all, approximately 1,200 employees, regarding the gender gap, career orientation and the gap in awareness between managers and employees, among others to identify issues.
With regard to items identified as issues in this survey, the Diversity and Personnel Development Subcommittee monitors the progress of activities toward improvement and efforts are being made to improve the corporate culture.
On December 13, 2018, an exchange of opinions was held between Takayuki Kawashima, Director of the NPO, Fathering Japan and the CEO of Kodikara Nippon, and five of the Company’s executives.
Nissui was able to confirm the current situation in which there was an increasing number of companies, regardless of industry and business category, promoting work style reforms, women empowerment, the correction of long working hours and work-life balance. In such circumstances, an exchange of opinions was conducted on the situation of the Company and its problems. Opinions expressed included, “Reforms in the attitudes of male managers that have hardened like clay and commitments to the reforms will be required” and “Superiors require the management capabilities to manage employees working under constraints."
In the process of career formation of female employees, Nissui conducts seminars intended for superiors to learn management skills that will assist female employees in increasing their advancement.
In fiscal 2018, 38 managers participated and comments by participant included, “It was an opportunity to reflect on my own management and think about the career formation of female subordinates,” and “The key management points for the career development of female subordinates were outlined in an easy-to-understand way.”
The First Female Sales Staff Workshop was held for female employees who work in the sales divisions. The workshop aimed to further encourage the advancement of women in the sales divisions was held in July and September 2019 with 12 women who are in charge of sales on a national level and three division chiefs who have female sales staff on their teams.
At the workshop, the participants envisioned how they would be in five years and in ten years and identified issues, as well as discussing the ideas required to realize such vision and making recommendations to Nissui.
Going forward, in response to these recommendations, we intend to identify issues that need to be addressed as an organization, set goals and deliberate measures for the achievement of these goals.
Currently, nearly 100% of the employees have returned to work after taking childcare leave. In such a work environment, Nissui has been organizing return-to-work career interviews between employees and their superiors, using the “ Interview Sheets for Employees Returning to Work from Maternity and Childcare Leave,” in an effort to facilitate the resumption of their careers immediately after returning to work and during the period from six months to a year after returning to work. In fiscal 2019, a trial run was conducted targeting employees returning to work in and after April. Nissui’s ongoing support for returning to work and resuming careers has been received favorably and the system is scheduled to be officially adopted from March 2020.
