The Nissui Group, which has selected "Aim to be a company where diverse human capital play an important role to address the social agenda" as one of its key issues, is aiming at being in a state where, by 2030, it is generating innovation that will lead to value creation by utilizing diverse human capital and providing opportunities for such human capital to demonstrate the fullest potential. Based on the view that the proactive introduction of diversity will stimulate the organization and also translate into business development, we are developing human capital geared to actively tackling global and local social issues through our business activities. Furthermore, we aim to be a company in which diverse human capital can improve themselves by encouraging and learning from each other and play an important role through such efforts.
The Diversity Subcommittee has established two working groups - the “Women's Empowerment Working Group” and the “Employment of Persons with Disabilities Working Group.” Led by executive officers, these working groups gather members from different departments to promote diversity and inclusion within the company.
The targets and results specified in the long-term vision, “Good Foods 2030,” and in the mid-term business plan, “Good Foods Recipe1,” are as follows. We seek to foster a robust organizational culture in which diverse human capital can explore the unknown by promoting Diversity & Inclusion.
Values/Themes | Indicators | Scope | Target by 2024 Mid-Term Business Plan "Good Foods Recipe1" (FY2022-FY2024) |
Target by 2030 Long-Term Vision "Good Foods 2030" (-FY2030) |
FY2022 | |
---|---|---|---|---|---|---|
KPIs | KPIs | Results | ||||
Value in Human Capital |
Promotion of active female participation | Ratio of female manager | Nissui Corporation | 10% | 20% | 6.8% |
Ratio of female executive officers and general managers | 10% | 20% | 3.1% |
On January 18, 2021, Nissui joined the 30% Club Japan in support of the objective of its activities.
The 30% Club Japan believes that a healthy gender balance in a company's decision-making body will not only enhance corporate governance but also facilitate sustained growth, boost international competitiveness, and in turn, help build a sustainable Japanese society. Based on this belief, its goal is to increase the percentage of female directors at the TOPIX top 100 companies, which was 12.9% as of the end of July 2020, to 30% by 2030.
TOPIX Presidents' Association, which is a community of the 30% Club Japan, has started holding discussions on essential issues that hinder women from playing an active role and is learning from actions that help resolve these issues. At Nissui, we are promoting activities for women's participation in management by setting numerical targets for the promotion of women to executive officers and general managers.
In April 2022, Nissui formulated and announced the Third Phase Action Plan (plan period: April 1, 2022 to March 31, 2025) to develop an employment environment in which female employees can play an active part.
Management items | Target | FY2022 | |
---|---|---|---|
Ratio of female among new hires | 50% | 34% | |
University graduates or higher | ‐ | 41% | |
Ratio of female managers | 10% or more | 7% | |
Ratio of women in executive officer and general manager | 10% or more | 3% |
In 2017, we conducted a gender diversity awareness survey targeting all Nissui employees (approx. 1,200 employees). We are formulating measures separately for each of the three issues that have been identified (i.e., reform of organizational culture, reform of employees' mindset, and striking a balance of careers and life events) and translating them into activities in concrete terms.
At Nissui, we employ people with disabilities in a wide range of workplaces, including administrative departments, factories, and sales offices, at about 30 locations in total. While the types of disabilities vary, we strive to create a comfortable work environment where individuals use their unique characteristics and strengths to work and thrive with confidence by providing multifaceted support in collaboration with employees from various departments and occupational health staff. Furthermore, we have strengthened our cooperation with local governments and support organizations to establish a system that can cover the physical and lifestyle aspects of each individual and we have been responding inquiries about the obtaining of disability certificates.
Since 2015, to help promote the employment of people with disabilities and streamline operations, the “Business Trust Team,” which consists of employees with disabilities working in other departments within the company. We have conducted training to deepen understanding of disabilities, and deepen mutual understanding among employees through appropriate provision of reasonable accommodation of those with disabilities (Note) by sharing examples of employment of people with disabilities within the company, holding meetings for managers, and conducting seminars on reasonable accommodation of these individuals. Through further improvement of education and training, future-oriented measures, and so on, we will continue to promote the secure employment of people with disabilities, which can be achieved precisely because we are Nissui.
(Note) Provision of reasonable accommodation: Refers to the act of providing necessary accommodations with reasonable effort when a person with a disability (not limited to disability certificate holders) expresses a need for some form of assistance to remove barriers that present themselves in society. This is mandated as an obligation for employers under the Act for Eliminating Discrimination against Persons with Disabilities.
Scope: Nissui Corporation
‘Hello Work’ Training at Himeji General Plant
“Job Supporter of Individuals with a Mental/Developmental Disability Training Course”
Tokyo Labor Bureau Employment Interview Event for People with Disabilities
In-House Case Study and Reasonable Accommodation Seminar
Amid the growing demand for stable employment opportunities for the elderly, Nissui is re employing employees who are willing to work at Nissui after retirement. Their responsibilities are reviewed at the time of rehiring and at contract renewal by taking into account the skills, aptitude and work experience, among others, and commensurate compensation is also arranged.
Nissui continues to provide an environment where senior citizens with experience and superior skills acquired over the years play an active part.
The Nissui Group’s production facilities employ people of many nationalities, and the number of languages that need to be supported is growing. Efforts have been made to provide multilingual support through the implementation of signage in various languages at these plants. The introduction of multilingual tools using visuals such as pictures and images for clear explanations is being actively pursued to improve the safety of foreign employees and their understanding of work procedures and rules.