A philosophy of diversity, equity and inclusion
Kyosan Group believes that diversity, equity, and inclusion (DE & I from hereon) initiatives are essential for implementing its management philosophy and achieving sustainable corporate growth. We promote DE & I to provide fair opportunities for our employees, to protect their dignity, and to promote mutual respect in the workplace. We strive to create a workplace environment that is fair to all employees, free from bias, and respectful of each other's individuality.
Based on the above philosophy, we have established the following human resources development policy and internal environment development policy to ensure diversity and diversity in the appointment of core human resources.
The appointment of core human resources
Kyosan Group supports the self-directed growth of individuals through planned career development and enhancement of systematic educational programs, and promotes the appointment of core human resources who are the right people for the position regardless of age, gender, nationality, or other attributes.
Based on this, we will begin to increase the number of women in management positions, which is currently insufficient, by 1.5 times from the 2022 level by 2025, and advance initiatives to ensure diversity in core human resources, including foreign employees and mid-career hires.
Ensuring diversity (human resource development policy and internal environment development policy
To "transform the company into a global-minded enterprise," the Kyosan Group will promote an evaluation system that enables employees to feel fulfilled, such as being "needed," "able to grow," and "able to perform to their potential," as well as work-style reforms. These reforms improving the work environment in order to improve employee engagement and develop people who create sustainable value.
Our company will continue endeavoring to foster a corporate culture in which diverse human resources maximize their potential and create new value.
Embracing diverse languages, customs, and cultures is an essential attitude when dealing with globalization. Kyosan Group promotes diversity as an essential initiative for our companies to continue to grow and develop. To enable each and every employee to demonstrate his or her inherent abilities, we fully respect various circumstances, values, and career life stages, and create an environment that enables us to realize diverse ways of working.
Promoting work-life balance (creating a comfortable work environment)
We strive to create a comfortable work environment by taking work-life balance into account so that each of our employees can fully exercise their abilities. As part of our efforts to create a healthy and vibrant work environment for our employees, in addition to complying with the labor-related laws of each country, including working hours, The Kyosan Union, together with management, are cooperating to curb long working hours and encouraging employees to take paid annual leave.
Overview of initiatives related to childbirth, child care and nursing care
Childbirth and child care
|Child custody leave||Until the child reaches 3 years old|
|Shorter working hours for child care||Until the child graduates from elementary school|
|Nursing care||5 days per child per year (maximum 10 days) * Available on an hourly basis|
|Family care leave system||3 years total per person (1,095 days)|
|Caregiver leave||5 days per person per year (maximum 10 days) * Available on an hourly basis|
|Shorter working hours for nursing care||Eligible family members: maximum 3 years|
Extension of Retirement age to 65 years for a society where people can thrive
On April 1, 2019, the Kyosan Group in Japan extended the retirement age of its employees from 60 to 65years old. In line with this, the maximum age of continued employment after retirement is 70 years of age.
This extension of the retirement age was announced and realized both internally and externally as one of the commemorative projects of the company's 100-year anniversary in 2017. We intend to create an environment in which employees with diverse experience can perform even better, and use this as the driving force behind our group's rapid growth.
Developing global human resources
To “transform the company into a global-minded company,” the Kyosan Group is accelerating its efforts to develop global human resources who respect not only language skills but also the cultures of all countries.
Supporting Active Participation by Women
For the Kyosan Group to develop further, we need to expand the scope of active participation by women to enable them to demonstrate their full potential. Aiming to create an environment in which all women who aspire to develop their careers can fully demonstrate their individuality and abilities, we have formulated a General Employers Action Plan based on the Act on Promotion of Women's Participation and Advancement in the Workplace, and are working on specific measures.
1. Plan period
October 1, 2019 to March 31, 2024
2. Company's challenges
- 1. There are few female applicants for technical positions and few female engineers.
- 2. There are few female managers.
Targets and details of initiatives, and implementation timing
Target 1: Recruit new graduates (increase the ratio of women to 25% or more on average during the planning period.
< Initiatives >
The following initiatives will be implemented to increase the number of female science students applying.
- - From October 2019: Information sessions will be held for female science students.
- - From October 2019: Efforts will be further strengthened to reach out to female science students in collaboration with universities, to introduce women who are active in the company through company brochures, etc., and to proactively promote this information to students.
- - From July 2020: Visits to the laboratory of their alma mater by alumni and discussion sessions will be held.
Target 2: Increase the percentage of female managers to at least 5% on average over the planning period.
< Initiatives >
The following initiatives will be implemented to increase the placement of women in all business divisions and departments.
- •October 2019 – Installation of telework etc. to support employees' work and child care balance
- From April 2020 - The company will boost mid-career hiring of women.
- From October 2020 - The company will increase the participation of women in leadership development programs and training.
The Act on Promotion of Measures to Support Development of the Next Generation (the action plan based on this Act)
With the aim of creating an environment in which employees can balance work and child raising and in which all employees can fully demonstrate their abilities, the Kyosan Group has formulated an action plan based on the Act on Promotion of Measures to Support Development of the Next Generation and is implementing specific measures.
1. Plan period
February 1, 2020 to March 31, 2024
Goal 1: Increase the percentage of men taking parental leave to 15%
< Measures >
- - From February 2020: Group newsletters and other publications will include interviews with male employees who took parental leave.
- - From February 2021: Clarify by using questionnaires on why male employees take or do not take parental leave.
- - From March 2021: Measures will be implemented to improve the issues identified in the questionnaire.
Goal 2: Inform to employees to take advantage of various programs such as child care leave.
< Measures >
- - From April 2020, we will encourage employees to take advantage of various programs such as child care leave through regular announcements and articles published group newsletters.
- - From April 2020, we will introduce various programs personally to employees who use child care leave.
Goal 3: Consider and implement measures to accommodate work flexibly.
< Measures >
- - From April 2020: A telecommuting system will be introduced.
- - From April 2021: We will conduct a survey of employees' attitudes regarding work style and consider and implement new measures accordingly.
- - From October 2021: We will introduce flextime.
Promote employment of people with disabilities
To expand the potential of people with disabilities, the Kyosan Group has been actively engaged in activities such as working with special-needs schools and employment service office. We are strengthening our efforts to further promote the use of people with disabilities.
Human resource data
|Mar. 2018||Mar. 2019||Mar. 2020||Mar. 2021||Mar. 2022|
|Number of employees (male)||1,623||1,651||1,767||1,816||1,804|
|Number of employees (female)||317||333||335||379||383|
|Total number of employees||1,940||1,984||2,102||2,195||2,187|
|Ratio of managers by gender (men)(%)||97.2||96.8||96.3||96.5||96.4|
|Ratio of managers by gender (women)(%)||2.8||3.2||3.7||3.5||3.6|
|Average age||39 years,
|Average number of working years||16 years,
|Number of employees taking parental leave (men)||3||6||7||13||12|
|Number of employees taking parental leave (women)||23||23||24||20||13|
|Number of employees with disabilities||37||40||30||31||25|