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Diversity training
Given that we employ people who are considered to be social minorities, such as people with disabilities and people of different nationalities, we have been conducting training for all executives and employees since 2017, and training for managers who play an important role in human resource development and management since 2021, in order to learn about and deepen understanding of diversity.
By learning and gaining insights about work and working styles from people with diverse characteristics (people with physical disabilities, registered foreigners, LGBTQ+, etc.), we are helping to foster a corporate culture that responds to diversity and accepts diverse working styles.
Related information | Announcements
Promoting women's participation in the workplace
In order to improve the employment environment so that women can play an active role, we have formulated and are implementing an action plan based on the Act on Promotion of Women's Participation and Advancement in the Workplace. We have set targets for the ratio of women in management positions, and are implementing career training programs, as well as promoting the acquisition of childcare leave, including for men.
In 2023, we received two stars (level 2) of the "Elboshi Certification" as a company with an excellent record of implementing initiatives to promote women's participation in the workforce.
General employer action plan based on the Act on Promotion of Women's Participation and Advancement in the Workplace
We will formulate the following action plan to create a workplace where both men and women can work long term and an environment where women can play active roles in management positions.
- Planning period (5th period)
April 1, 2024 - March 31, 2027 - Goals, initiatives, and implementation period
- Numerical targets for "Providing opportunities for professional life"
<Goal>
Increase the percentage of female workers in managerial positions (section manager level and above) to 15% or more.
<Details of the initiative and implementation period>
・Conduct interviews (surveys) with female managers and introduce them to employees (from June 2024)
・We will encourage managers to support and shape the career paths of role model employees. We will communicate the results to employees (from September 2024)
・Implement training and seminars for employees who are interested in becoming managers (from January 2025)
・Hold interviews regarding future career plans for female employees who are candidates for managerial positions and their superiors (from July 2025) - Numerical targets for "balancing work and family life"
<Goal>
Increase the rate of male employees taking childcare leave to an average of 40% or more during the planned period.
<Details of the initiative and implementation period>
・Regularly disseminate information about paternity leave (from April 2024)
・Interviews will be held for both male and female employees who wish to take childcare leave (from April 2024)
・Interview male employees who have taken childcare leave and disseminate information to employees (from August 2024)
・Seminars will be held for employees returning to work after childcare leave (from March 2025)
- Numerical targets for "Providing opportunities for professional life"
Promoting the active participation of employees with disabilities
When hiring people with disabilities, we assign them to work positions that take into consideration the characteristics of their disabilities, and we also provide interviews and consultations with disability vocational counselors as needed to help them settle into the workplace.
Furthermore, to create a workplace environment that is comfortable for hearing-impaired employees, we have introduced the communication support and conversation visualization app "UD Talk®" (corporate plan) and are utilizing the dispatch of sign language interpreters, etc. We are also working to foster an inclusive organizational culture by sharing and providing consultation on methods and procedures for ensuring information access on our internal portal site, and holding internal social events using sign language to facilitate smoother work-related communication between hearing-impaired employees and other departments.
Initiatives to promote the active participation of seniors
In order to promote the active participation of senior personnel, we are rehiring indefinite-term employees who wish to continue working after retirement age in order to expand employment opportunities. The assignment and duties of rehired employees are determined taking into consideration the employee's affiliation at the time of retirement age, work experience, qualifications held, health condition, personal preferences and aptitude. We also provide benefits that make use of their expertise, career interviews and career training for senior personnel, and systems that allow for the selection of diverse work styles.
External Initiatives
Participating in the "Art and Sign Language Project"
Since 2011, we have been participating in the "Art and Sign Language Project," which aims to create an environment where people from all walks of life can enjoy and appreciate art in a rich and enjoyable way by loosely linking art, museums, sign language, and the deaf and hard-of-hearing with the keywords "art," "museums," and "people who are deaf or hard-of-hearing. Since 2021, a company employee has served as a representative of the project, planning and implementing art appreciation tours and workshops with museums and organizations nationwide.
"Art and Sign Language Project" website
Venue: Contemporary Art Gallery, Art Tower Mito
Venue: Museum of Together Exhibition (organized by Nippon Foundation) / Photo courtesy of NPO Able Art Japan / Photography by Haruko Miura
Venue and photos provided by Chigasaki City Museum of Art
Cooperation and co-hosting of "Super Welfare School @ SHIBUYA"
Aiming to make "super welfare" a part of everyday life in the city of Shibuya, we have been cooperating since 2021 with the "Super Welfare School @ SHIBUYA" event, which disseminates specific actions and the latest examples related to education, lifelong learning, learning, working, etc. from all over the country, both offline and online from Shibuya. In 2024, we participated in a wide range of activities, including co-hosting events, cooperating in exhibits and experience content, and having employees speak at symposiums. (Total number of participants in 2024: 5,910)
"Super Welfare School @ SHIBUYA" is being held as part of the "After Super Welfare Exhibition" project of the "Super Welfare Exhibition (official name: 2020, Shibuya. Let's Experience the Daily Life of Super Welfare)," which has been held for one week in November every year since 2014, mainly at Shibuya Hikarie, in an effort to remove "mental barriers" against minorities such as people with disabilities and welfare itself. Our company has been cooperating with the Super Welfare Exhibition since 2014, and for five years from 2017 to 2021, we co-hosted it with the NPO People Design Institute.
"Super Welfare School" (Organizer: NPO People Design Institute) Website
Participating in and supporting "Universal Camp in Hachijojima"
We have participated in and cooperated with the "Universal Camp in Hachijojima" organized by the NPO Universal Event Association since its inception in 2005. Based on the ideas of normalization and diversity, this event is an exchange event aimed at realizing "a society where everyone can live vibrantly together," and it brings together a wide variety of participants, regardless of age, disability, or nationality.
"Universal Camp in Hachijojima" (NPO Universal Event Association)
Diversity Programs
Universal sports experience
Post-camp training (reflection on the camp training)