Strengthening the acquisition of human resources
To implement its management strategies, the Group will actively recruit human resources that will contribute to growth businesses, priority areas and the accomplishment of the Second Medium-Term Management Plan.
The Group will strive to optimize the organization by acquiring the human resources that it needs qualitatively and quantitatively.
The Group will emphasize hiring work-ready, mid-career employees and actively hire people particularly for highly specialized jobs to ensure the vitality and diversity of human resources. At the same time, we will also hire new graduates and young mid-career employees to acquire and develop people with high potential.
To provide opportunities for diverse human resources to actively participate, the Group believes that it is important to promote diversity and inclusion in terms of knowledge and experience and the empowerment of women.
Trends in the number of newly hired new graduates
Trends in the number of newly hired mid-career employees
Diversity and inclusion of knowledge and experience
The ideas of the diverse human resources within the Group are sources of innovation, which are its basis for sustainable growth. We believe that promoting diversity is an important management strategy.
To achieve growth, the Group needs to flexibly respond to the continued change of society and diverse values and create new value for the development of potential markets. To this end, we need to foster a workplace culture where we can take advantage of views and ideas that are a result of employee diversity in terms of their values, gender, generation, ethnicity, language, culture, disability, lifestyle, etc. and create an organizational structure that makes it possible to always generate ideas that are not bound by common sense or preconceived notions.
We strive to create opportunities and an environment where diverse human resources are able to demonstrate their personalities and abilities. Their positions and benefits are determined based on the fair evaluation of their roles, performance and abilities.
Within the Group, 23.0% of employees were women and 3.7% of managers were women as of December 2022. All of the female employees that have taken maternity leave or parental leave have returned to work afterwards and they are balancing work and childcare.
To promote the empowerment of women, we strive to create a work environment where employees can give birth and raise children without worry. We aim to expand the eligible ages for reduced working hours under the Child Care and Family Care Leave Act and provide more caregiving and nursing care leave than set out in law. We have a baby money gift system and provide career support to female employees so that they can fully demonstrate their capabilities. Specifically, we continue to offer career training and leadership training to female employees and help them create communities.
We aim to increase the percentage of managers that are women to 8% by FY2025. To achieve this target, we will strengthen recruitment and improve the environment for personnel distribution, promotion and human resources development to bring out the best of each employee, based on a new personnel system introduced in FY2021. Through the initiatives above, we will leverage diverse human resources as a source of competitiveness and strive to achieve continued growth and enhance corporate value.
Empowering foreign employees
The Group started to hire foreign nationals (people who are not Japanese nationals) in 2005. We are improving working environments for foreign nationals to recruit excellent human resources.