Sustainability
Human Capital Initiatives
Long-term Vision
Becoming a brighter and more attractive company with the help of enamel
Since FY2020, our corporate group has undertaken efforts focused on human capital as part of a
“work style transformation” in
pursuit of our long-term vision of “becoming a brighter and more attractive company with the
help of enamel .”
Additionally, in FY2023 , as part of personnel system reform, we plan to establish a human
resources policy based
on our corporate philosophy and revise the “position grading system,” “evaluation system,” and
“wage system,” which are
the core of our personnel system, to facilitate greater employee engagement.
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- Percentage of female managers 5.2%
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- Percentage of mid-career hire managers 12.0%
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- Percentage of female recent graduate hires 39.0%
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- Employment rate of persons with disabilities 2.5%
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- Training hours per person 14hours (Results as of FY2022)
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- Childcare leave utilization rate by men 79.0%
*As of November 2023
Strategy
Policy on human resource development which includes ensuring diversity of human resources
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Ensure diversity
As we venture into new business fields and pursue robust expansion overseas, it is
essential that we ensure diversity. In terms of percentage of female managers, which is
one indicator of female empowerment, we achieved our target of 5% in April 2023. Our
next target is 8% in FY2025 . In addition to female empowerment, we will work to
create a workplace where diverse human resources, including mid-career employees,
foreign nationals, and persons with disabilities , also feel empowered.
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Strengthen human resources development
In order to ensure we are a company where employees feel a sense of satisfaction and
purpose in their work, we pursue a basic policy of human resources development which is
focused on the necessity of cultivating personnel who can think independently, operate
autonomously and are self-motivated to leverage their individual strengths for the sake
of achieving results. Specifically, we will implement training measures, such as
expanded support for self-development, expanded voluntary training, and implementation
of career training, while promoting independent career building through internal
recruitment.
Policy on improvement of the in-house environment
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Create worker-friendly environments
Since 2020, we have supported the adoption of more diverse work styles, such as by
allowing employees to work from home and by introducing staggered working hours, while,
at the same time, we have fostered a culture that is more accepting of diverse values,
such as by promoting office-casual attire and less formal modes of address.
Additionally, as a result of our encouragement of male employees to participate more in
childcare in order to rectify the differences in work styles between men and women, 70%
of male employees took childcare leave in FY2022 . Moving forward, we will continue our
efforts to create a worker-friendly environment for each and every one of our employees.
Indicators and Targets
Our corporate group uses the following indicators for our policy on human resource development which includes ensuring diversity of human resources and our policy on improvement of the in-house environment, as described above. The targets and results for these indicators are as follows.
| Category | Indicator | Target (FY2025) |
Results (As of November 2023) |
|---|---|---|---|
| Ensure diversity | Percentage of female managers | 8.0％ | 5.2％ |
| Percentage of mid-career hire managers | 15.0％ | 12.0％ | |
| Percentage of female recent graduate hires | 50.0％ | 39.0％ | |
| Employment rate of persons with disabilities | 2.8％ | 2.5％ | |
| Strengthen human resources development | Training hours per person | 20 hours | 14 hours (Results as of FY2022) |
| Create worker-friendly environments | Childcare leave utilization rate by men | 100.0％ | 79.0％ |
