Promoting Diversity
- HOME
- Sustainability
- Social
- Promoting Diversity
- Promoting Active Participation by Women
- Improving Internal Environments
- Systems for Supporting Family Care
- Employing People with Disabilities
- Employee Engagement Survey
Consistent with our Management Policy, we strive to be a company where each and every employee can work with high motivation and pride. Accordingly, we hire throughout the year and make our selections regardless of gender, nationality, or whether someone is a new graduate or midcareer candidate in an effort to ensure that our employees have a diverse array of abilities and values. We encourage each and every employee to flourish and grow in their line of work and eventually earn promotions as core members of the company so that we as a company can grow sustainably and increase our corporate value.
Percentage of management positions (Nittetsu Mining)
| Results (FY2023) | Target (FY2030) | |
|---|---|---|
| Women | 0.9％ | 5％ or more |
| Foreign nationals | 0.0％ | 5％ or more |
| Mid-career hires | 8.4％ | 15％ or more |
Promoting Active Participation by Women
We have long been aware of the challenges of promoting women's advancement and began actively recruiting women for career track positions in 2014, and have continued our recruiting activities with the goal of increasing the percentage of women in such positions to at least 30%. However, various indicators for women in career-track positions are still lower than the same for men. We will continue to strengthen our recruitment of female employees and devote energy to proactively training female employees and developing environments conducive to long-term employment in order to promote retention in addition to promoting female employees to management positions.
Action Plan based on the Act on the Promotion of Women's Active Engagement in Professional Life (Duration: April 1, 2021–March 31, 2026)
Target 1: Women comprise at least 30% of new hires in career track positions
Target 2: Trim the gender gap in average years of service to two years or less
Indicators for active participation by women (Nittetsu Mining)
| FY2021 | FY2022 | FY2023 | |
|---|---|---|---|
| Percentage of women hired | 21.7％ | 19.6％ | 15.8％ |
| Percentage of women hired (career track positions only) | 23.1% | 14.7% | 20.0% |
| Gender gap in average continuous service | 4.5years | 4.5years | 4.3years |
| Percentage of female employees | 16.1% | 15.8% | 15.3% |
| Percentage of female employees taking childcare leave | 100% | 100% | 100% |
| Gender wage gap* | 55.7％ | 54.5％ | 54.0％ |
- * These figures are calculated for all employees in accordance with the Act on the Promotion of Women's Active Engagement in Professional Life.
Improving Internal Environments
Our measures for improving internal environments to ensure diversity include instituting a telecommuting system, introducing staggered shifts, flexible scheduling, and other systems for accommodating various work styles, a system for rehiring retired employees, a leave system for employees whose spouses are transferred, a system allowing employees to take paid annual leave in half-day increments, and other efforts to develop environments where each and every employee can work in such a way that their job and life are in balance.
Half-day Paid-leave
Unlike ordinary paid annual leave, we offer half-day paid-leave program allowing employees to take leaves in the morning or afternoon. This enables employees to have flexible options for managing personal affairs such as doctor's appointments, visiting their hometown, and more.
Staggered Shifts
We provide staggered shifts that allow employees to start or finish work early or late without shortening or extending their working hours, enabling them to balance their professional and private lives.
Spouse Work Reassignment Leave
We offer a brief leave system for employees whose spouses are domestically or internationally transferred, aimed at deepening family bonds. This enables employees to balance their professional and private lives.
Systems for Supporting Family Care
We provide support to employees who are providing childcare and elderly care by enhancing our systems for supporting them beyond the requirements of laws enacted to facilitate a balance between work and family care. Specifically, we offer paid leave for employees to look after spouses giving birth or to take care of sick children or elderly family members, and extend the duration of our system that allows employees to work shorter hours so that they can take care of sick children or provide childcare (through the end of their children's sixth year of primary school) in addition to maintaining systems that satisfy the laws.
Employing People with Disabilities
To contribute to the creation of a prosperous society in the future, we are promoting the employment of people with disabilities in order to diversify our human resources. We will promote the creation of organizations that view disabilities and their implications as individuality, allow diverse talents to flourish, create environments conducive to long-term employment, and achieve high retention rates.
Employment rate of people with disabilities (Nittetsu Mining)
| FY2021 | FY2022 | FY2023 | Target |
|---|---|---|---|
| 2.57％ | 2.37％ | 2.19％ | 2.8％ or more |
Employee Engagement Survey
In FY2023, we conducted an employee engagement survey to gather feedback from each and every employee about the company and to identify any issues. We aim to leverage this feedback to evolve our company culture. We plan to enhance our initiatives based on the results, which would involve modifying existing initiatives and implementing new ones in the future.
