Cultivating a culture that respects diverse values
Promotion of diversity and inclusion
We aim to “realize a corporate culture where diverse human resources can thrive independently, regardless of nationality, age, or gender,” and are working to promote diversity, equity, and inclusion as well as work-life balance. We have already established a support system that goes beyond legal requirements to help employees who are raising children or caring for the elderly balance their work with their family responsibilities, and in 2025 we introduced a new system to support employees in balancing work with long-term outpatient and medical treatment, such as cancer and infertility treatment. We also promote paternity leave among male employees, and in recent years our rate of leave taken has been nearly 100%. We are also focusing on promoting the active participation of women, and the ratio of female managers and female career-track employees has steadily increased. However, we have not yet achieved our internal targets for 2024. We will therefore work to further promote and retain female talent by expanding open career recruitment that is free from position restrictions, providing opportunities for consultation with external career consultants, and supporting transition to career-track employment.
We are also working to promote flexible working styles by introducing a flextime system with no core time, working from home, and no-overtime days, and our paid leave utilization rate remained at a very high level of 88.7% in 2024. Going forward, we will translate this into sustained corporate value creation by building a work environment that enables employee to work flexibly and sustainably.
Major support systems for childcare, nursing care, and medical treatment that exceed legal requirements
| Category | Handling |
|---|---|
| Childcare | Paid leave for caring for children under one year of age and for maternal health checkups |
| Nursing care | Caregiving leave available for up to 365 days in total |
| Caregiving leave available for family members who require support | |
| Medical treatment | Salary paid for a certain period of time during leave taken for personal injury or illness |
| Accumulated annual paid leave can be used if frequent medical visits are required | |
| Working from home |
Full remote work is available
|
Number and ratio of management positions held by women
Paternity leave ratio
| 2022 | 2023 | 2024 | |
|---|---|---|---|
| leave ratio | 90% | 105% | 105% |
| Number of employees |
19 | 21 | 21 |
* Childcare leave includes childcare leave, childcare leave at birth, and paid leave for childcare purposes. The leave ratio exceeds 100% due to employees who had a child at the end of 2023 taking leave at the beginning of 2024.
Rate of taking of annual paid leave
(April 1 to March 31, each year)
Creating workplaces where it is easy to work
Aiming to create a safe and secure working environment
Our Seven Promises include the declaration of our commitment to providing a lively and comfortable working environment. We are actively taking measures to improve the working environment so that employees can work safely and maintain both physical and mental well-being. Based on the Safety Guidelines of “protecting ourselves and our colleagues,” we are rolling out Comprehensive Safety Check Initiative 2022 Company-wide. Each employee takes the initiative to identify hazardous areas in the workplace and promotes improvement activities. We also work with industrial physicians and health insurance associations to focus on mental health care and hold walking events, among other activities.
To improve the working environment, we relocated our head office in 2019, renovated our Yokkaichi Plant’s Kasumigaura Plant office in 2022, and refurbished the Technology Development Center (Yokkaichi) Research Building No. 1 in 2023. We also completed office renovations at our Chiba Plant in February 2025, and refurbished the quality control facility in July of the same year.
