Respect for Human Rights
Nifco’s basic stance is that, regardless of whether we are operating in or outside Japan, we must respect human rights, adhere to relevant laws and regulations, comply strictly with the letter and spirit of international rules, and act in accordance with common-sense societal norms. In 2021, we revised the Nifco Group Human Rights Policy for voluntary action toward the creation of a sustainable society.
Nifco Group Human Rights Policy
1 Basic Concept
Nifco* will contribute to the realization of a sustainable society. As part of these efforts, Nifco places importance on attaining a society in which human rights are respected and, to this end, has established the Nifco Group Human Rights Policy. Nifco will actively support and respect the International Bill of Human Rights, the ILO Declaration on Fundamental Principles and
Rights at Work, and promote initiatives pertaining to human rights.
In addition, we will ensure we are in compliance with laws and regulations applicable in the countries and regions where we conduct our business activities. In cases where conflicts arise between the laws and regulations of each country or region and international norms, we will pursue a path that maximizes respect for internationally recognized human rights.
Nifco prohibits discrimination on the basis of nationality, race, age, gender, sexual orientation or gender identity, disability, ethnicity, religion, ideology, creed, or any other grounds, prohibits harassment, and prohibits human rights violations. We do not tolerate slavery, forced or compulsory labor, including any form of human trafficking, or child labor. We will eliminate discrimination in employment and occupation, and respect freedom of association and the right to collective bargaining.
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*
Nifco: All companies across Nifco Group
2 Scope of Application
Nifco will apply this policy throughout all of its business locations and require that all employees both understand and comply with this policy. Nifco will also encourage all of its business partners to support the Policy, and together with them, will promote activities to fulfill its responsibilities relating to human rights.
3 Corrections and Remedies
In cases where it becomes clear that Nifco’s business activities have caused a negative impact on human rights, Nifco will strive to correct and remedy the situation through dialogue and appropriate procedures in accordance with international standards. Nifco will also establish an internal hotline for reporting concerns about its business activities and continue with its development of a system for responding to such reports.
4 Education and Guidance for Employees
Nifco will provide appropriate education and training to employees to ensure that this policy is understood and effectively implemented in order to prevent or reduce human rights risks throughout our business activities.
Initiatives to reduce human rights violation risks
To further advance our human rights initiatives and eliminate human rights violation risks within our company, in FY2024 we implemented mandatory human rights training and a questionnaire survey for all employees, including non-regular employees across all domestic companies. This allowed us to visualize existing human rights risks within the company. Moving forward, we will formulate and implement measures to reduce these visualized risks. We will also expand similar activities globally to realize workplaces where all employees can thrive.
Harassment prevention
Nifco does not tolerate any form of harassment in the workplace. It is essential that all employees be respected as individuals and work in an environment conducive to mutual trust, improved work efficiency, and smooth business operations. In addition to measures to prevent and eliminate harassment in the workplace and appropriate responses and solutions to problems arising from harassment, Nifco stipulates necessary matters in the “Anti-Harassment Regulations.” In addition, we are striving to understand the actual situation through surveys and other means.
Establishment of a harassment consultation system
In accordance with the regulations on harassment prevention, we have established consultation system at each workplace to address incidents of harassment. Each workplace has designated a responsible party and consultation system staff who have undergone training.
In addition to publicly disclosing the consultation response process within the company, we have established policies to protect the privacy of those involved and to ensure that no adverse treatment will be imposed on individuals for reporting harassment or cooperating in the verification of facts. This harassment consultation system is utilized in parallel with the internal reporting system described below.
Implementation of harassment prevention education
In FY2024, we continued to provide harassment prevention training led by external instructors for all managerial staff. For other employees (excluding non-regular staff), we implemented e-learning. Both programs were mandatory for all participants. Through specific case studies and countermeasures, we reinforced awareness of harassment issues and the importance of prevention. We will continue to conduct these trainings to enhance awareness among all employees.
Respecting Diversity
We believe that leveraging diverse talent is one of the key management strategies for further enhancing Nifco's global competitiveness. By harnessing the small insights generated by individuals with diverse attributes and values, we aim to drive innovation and the development of new products and technologies, thereby creating significant added value. A dedicated diversity promotion team is actively working to advance diversity and inclusion initiatives. Starting in FY2023, we implemented mandatory unconscious bias training for all employees, including management and non-regular staff. In FY2024, we invited external experts to conduct a “Balancing Work and Caregiving Seminar.” By leveraging the diverse perspectives and experiences of our employees and providing them with opportunities to contribute, we aim to foster the creation of new ideas and promote creative collaboration.
Promoting the professional advancement of women
Regarding the promotion of women's advancement, as of March 31, 2025, the ratio of female managers within the company in Japan was 5.8% (21.8% globally at Nifco Global). We aim to achieve a ratio of 10% by the fiscal year ending March 2030 and continue to implement initiatives across the entire company.
Additionally, as of June 30, 2025, two female independent outside directors have been appointed, and we are strengthening measures to further enhance the diversity of our organization.
Number and percentage of women among directors, managers, and full-time employees
〈Domestic Standalone〉
Number of people |
Percentage |
|
|---|---|---|
Female directors |
— |
— |
Female managers |
14 |
5.8% |
Female employees |
222 |
16.4% |
〈Global〉
Number of people |
Percentage |
|
|---|---|---|
Female directors |
2 |
25.0% |
Female managers |
233 |
21.8% |
Female employees |
3,809 |
41.8% |
Promoting the professional advancement of global human assets
As part of our efforts to promote diversity, we are actively encouraging foreign employees to play an active role in the company. In our regular recruitment, we actively recruit not only international students in Japan but also graduates from overseas universities. We conduct cross-cultural communication training for all employees, including foreign employees, to enable them to fully utilize their abilities, and we are implementing measures to contribute to global business and enhance the overall organizational strength of the company through diversity. As of March 31, 2025, there are 56 foreign national employees within the company, accounting for 4.6% (11 individuals) of all managerial positions. Additionally, we actively recruit talented individuals from overseas local staff and invest in their skill development and training. As of June 30, 2025, four foreign nationals have been appointed to executive officer positions.
Number and percentage of foreign employees among directors, managers, and full-time employees
〈Domestic Standalone〉
Number of people |
Percentage |
|
|---|---|---|
Non-Japanese directors |
— |
— |
Non-Japanese managers |
11 |
4.6% |
Non-Japanese employees |
56 |
4.1% |
〈Global〉
Number of people |
Percentage |
|
|---|---|---|
Non-Japanese directors |
0 |
0.0% |
Non-Japanese managers |
— |
— |
Non-Japanese employees |
— |
— |
Promoting the professional advancement of persons with disabilities
We make use of initiatives in our employment and labor management with the aim of creating a workplace where persons with disabilities can work without excess worry.
In the past three years we have hired 7 new people. In FY2021, we began hiring workers in farm-based employment program, engaging in the cultivation and processing of herbs, potherb mustard, and other vegetables in an indoor farm. In addition, starting in FY2024, we will open an office that will be engaged in tasks such as picking green coffee beans and roasting.
Employment status in FY2024
Statutory number of employees with disabilities |
Breakdown of disability categories |
|---|---|
34 |
17 physical disabilities, 10 mental disabilities, 7 intellectual disabilities |
Employment status over the past three years
FY2022 |
FY2023 |
FY2024 |
|
|---|---|---|---|
Number of new hires |
3 |
1 |
3 |
Employment rate |
2.68% |
2.47% |
2.51% |
(As of March 31, 2025, Nifco non-consolidated)
Creating a comfortable work environment for LGBTQ+ employees
We are implementing internal initiatives to build a workplace where employees who identify as LGBTQ+ and other sexual minorities feel comfortable and psychologically safe.
Since FY2022, we have implemented mandatory LGBTQ+ training for managers led by external instructors, as well as mandatory e-learning training on LGBTQ+ issues for all employees to enhance understanding of LGBTQ+ issues. As part of these efforts, we have recruited “ALLIES”—individuals who are close to and supportive of LGBTQ+ persons. Additionally, starting in FY2023, we have revised our internal regulations to include same-sex partners and de facto partners under the definition of “spouse.” We will continue to support employees in their diverse lifestyles and ensure they can work with peace of mind.