Respecting Diversity
Initiatives aimed at ensuring diversity of personnel
As a secondary issue of materiality, in order to secure human resources with diverse attributes and values and to create a comfortable working environment for employees of all attributes, the Company has a dedicated unit for the promotion of diversity to plan and implement various diversity promotion plans and implements various measures every year, in addition to conducting a variety of diversity and inclusion training programs, with the aim to “create a comfortable and psychologically safe work environment.” In fiscal 2024, in addition to Unconscious Bias Training held for all managers, we invited external experts to hold “Balancing Work and Nursing Care Seminar.” Assigning diverse human resources to the right positions and promoting opportunities for them to play an active role leads to the creation of new ideas and creative collaboration by human resources with diverse perspectives and experience.
As indicators for the diversity of the Company’s personnel, we monitor the ratios of female, non-Japanese, and mid-career employees. Figures as of the end of March 2025 are as follows.
| Status of diversity As of 3/31/2025 |
Nifco non-consolidated | Global/th> | |||
|---|---|---|---|---|---|
| Number of persons/th> | Percentage | Number of persons | Percentage | ||
| Female | Director | — | — | 2 | 25.0% |
| Managers | 14 | 5.8% | 233 | 21.8% | |
| Full-time employees | 222 | 16.4% | 3,809 | 41.8% | |
| Non-Japanese | Director | — | — | 0 | 0.0% |
| Managers | 11 | 4.6% | — | — | |
| Full-time employees | 56 | 4.1% | — | — | |
| Mid-career hire | Directors (inside) | — | — | 0 | 0.0% |
| Managers | 77 | 32.0% | — | — | |
| Full-time employees | 519 | 38.3% | — | — | |
In light of the situation shown in the above table, we recognize that securing and promoting diversity in the Company is the most important point for the sustainable growth of the Company, and have set three indicators that the Company should monitor on an ongoing basis: “Percentage of female workers in managerial positions,” “Percentage of male workers taking childcare leave,” and “Wage differences between male and female workers.” Fiscal 2024 results, future targets, and future initiatives for those indicators are shown in the table below.
| Indicators for diversity Nifco non-consolidated |
FY2024 results | Initiatives and targets |
|---|---|---|
| Percentage of female workers in managerial positions |
5.8％（14 persons） ※Including those in professional positions |
We identify high-potential human resources in each organization, and formulate and follow up on development plans on a periodic basis. Further, in fiscal 2024, we conducted “Unconscious Bias Training” for managers to raise their awareness. We will continue these initiatives, aiming to achieve 10% in fiscal 2030. |
| Percentage of male workers taking childcare leave | 54.8％ | We held a roundtable discussion among employees who had taken childcare leave and managers in fiscal 2023, and will continue to improve the working environment at the workplace with the goal of achieving 90% in fiscal 2030. |
| Wage differences between male and female workers | 58.5％ | There is no difference due to gender in the compensation table by grade. We will continue to focus on activities that would reduce differences, such as improving the ratio of female managers and reducing overtime across the company. |
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 (Nifco non-consolidated) 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 our employees' diverse lifestyles and provide a secure working environment.