Last updated: September 2026
Promotion of Diversity
Initiatives Aimed at Ensuring Diversity of Personnel
To secure human resources with diverse attributes and values and to create a working environment in which employees of all backgrounds can play an active role, the Company’s dedicated DE&I promotion unit conducts a wide range of training programs with the aim of “creating a comfortable and psychologically safe work environment for all employees,” and plans and implements a variety of initiatives every year. In FY2025, we provided unconscious bias training (via e-learning) to all employees, including fixed-term and contract employees. In addition, we held a lecture by a female engineer in a management position within the automotive industry and a roundtable discussion on the theme of extended leave. To promote understanding of LGBTQ+ issues, we held our first ALLY Exchange Meeting at the Tokyo Headquarters in March 2026, providing an opportunity for ALLYs to exchange ideas and learn from one another in support of LGBTQ+ individuals. Assigning diverse human resources to the right positions and expanding 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 2026 are as follows.
Indicators for Ensuring and Promoting Diversity
Status of diversity |
The Company |
Global |
|||
|---|---|---|---|---|---|
Number of persons |
Percentage |
Number of persons |
Percentage |
||
Female |
Directors |
— |
— |
2 |
25.0% |
Managers |
14 |
5.7% |
247 |
22.0% |
|
Full-time employees |
223 |
16.5% |
3,806 |
42.6% |
|
Non-Japanese |
Directors |
— |
— |
0 |
0.0% |
Managers |
12 |
4.9% |
— |
— |
|
Full-time employees |
61 |
4.5% |
— |
— |
|
Mid-career hire |
Directors (inside) |
— |
— |
0 |
0.0% |
Managers |
89 |
36.2% |
— |
— |
|
Full-time employees |
536 |
39.7% |
— |
— |
|
In light of the situation shown in the above table, we recognize that securing and promoting diversity at Nifco is one of the most important matters for the sustainable growth of Nifco, and have set three indicators to be monitored 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.” FY2025 results, future targets, and future initiatives for those indicators are shown in the table below.
Indicators for diversity The Company |
FY2025 results |
Initiatives and targets |
|---|---|---|
|
Percentage of female workers in managerial positions |
5.7% (14 persons) |
We identify high-potential human resources in each organization, and formulate and follow up on development plans on a periodic basis. In FY2025, we conducted “Unconscious Bias Training” targeting all employees to create an environment in which everyone can play an active role. We will continue these initiatives, aiming to achieve 10% in FY2030. |
|
Percentage of male workers taking childcare leave |
70.6% |
We will periodically hold roundtable discussions for all employees, and continue to improve the working environment at the workplace with the goal of achieving 90% in FY2030. |
|
Wage differences between male and female workers |
58.9% |
The compensation tables for each Grade do not differ by gender. 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 Active Participation of Persons with Disabilities
Aiming to create a workplace where persons with disabilities can work without anxiety, we are proactively engaged in both recruitment activities and labor management. Since FY2021, we have also been hiring through farm-based employment, with employees engaged in the cultivation and processing of herbs, mizuna (Japanese mustard greens) and other crops at an indoor farm. In addition, since FY2024, we have operated an office where employees are engaged in work such as sorting and roasting green coffee beans.
Employment Status in FY2025
Number of employees with disabilities (statutory calculation) |
Breakdown by type of disability |
|---|---|
42 |
Physical disabilities: 17; mental disabilities: 10; intellectual disabilities: 7 |
Although our employment rate of persons with disabilities fell below the statutory rate as of the end of March 2026, we will continue to actively work to hire persons with disabilities.
Number of New Hires in the Past Three Years
FY2023 |
FY2024 |
FY2025 |
|
|---|---|---|---|
Number of new hires of persons with disabilities |
1 |
3 |
1 |
Employment rate of persons with disabilities |
2.47% |
2.51% |
2.3% |
(As of the end of March 2026; the Company on a non-consolidated basis in Japan)
Promoting Understanding of LGBTQ+ People
Led by the dedicated DE&I promotion unit, we are implementing various initiatives to create a comfortable and psychologically safe work environment for employees who are sexual minorities, including LGBTQ+ individuals.
To date, we have advanced initiatives in terms of both systems and corporate culture, including promoting understanding of LGBTQ+ issues through training by external instructors for managers and e-learning for all employees, forming an ALLY community, and adding same-sex partners and common-law partners to the definition of “spouse” in internal rules. In FY2025, we held our first ALLY Exchange Meeting at the Tokyo Headquarters, providing an opportunity for ALLYs to exchange ideas and learn from one another in support of LGBTQ+ individuals.
Under its materiality “Ensuring Diversity,” the Group has set out “Promoting active participation of LGBTQ+ employees” as a medium- to long-term target, and aims to obtain Bronze certification under the PRIDE Index by FY2028 (the Company on a non-consolidated basis in Japan). Going forward, through continued ALLY community activities and training for employees, as well as further development of internal systems, we aim to realize a workplace environment in which all employees can demonstrate their abilities with peace of mind.