Basic Stance on Diversity

The NAGASE Group believes that diversity is an important part of overall corporate strategy. To nimbly respond to changes in the environment, we need to ensure we have human resources with a wide variety of ideas and perspectives, both in Japan and overseas. Having a diverse range of employees encourages more dynamic discussions and leads to new ideas that become the source of competitive advantage in the market. This in turn leads to the growth of both the NAGASE Group and each individual employee.

Basic Stance on Diversity

Themes for Diversity Promotion

Our diversity initiatives began in earnest in fiscal 2008 with the launch of the Diversity Promotion Committee. During fiscal 2017, we took the opportunity to think about the future of diversity in the NAGASE Group under the banner of developing a roadmap based on our vision of the future. We began creating a roadmap to carry us through the medium term. We continue to promote diversity within our organization through strong management directives, group training, and other initiatives.

Diversity Initiatives

1. Internal education

1) Periodic messages from top management and broadcasts of related information

2) Instill the NAGASE Management Philosophy, NAGASE Vision, and NAGASE Way deeply into NAGASE Group employees

2. Diversity in organizations and individuals

3) Improve global communications

4) Support employees’ career development

5) Continue employing non-Japanese people and women as main career track staff and improve our corporate culture

3. Develop good places to work

6) Instill awareness and activate initiatives for continuity and productivity improvements

7) Support employees who are dealing with home care or other challenges

Empowering Women in the Workplace

The NAGASE Group believes empowering female employees to be an important initiative for promoting diversity. We have been actively leveraging the power of our female workforce in business, by hiring more women in core roles, promoting more women to management, and expanding their career opportunities. We are also focused on fostering an environment where women can promote work life balance and continue their career, by enhancing the support for employees with child rearing and caregiving needs. Although the number of women in management has improved, it is still an ongoing challenge for us to achieve further increases. The proportion of women among all employees is also not high, so we will continue to improve the situation by increasing the number of women’s employment.

Our Benefit Programs for Promoting Work-Life Balance

Program Overview
Maternity leave Leave from six weeks before giving birth to eight weeks after the birth
Parental leave Leave for raising children (for both male and female employees)
Time off for childcare Time off for nursing sick/injured children
Reduced working hours for child-rearing Reduction of working hours for employees with child-rearing needs
Flextime for childcare Flexible working hours for child-rearing
Subsidy for childcare service A subsidy that covers a part of the childcare service cost
Time off for caregiving Time off for caregiving for a family member
Caregiving leave Leave for caregiving for a family member
Reduced working hours for caregiving Working hours reduced for employees with caregiving needs
Flextime for caregiving Flexible working hours for employees with caregiving needs
Subsidy for caregiving service A subsidy that covers a part of the caregiving service cost

Hiring People with Disabilities

The NAGASE Group strives to create a work environment where everyone can thrive together, regardless of whether they have a disability or not. We respect the capabilities of each employee, and foster an environment where they can excel with reasonable accommodation for disabilities.

Posting Non-Japanese Employees to Core Positions

The Group is expanding its business in various countries and regions around the globe. Based on the basic approach of respecting the diversity of employees’ ideas and perspectives, we are posting outstanding non-Japanese employees to core positions in accordance with the needs of each country, region, and company.