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Strengthening of Nissan Group's business base
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Promotion of Diversity
Policy/Philosophy
Diversity Statement
At Nissan Chemical, it is important that the individuality and talents of each individual be demonstrated and that the purpose of the individual be connected to society through the Company. We believe that this will nurture a sense of fulfillment in work and a sense of purpose in life, and create a strong force that fulfills the future of people and society with hope and happiness as well as realizing the well-being of people who work.
We regard diversity initiatives as an important theme for achieving both the well-being of our workers and the happiness of society, and aim to achieve our Diversity Vision through all measures.
Diversity Vision
- We will become a vibrant company that is full of job satisfaction and fulfillment in life through a corporate culture that respects and accepts various opinions and ideas arising from all kinds of diversity(※), and creating the opportunities to demonstrate individual talents.
- We will bring innovation into society with creative and unique ideas that are born from conflict and fusion of various opinions and ideas.
- We will create a truly valuable future by respecting and accepting the diversity of everyone working together, whether inside or outside the company, and collaborating with society.
- It refers to all kinds of diversity, including not only external attributes such as gender, age, nationality, and physical characteristics, but also internal attributes such as capability, experience, beliefs, religion, values.
Indicators
| Indicator | Scope | Unit | FY2019 | FY2020 | FY2021 | FY2022 | Target (Year) |
||
|---|---|---|---|---|---|---|---|---|---|
| Full-time employees※1 (by role) |
Regular position | Male | non-consolidated | People | 950 | 960 | 964 | 981 | - |
| Female | non-consolidated | People | 101 | 109 | 120 | 121 | - | ||
| Total | non-consolidated | People | 1061 | 1069 | 1084 | 1102 | - | ||
| Ratio of females | non-consolidated | % | 9.6 | 10.2 | 11.1 | 11.0 | 13 (2025) | ||
| General position | Male | non-consolidated | People | 723 | 735 | 724 | 733 | - | |
| Female | non-consolidated | People | 116 | 120 | 121 | 124 | - | ||
| Total | non-consolidated | People | 839 | 855 | 845 | 857 | - | ||
| Ratio of females | non-consolidated | % | 13.8 | 14.0 | 14.3 | 14.5 | - | ||
| Overall | Male | non-consolidated | People | 1673 | 1695 | 1688 | 1714 | - | |
| Female | non-consolidated | People | 217 | 229 | 241 | 245 | - | ||
| Total | non-consolidated | People | 1890 | 1924 | 1929 | 1959 | - | ||
| Ratio of females | non-consolidated | % | 11.5 | 11.9 | 12.5 | 12.5 | - | ||
| Ratio of employees with disabilities※2 | non-consolidated | % | 2.39 | 2.30 | 2.46 | 2.74 | 2.70 | ||
| (Statutory minimum rate) | non-consolidated | % | (2.20) | (2.20) | (2.30) | (2.30) | - | ||
| Re-employment of retired employees | non-consolidated | People | 98 | 103 | 100 | 106 | - | ||
| Ratio of re-employment of retired employees | non-consolidated | % | 67 | 86 | 87 | 86 | - | ||
- 1 Data is as March 31 for each fiscal year.
- 2 Data is as June 1 in each year.
Activities
Support for the Development of the Next Generation and Promoting Active Participation of Women in the Workplace
In order for individuality and talents of each individual to be fully demonstrated toward the achievement of the Diversity Vision, we believe that a corporate culture that respects and accepts all kinds of diversity and the realization of work-life balance are indispensable.
With regard to the promotion of women, by setting the target of 30% or more for the ratio of females among new graduates in the regular position and by working to expand the job categories in each department within the company, the ratio of females in the regular position increased to 11% in April 2022.
At present, we aim the penetration of diverse work styles according to individuality and life stage of each individual, with the new targets of increasing the ratio of females in the regular position to 13% or more, doubling the number of female managers, and encouraging male employees to take childcare leave.
Nissan Chemical Corporation Action Plan (Excerpt)
| Period of the plan | Five years from April 1, 2021 to March 31, 2026 |
|---|---|
| Issue | The penetration of diverse work styles according to individuality and life stage of each individual is insufficient. |
| Target 1 | Increase the ratio of female among employees in the regular position to 13% or more |
| Action 1 | Increase the ratio of female among new graduates in the regular position to 30% or more |
| Target 2 | Double the number of female managers (above section chief level) |
| Action 2 | Consideration of personnel system to enable early selection |
| Target 3 | Encourage male employees to take childcare leave |
| Action 3 | Consideration and implementation of measures to recommend male employees to take childcare leave at birth of child and for their superiors to recommend them to take childcare leave |
| Target 4 | Continue to maintain the ratio of taking annual leave (including managers) of 70% or more |
| Action 4 | Thorough implementation of our own taking annual leave target (10 days per year) set through labor-management consultation |
Activities for Recruiting Foreign Nationalities
As one of the measures to develop globally competitive human resources and to promote the activities of diverse human resources, we are strengthening recruitment activities for foreign nationalities. We have been proactively working on this issue since 2017, and since then, foreign nationalities have joined the Company continuously. Moving forward, we will continue to promote diversification of our human resources through the continuous dispatch of information for foreign nationalities and create an organization that will allow diverse human resources to demonstrate their capabilities.
Employment of People with Disabilities
For more than ten years, we have kept the ratio of employees with disabilities at a level above the statutory minimum rate. We will continue to observe the legal requirements and remain proactive in providing workplaces that enable the active participation of people with disabilities.
*Data is as June 1 in each year.
TOPICS : Creating Employment Opportunities of People with Disabilities on the Farm
In 2020, we opened a company-owned "Yume Farm" near the Sodegaura Plant using a rental farm. We also started the similar initiative near the Nagoya Plant in 2021.
Through employing people with disabilities as staff on this farm, we will contribute to the financial independence of people with disabilities and deepen our employees' understanding of people with disabilities. We also aim to contribute to the local community by cultivating vegetables and fruits in cooperation with farm staff with disabilities and donating harvests to nearby welfare facilities.
Opening ceremony of "Yume Farm"
State of agricultural products (Komatsuna)
