Strengthening of Nissan Group's business base
Promotion of Diversity
In order to grow as a “future-creating enterprise” and contribute to society, we believe that the participation of diverse human resources is essential as globalization and technological advancement accelerate changes in lifestyle and diversification of values.
At Nissan Chemical, a diverse range of individuals have been actively contributing to the group with their excellent talents in a wide range of fields irrespective of the age, gender and nationality. One thing that we are proud of is our high employee retention rate, such as 15.8-year of the average length of service, it makes us believe that our workplace environment allows each individual employee to play an active part. We will continue to further promote respect for diversity.
|Ratio of females||non-consolidated||%||7.1||7.4||8.2||8.9||10% (2020)|
|Ratio of females||non-consolidated||%||13.4||12.8||13.4||13.9||－|
|Ratio of females||non-consolidated||%||9.9||9.8||10.5||11.1||－|
|Ratio of employees with disabilities※2||non-consolidated||%||2.35||2.15||2.23||2.21||2.20 (Continuation)|
|(Statutory minimum rate)||non-consolidated||%||(2.00)||(2.00)||(2.00)||(2.20)||－|
|Re-employment of retired employees||non-consolidated||People||64||85||91||96||－|
|Ratio of re-employment of retired employees||non-consolidated||%||97||89||75||90||－|
- 1 Data is as March 31 for each fiscal year.
- 2 Data is as June 1 in each year.
Promoting Active Participation of Women in the Workplace
With regard to creating a work environment where female employees can play an active role, we have been working on efforts such as reducing overtime, promoting annual leave, and introduction of a childcare leave system and system that allows shorter working hours for childcare that both exceed legal requirements in order to achieve a good work-life balance.
In addition, with regard to the promotion of women, we have set our goal to increase the ratio of women among employees in the regular position from 7% to 10% by the end of FY2020. We are working so that proportion of 30% of women among new graduates in the regular position is achieved and the range of occupations held by women is expanded in each department.
We will continue to employ talented human resources, regardless of gender, through fair evaluation and training.
Action Plan for Promoting Active Participation of Women in the Workplace (Excerpt)
|Period of the plan||Five years from April 1, 2016 to March 31, 2021|
|Issue||The proportion of women among employees in the regular position is especially low.|
|Target||Increase the proportion of women among employees in the regular position to 10% or higher|
|Actions to take||1. Increase the proportion of women among new graduates in the regular position to 30% or higher
2. Assign women proactively to departments with low rates of female employees in the regular position
Activities for Recruiting Foreign Students
We recruit foreign students as a measure for developing globally competitive human resources. As a results, three foreign people joined in April 2018. Moving forward, we will continue to promote the diversity of our human resources by employing foreign students continuously 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.