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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 | FY2020 | FY2021 | FY2022 | FY2023 | Target (Year) |
||
|---|---|---|---|---|---|---|---|---|---|
| Full-time employees※1 (by role) |
Regular position | Male | non-consolidated | People | 960 | 964 | 981 | 1001 | - |
| Female | non-consolidated | People | 109 | 120 | 121 | 134 | - | ||
| Total | non-consolidated | People | 1069 | 1084 | 1102 | 1135 | - | ||
| Ratio of females | non-consolidated | % | 10.2 | 11.1 | 11.0 | 11.8 | 13 (2025) | ||
| General position | Male | non-consolidated | People | 735 | 724 | 733 | 749 | - | |
| Female | non-consolidated | People | 120 | 121 | 124 | 127 | - | ||
| Total | non-consolidated | People | 855 | 845 | 857 | 876 | - | ||
| Ratio of females | non-consolidated | % | 14.0 | 14.3 | 14.5 | 14.5 | - | ||
| Overall | Male | non-consolidated | People | 1695 | 1688 | 1714 | 1750 | - | |
| Female | non-consolidated | People | 229 | 241 | 245 | 261 | - | ||
| Total | non-consolidated | People | 1924 | 1929 | 1959 | 2011 | - | ||
| Ratio of females | non-consolidated | % | 11.9 | 12.5 | 12.5 | 13.0 | - | ||
| Ratio of employees with disabilities※2 | non-consolidated | % | 2.30 | 2.46 | 2.74 | 2.86 | 2.70 | ||
| (Statutory minimum rate) | non-consolidated | % | (2.20) | (2.30) | (2.30) | (2.30) | - | ||
| Re-employment of retired employees | non-consolidated | People | 103 | 100 | 106 | 95 | - | ||
| Ratio of re-employment of retired employees | non-consolidated | % | 86 | 87 | 86 | ※3 | - | ||
- 1 Data is as March 31 for each fiscal year.
- 2 Data is as June 1 in each year.
- 3 Since FY2023, we have started raising mandatory retirement age by one year every two years, with a final mandatory retirement age of 65. As a result, there were no new mandatory retirees. There will be some fiscal years in the future, in which new mandatory retirement do not occur.
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 female employees is steadily increasing.
At present, we aim the penetration of diverse work styles according to individuality and life stage of each individual, with the 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 Support for networking among female employees (workshops, In-house networking events, etc.) |
| Target 2 | Double the number of female managers (above section chief level) |
| Action 2 | Consideration of personnel system to enable early selection Providing opportunities to consider mid- to long-term careers Support for networking with internal and external female executives and managers |
| 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 |
TOPICS : Women's Leadership Program
We held a Leadership program for female employees from January to April 2024. Since the percentage of female managers is still low at 4.2%, the purpose of this program is to give participants the opportunity to think about their mid- to long-term careers by experiencing how they can lead their own departments and the company through their own unique leadership style, without being constrained by the conventional image of a manager. The program, which included a lecture by the president, a lunch meeting with female outside directors, and a workshop for supervisors, not only encouraged participants to change their behavior, but also provided an opportunity for the entire organization to think about how to realize an organization that maximizes the individuality and talent of each person. The 15 participants, who spent four months together with their peers thinking about their own unique leadership style and taking actions through trial and error, also formed a network that transcended departmental boundaries. We will continue to implement various measures to promote women's activities as a major pillar of diversity promotion.
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 contribute to the local community by donating the harvests to nearby welfare facilities and children’s cafeterias.
Opening ceremony of "Yume Farm"
State of agricultural products (Komatsuna)
