Diversity & Inclusion Declaration
"Promoting diversity in an organization means a strategy of utilizing the abilities of a diverse range of human resources to the fullest extent.
With the aim of swiftly and flexibly responding to increasingly diverse customer needs, developing our business and improving operating results, Team EXEO fosters a culture of mutual acceptance of a wide range of values regardless of characteristics such as gender, belief, nationality, disability, sexual orientation or gender identity. leads to new value creation unbound by conventional thinking or stereotypes, and achieves the sustainable growth of individuals and the organization."
There are no goals in diversity promotion
We aim to achieve diversity and inclusion in its truest sense, which means invigorating the organization with new ideas incorporating a wide range of sensibilities and values that enable innovation to be created within the organization.
Themes of initiatives
■ Implementation of diversity promotion training
Training is conducted starting from upper levels of the company to foster an understanding of the importance of diversity promotion as a management strategy and to recognize issues the company faces in its promotion.
In training aimed at executives and managers, attendees learn about management techniques for diverse human resources and approaches for supporting career development. This knowledge is then put into practice in the workplace.
Moving forward, we will expand the scope to include a wider range of employees and conduct training that fosters a culture that promotes the mutual acceptance and utilization of a diverse range of values.
■ Disseminating information internally and externally
We actively disseminate information on our diversity promotion initiatives internally as well as outside the company.
Internally, our diversity promotion policy and related posters are displayed at each site, messages from senior management appear on the company intranet and company newsletter, and the latest information is distributed to employees.
In addition to sharing related information on our public-facing website, we actively take part in initiatives with outside organizations involved with diversity.
→List of certifications and commendations related to diversity promotion
■ Promoting telework
In July 2018 we made significant revisions to our telework work regulations, allowing employees to make use of work from home, work at satellite offices and mobile work in more flexible ways. We also relaxed restrictions on working from home for employees with a need to balance child rearing, nursing care, medical treatment and so on.
We also began actively taking part in designated telework days since 2018, and have worked to promote utilization on the part of employees. In recognition of these efforts, in November 2018 the company was selected as one of the 2018 Top Hundred Telework Pioneers by the Ministry of Internal Affairs and Communications.
■ Improving work-life balance
We undertake a range of activities designed to shorten total working hours and develop an efficient workplace environment that promotes both mental and physical health. In terms of daily work practices, we have worked to reduce nonessential and nonurgent overtime by ensuring that meetings are held at the start and end of the work day and enforcing weekly no-overtime days. We also encourage employees to take consecutive days off, such as taking paid leave to coincide with holiday periods in spring, summer, the end of the year and the New Year period.
■ Boosting productivity through digital transformation
Utilizing an IT infrastructure common across the Kyowa Exeo Group that includes teleconferencing and MS Teams, we are working to improve sales capabilities, business efficiency, quality, safety and comfort while aiming to boost productivity in a noticeable way, not only for employees but for our partners as well.
■ Promoting female empowerment
01.Action Plan
EXEO Group, Inc. has formulated an action plan in accordance with the Act on Promotion of Female Participation and Career Advancement in the Workplace, and publishes related information including numerical targets. We have implemented various initiatives and measures to meet these targets, created opportunities for female employees to succeed, and provided related support. In addition, in 2016 the company received the highest of three grades as an Eruboshi company, a certification that recognizes companies demonstrating outstanding performance in the promotion of female participation.
The company was also selected as a 2019 Nadeshiko Brand. Jointly run by the Ministry of Economy, Trade and Industry and the Tokyo Stock Exchange since 2012, this scheme aims to encourage investment in companies and speed up related initiatives by publicizing listed companies who make proactive efforts to promote women’s participation to attract investors looking for medium-to-long-term growth potential.
Eruboshi certification mark given by the Minister of Health, Labour and Welfare to companies demonstrating outstanding performance in the promotion of female participation
2019 Nadeshiko Brand
2020 Semi-Nadeshiko Brand
02.Promotion Status
as of the end of March,2020
●Percentage of employees
male |
female |
total |
|
|---|---|---|---|
| Employees | 3,847(93.1%) |
287(6.9%) |
4,134 |
| Contract employees | 370(71.4%) |
148(28.6%) |
518 |
| total | 4,217(90.6%) |
435(9.4%) |
4,652 |
●Percentage of officers
male |
female |
total |
|
|---|---|---|---|
| Officers | 14(87.5%) |
2(12.5%) |
16 |
| Middle management | 1,113(98.2%) |
20(1.8%) |
1,133 |
| Deputy manager | 905(96.6%) |
32(3.4%) |
937 |
●Percentage among new graduate hires (full-time employees only)
male |
female |
total |
|
|---|---|---|---|
| New graduate hires | 75(84.3%) |
14(15.7%) |
89 |
| Competitive ratio (average of past 3 years) | 4.2 |
6.6 |
― |
●Percentage among continuing employees (full-time employees only)
male |
female |
average |
|
|---|---|---|---|
| Average years of service | 17.6 |
14.0 |
15.8 |
| Percentage continuing employment ten years after hiring | 81% |
72% |
80% |
03.Career Support Measures
We actively implement tiered training with the aim of supporting the career development of female employees.
● Career Design Training
Through this training we increase motivation and foster awareness for continued success in the long term by formulating a specific career vision and action plan regarding employees’ future work from a medium-to-long-term perspective that takes into account life events such as marriage, childbirth, child-rearing and family care.
● Training for female leaders and their supervisors
We conduct joint training for female leaders and their supervisors. The training is designed to foster an awareness among female leaders that entering management is among the options for the course of their careers, and also aims to enable participants to effectively acquire skills towards being appointed to management positions under shared understanding of workplace practices by having supervisors and their subordinates undertake training at the same time.
04.Female empowerment promoter activities
As part of the internal framework for promoting female empowerment, female empowerment promoters have been assigned to each job type and branch. (FY2017: 24 promoters, FY2018: 27 promoters, FY2019: 28 promoters). These activities are expected to further the growth of female empowerment promoters, revitalize the organization as the promotion of female participation takes root, and produce effects including innovation due to initiatives implemented across the organization. We are continuing to pursue these activities in a proactive fashion while involving male employees in addition to female employees.
● Details of the main activities
・ Exchanging information through regular monthly meetings, sharing issues and conducting workshops
・ Lunch meetings with the president
・ Implementing and presenting the results of initiatives and measures for each job type and branch (female working activities, sessions to exchange views with supervisors, etc.)
・ Publishing collections of role models for female employees
・ Recommendations regarding employees schemes (use of maiden names and common names, improvements to childcare support schemes) and environmental improvements (toilets, satellite offices)
05.05. Female empowerment success stories
We are working to improve work sites to make them comfortable for female workers. Sites that are more conducive to female workers from the perspectives of universal design also provide more comfortable working environments for male and older-aged workers. In some cases, female workers use their unique perspectives to come up with ideas and innovations that escape the notice of male workers. For example, the coaxial terminal wrench came about because female engineers wanted a tool they could operate even in confined spaces without having to apply a great deal of force, and without damaging the surrounding walls.
Tokyo Metropolitan Area Engineering Department, Access Engineering Division, NTT Business Unit
Jointed Kyowa Exeo in 2015"
■ Supporting the balance between work and home
01.Action Plan
To ensure that employees can achieve a balance between work and child-rearing or work and family care regardless of gender and continue to work and achieve success with peace of mind for as long as possible, we have established balance support schemes that go beyond statutory requirements and periodically hold briefing sessions for employees. EXEO Group, Inc. has formulated an action plan pursuant to the Act on Advancement of Measures to Support Raising Next-Generation Children and has published targets and other relevant information. We actively work to enhance systems and hold briefings to meet these targets and are committed to developing an environment that makes it easy for employees to strike a balance between their jobs and childcare responsibilities, regardless of gender.
In recognition of these efforts, in 2015 we earned the Kurumin Mark, an accreditation from the Minster of Health, Labour and Welfare recognizing companies providing support for child care.
02.Childcare Support Schemes
※Legend: In line with statutory requirements
：Beyond statutory requirements
Types of Leave |
Comparison with statutory requirements |
Eligible employees |
Details |
|---|---|---|---|
| Healthcare system during pregnancy and after childbirth | = |
female |
・ Medical checkups, etc. (hospital visits during pregnancy) ・ Rest periods during pregnancy ・ Hospital visits following childbirth, etc. ・ Relaxation of commuting requirements ・ Symptoms, etc. during pregnancy and within one year of childbirth |
| Special childbirth leave |
|
female |
Female employees: 8 weeks before childbirth and 8 weeks after childbirth Male employees: 5 days |
| Childcare leave system | = |
female |
Up to the day before a child’s first birthday ※1 For Mom & Dad Childcare Leave Plus, up to one year during the period until the child reaches one year and two months of age ※2 When circumstances prescribed separately apply, until the child reaches one year and six months of age (up to the day the child reaches two years of age at the latest) |
| Special childcare leave |
|
female |
Two 30-minute sessions per day for a female employee raising an infant less than one year of age (one-hour sessions for twins) |
| Special nursing leave |
|
female |
Up to five days per year (or up to ten days for two or more children) up to a cumulative total of 35 days (or up to 70 days for two or more children) can be taken until the child(ren) reach the third year of elementary school. |
| Shortened working hours for childcare scheme, etc. |
|
female |
・ Modified start times for employees raising children ・ Exemption from late night work for employees raising children ・ Limitations on overtime work for employees raising children ・ Exemption from non-scheduled work for employees raising children ※Available until children reach the third year of elementary school |
| Support allowance for early return after childcare leave |
|
female |
A monthly allowance is paid to female employees (company employees) who have made an early return to work within one year and three months from the month following their return to work to until the month in which their child has reached two years of age |
| Support for employees returning from childcare leave |
|
female |
Interviews: From one month before taking leave to one month after returning to work Mobile PC loan: From one week before taking leave to one month after returning to work |
03.Family Care Support Schemes
※Legend: In line with statutory requirements
：Beyond statutory requirements
Types of Leave |
Comparison with statutory requirements |
Details |
|---|---|---|
| Special family care leave | = |
Up to five days per financial year |
| Family care leave system |
|
Can be taken across up to three separate periods up to one year (365 days) in total |
| Shortened working hours for family care, etc. | = |
・ Exemption from late night work for employees providing family care ・ Limitations on overtime work for employees providing family care ・ Exemption from non-scheduled work for employees providing family care |
■ Promoting the employment of people with disabilities
To ensure that all people can demonstrate their capabilities and aptitude to the fullest extent and lead active lives regardless of whether or not they have disabilities, Kyowa Exeo actively pursues the employment of people with disabilities. All employees of the Diversity Promotion Office have completed disabled person occupational and lifestyle counsellor certification courses, carefully gather information about desired workplace, occupation, skills and disability considerations when employees are hired, and strive to match employees with the right organization. Even after an employee has joined the company we regularly follow up on the individual and their assigned department and make every effort to ensure they are able to succeed in a reassuring environment. Additionally, we work to create new occupational fields so that persons with all kinds of disabilities can flourish, and actively work to hire people with specialist skills.
● Change in the percentage of employees with disabilities
● Breakdown of employee disabilities(as of the end of March,2021)
■ Systems to support a diverse range of human resources
Main systems |
Details |
|---|---|
| Paid leave | Leave can be taken in daily, half-daily or hourly increments |
| Different start and finish time system | System to change work allocation, monthly flexible working hours system, modified rest period system, modified weekly days off system |
| Flexible working hours system | Within the scope of total scheduled working hours, working hours that exceed the scheduled working hours in a single day can be set. |
| Telework system | Work from home, work from satellite offices and mobile work |
| Area career path system | Systems limited to regional employees (no out-of-area transfers) |
| Senior employment system |
System for reemployment following mandatory retirement (until the end of the month in which an employee reaches 65 years of age) * After 65 years of age, employees may be hired as contract employees |
| Maiden and regular name usage system | With the exception of procedures requiring an employee to use their legal name, employees may use their maiden or regular name internally |
Kurumin Mark certification
On June 25, 2015, the company obtained Kurumin Mark certification. This was particularly in recognition of efforts including the introduction of a telework system and encouraging employees to take paid leave during the period from April 1, 2013 to March 31, 2015.
(June, 2015)
Eruboshi company (highest grade) certification
On April 28, 2016, the company received the highest of three grades as an Eruboshi company, a certification that recognizes companies demonstrating outstanding performance in the promotion of female participation.
(April, 2016)
Selected for inclusion in ESG indices of companies using GPIF
The Government Pension Investment Fund, Japan (GPIF), which possesses the largest pension assets in the world, began making ESG investments in July 2017. In connection with this development, the company was selected for inclusion in the MSCI Japan ESG Select Leaders Index and MSCI Japan Empowering Women Index (WIN), which were employed as ESG indices.
(2017, 2018, 2019)
Selected for Top Hundred Telework Pioneers by Ministry of Internal Affairs and Communications
In recognition of initiatives to revise telework regulations and encourage the use of telework, in November 2018 the company was selected by the Ministry of Internal Affairs and Communications for the 2018 Top Hundred Telework Pioneers as a company promoting the introduction and utilization of telework.
(November, 2018)
Rated 3.5 stars in the Nikkei Smart Work Management Survey
In the third Nikkei Smart Work Management Survey, which selects companies leading advances in productivity improvements through workstyle reforms, the company was rated for 3.5 stars. The survey, conducted by Nikkei Inc. since 2017, covers listed companies and prominent non-listed companies across Japan, assessing them on a five-star scale. It defines smart work management as taking steps to maximize the organization’s performance in three areas - diverse and flexible workstyles, new business creation and other innovation, and market development - and includes corporate governance and other management fundamentals in the evaluation.
(November, 2019)
Selected as a 2019 Nadeshiko Brand
On March 3, 2020, the company was selected as a Nadeshiko Brand for the first time. Jointly run by the Ministry of Economy, Trade and Industry and the Tokyo Stock Exchange, the scheme selects listed companies excelling the promotion of female participation.
(March, 2020)
Selected for PRIDE Index 2020"Bronze"
Received bronze certification in the PRIDE Index 2020, a set of indicators for evaluating initiatives related to LGBTQ and other sexual minorities in the workplace developed by the voluntary organization "work with Pride.
(November,2020)
Selected as a 2020 Semi-Nadeshiko Brands
On March 22, 2021, our company was selected as one of the "Quasi-Nadeshiko" stocks, a system jointly operated by the Ministry of Economy, Trade and Industry and the Tokyo Stock Exchange to select listed companies that excel in promoting the activities of women.
Following the "Nadeshiko Brand" of the previous year, the company was selected for the second year in a row.
(March,2021)
