Diversity and Inclusion
Hiring a Diverse Workforce
As we believe that employees are the foundation of a company’s growth, we hire a diverse range of human resources regardless of their gender, age, nationality, or other characteristics. As well, in addition to expanding the number of recent graduates hired, we also incorporate new recruiting methods and approaches. For example, we hire highly qualified, mid-career professionals and leverage our connections with researchers to recruit personnel. We also make use of referral recruitment when hiring employees locally. Even amidst accelerating job mobility, we are creating a wide range of entry points, such as for previous NEG employees to be rehired, to help us in securing a diverse workforce.
We are also a proactive employer of people with disabilities. In 1980, we established a special-purpose subsidiary aimed at employing people with disabilities. We were among the first six companies in Japan to do so. Since then, we have sought to increase our employment rate for people with disabilities to 4.6%, far above the statutory requirement of 2.5%, and have hired people with disabilities as full-time employees. Moving forward, we will continue to employ people with disabilities.
Creating a Thriving Environment for a Diverse Workforce
In addition to our continued commitment to providing employment for people with disabilities, we also strive to cultivate a work environment in which the diverse values and backgrounds of employees, regardless of things like gender, age, nationality, and gender identity, are respected and in which employee welfare and happiness are prioritized.
Workplace Improvement Examples
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Disabled: Expanding employees’ scope of work; installing wheelchair ramps, elevators, and accessible washrooms.
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Women: Providing childcare support (received Platinum Kurumin accreditation), creating more in-house support systems, and holding events for female employees to exchange opinions.
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Seniors: Initiating a stepped system for raising the pay of rehired workers, and establishing compensation systems that match job duties.
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Foreign nationals: Following up to ensure they understand company systems, holding training and Japanese language classes, mentoring them
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LGBTQ persons: Raising LGBTQ awareness during human rights education, making things less gender-based (gender-free uniforms, changing rooms, washrooms)
Employment of People with Disabilities
(NEG and consolidated subsidiaries in Japan)
We have a special-purpose subsidiary aimed at employing people with disabilities; E.G.UNIVERSUPPORT CO., LTD. ( https://www.us-neg.com/ ). For its outstanding action in hiring and training young people, this subsidiary was in 2018 granted Youth Yell certification from the Ministry of Health, Labour and Welfare, the second special-purpose company in Japan to be certified. Since then, we have sought to increase our employment rate for people with disabilities to 4.6%, far above the statutory requirement of 2.5% (from April 2024). As of the end of 2023, we achieved a 4.1% employment rate for people with disabilities. This has dropped slightly due to some employees reaching mandatory retirement age. Moving forward, we will continue to employ people with disabilities.
Aim to double the statutory employment rate for employment of people with disabilities
Learn more about the efforts of E.G.UNIVERSUPPORT CO., LTD.
Active Participation of Senior Workers
As Japanese society ages and fewer children are being born, it is becoming imperative to utilize our senior workforce. We have raised wage levels for senior employees incrementally and put in place a system for rewarding them, which reflects the extent of their work and how well they carry out their duties. We wish to further utilize motivated and capable seniors and promote a smooth handoff to the younger generation.
Empowering Employees with Roots in Other Countries
As the number of our non-Japanese employees increases, we are providing follow-up support to ensure their understanding of the company’s policies, and supporting their smooth workplace communications through measures such as Japanese language classes and a mentoring system. In October 2019, we promoted the first foreign national employee to the position of manager, and have promoted more since then. In January 2023, we appointed a foreign national employee of an overseas subsidiary as an executive officer at the head office for the first time ever. Going forward, we will be putting energy into ensuring that workplace environments allow employees of many different backgrounds to participate in the workplace with vitality, building synergy through mutual respect for each other’s culture.
Hiring Mid-career Professionals
We constantly strengthen our human resource foundation by actively hiring mid-career professionals.
Besides hiring new graduates and other outstanding personnel who will carry us into the next generation, we secure those with expertise and professionalism by hiring mid-career workers, thus maximizing our company’s strength through diversity. We will continue to secure a wide range of employees with diverse experiences and skills, focusing on those at the core of expanding our business.