Diversity & Inclusion
In the NST Group, we are committed to realizing our corporate philosophy and management policies and to achieving sustainable growth. We will create workplace environments where diverse human resources, including women, the elderly, non-Japanese, and people with disabilities, can continue to work comfortably. We are strengthening efforts to diversify our organization, and aim to become an inclusive company where all employees can grow and play an active role.
Initiatives for promoting and supporting women’s empowerment
NST is actively promoting and supporting the empowerment of women, including through educational and other activities intended to improve the culture, increasing the numbers of female managers, increasing the hiring rate of female employees, and expanding the system for balancing childcare and work. In 2018, NST obtained the Eruboshi certification (2 stars) from the Ministry of Health, Labor and Welfare, making the company certified as an excellent company promoting the participation and advancement of women in the workplace. Through a wide range of initiatives, we will continue in the future to create an organizational culture where female employees are motivated and continue to work through.
Action plan period
April 1, 2024 ~ March 31, 2027 (3 years)
Targets and initiatives
Long-Term Goals
- 1.The percentage of women promoted to managerial positions is more than 80% of the percentage of men promoted to managerial positions (average for the most recent three business years)
- 2.The retention rate of female career-track employees around 10 years after joining the company (9th to 11th year) is more than 80% of the retention rate of male career-track employees.
Short-Term Goals
- 1.Over 30% ratio of female new graduates hired as career-track employees.
- 2.Over 3% ratio of Female managerial positions
- 3.100% of male employees taking childcare leave (including wife’s maternity leave )
- 4.The average retention rate of newly hired female career-track employees (up to 15 years with the company) is over 65%.
Initiatives
- Holding roundtable discussions (network building, etc.) for woman career-track employees
- Thorough implementation of interviews with superiors (for personnel evaluations, goal management, etc.) *Enlightened during evaluator training
- Implementation of training and awareness activities aimed at improving work-life balance
- Review of leave system
- Introduction of an engagement survey
Initiatives for supporting a balance of work with childcare and nursing care
In 2021, NST received Platinum Kurumin certification from the Ministry of Health, Labor and Welfare as an exceptional childcare supporting company that is engaged in a higher level of initiatives to support a balance between work and childcare. In order to promote use of the childcare leave system, including pre-birth and post-birth leave, leave to attend the wife’s childbirth, and post-birth fatherhood leave, we hold seminars introducing the systems related to supporting a balance of work and childcare and explaining how to use them. We have also prepared a system for short-term or long-term nursing care leave when a family member requires nursing care. We will continue to create workplace environments where these systems can easily be used in order to further improve the work-life balance of our employees.
Action plan period
April 1, 2024 - March 31, 2027 (3 years)
Targets and Initiatives
Target
- 1.Aim for 100% childcare leave for male (including maternity leave for the wife)
- 2.Creating an environment that makes it easier to obtain the system (awareness, culture, systems, etc.)
Percentage of male employees taking childcare leave (including wife's maternity leave)
| FY2020 | FY2021 | FY2022 | FY2023 |
|---|---|---|---|
| 36.4% | 52.2% | 57.1% | 64.0% |
Initiatives
- Instilling understanding among superiors and co-workers (enlightenment at department/section manager training, rank-based training, system briefing sessions, etc.)
- Continuing to explain the childcare leave system, updating, improving pamphlets, introducing good practices, and disseminating.
- Implementation of work-life balance support seminars for working moms and dads
- Establishment of a system that facilitates work handover (team system, early application, etc.)