Diversity, Equity & Inclusion
Promoting Diversity, Equity & Inclusion
We believe that enabling each employee to leverage their individuality and fully utilize their abilities leads to both corporate growth and individual well-being, and therefore we position Diversity, Equity & Inclusion (DE&I) as one of our important management strategies.
Regardless of gender, age, disability status, nationality, lifestyle, or personality, we recognize and accept diverse talent, striving to provide each individual with the most appropriate support and opportunities fairly. In a vibrant work environment, we combine knowledge and ideas, leveraging the new value and concepts that emerge from this collaboration.
Producing diverse leaders (Women's empowerment)
Our group aims to create an organization where leaders with diverse backgrounds can thrive, in order to realize our vision. We are particularly focused on promoting the advancement of women, and have set targets for 2030 of the following: "30% female and foreign nationality among directors," "30% female, foreign nationality, and mid-career hire ratio among managers (domestic group)," and "10% female ratio among managers (non-consolidated)." We are working towards achieving these goals. Of these, we have already achieved the target of female and foreign nationality ratio among directors.
To increase the percentage of women in management positions, we have been implementing the "Raise UP Program," a selective training program for promoting women to management roles, since 2019. With the support of management and supervisors, the program provides a platform for women to learn the knowledge, skills, and mindset necessary for management, and to date, 31 women have become active in management positions. Thanks to the effectiveness of the training, the percentage of women in management positions is increasing year by year, and a culture that fosters diverse leaders is steadily being cultivated.
Moving forward, our group will continue to promote the development of diverse leaders, with a focus on empowering women, while also emphasizing deeper diversity, including diversity in experience and thinking. We will continue our efforts to create an organization where diverse talent can thrive and to cultivate leaders who can drive that diversity forward.
Raise UP Program (Selective Training Program to Promote the Appointment of Women to Management Positions)
Targeting women whose next stage of growth is becoming a manager, we conduct a selective training program based on the concept of Resilient, Active, I (being yourself), Smart, and Exceed UP – Resilient, being yourself, and taking a step forward – to help them explore their own unique leadership style. During the program, participants will gain the perspective required of a manager through multiple workshops and interviews with executives and supervisors, who are called advisory board members. Through the training, we support participants in preparing themselves mentally for management and taking on challenges with confidence.
Regarding the gender wage gap within our group
Within our group, there are no differences in systems between men and women, and there is almost no wage difference between men and women when looking at qualifications. However, one challenge going forward is that the proportion of women in management positions is lower than that of men. Therefore, we will continue to take further steps to increase the proportion of women in management positions.
External evaluations and declarations regarding the promotion of women's advancement.
- Selected as a "Next Nadeshiko Dual-Income and Co-Parenting Support Company" for fiscal year 2025.
- Selection of "Nadeshiko Brand" products for fiscal year 2024
- Awarded the Grand Prize in the 2024 Nagoya City Childcare Support Business Certification and Award System.
- Selection of "Nadeshiko Brand" products for fiscal year 2021
- Member of WEPs (Women's Empowerment Principles)
- "Kurumin" certification for fiscal year 2020
- Selection as a "Nadeshiko Brand" product in fiscal year 2018
- Aichi Women's Empowerment Company 2017 Excellent Company Award
- Certified as a "two-star" woman under the 2016 Women's Empowerment Promotion Act.
Creating an environment where diverse talents can thrive
Since employee growth is linked to the company's sustainable growth, we aim to create an environment where all employees can pursue their own unique careers, enhance their knowledge and skills, and continue to thrive.
Specifically, we have established a multifaceted support system to provide diverse career options and encourage the further success of all employees. To ensure that employees can build their careers with peace of mind, we have set up a career counseling service staffed by professional counselors, and we also support employee growth by implementing age-appropriate career initiatives tailored to each employee's life stage.
Promoting the use of "My Career"
We are using "My Career" as a tool for employees to reflect on their past, envision their future, and declare their intentions to achieve it. Every year, employees input their career inventory and future aspirations, and based on this, managers conduct interviews to support their subordinates' career development.
Promoting the success of the "Platinum Generation" (Senior employees aged 60 and over)
Aiming to create an environment where diverse talent can continue to thrive regardless of age or seniority, we revised our employment continuation system in April 2025 to further enhance post-retirement careers.
The new system provides a wide range of qualifications to enable employees in their "platinum generation" to utilize the skills and knowledge they have cultivated, allowing them to perform roles similar to those they had before retirement. This enables diverse working styles that match both company expectations and individual aspirations. Furthermore, it ensures fair treatment based on roles and results, creating a system that employees find satisfactory.
We will promote the success of the "platinum generation" by enhancing each individual's motivation and creating an environment where they can continue working with enthusiasm.
Employment of people with disabilities
We established "NITTOKU SMILE CO., LTD." with the aim of promoting the employment of people with disabilities, and it was certified as a special subsidiary company in January 2018. We aim to create an environment where people with disabilities can work with vitality and to be an organization that fosters pride and energy.
The employment rate for people with disabilities at the end of fiscal year 2025 is 2.73%, exceeding the legally mandated employment rate of 2.7%.
We will continue to promote understanding of employing people with disabilities within the company, thereby creating an even more fulfilling workplace.
*Data is as of the end of each fiscal year.
Ise City's certification as a "Company/Organization Supporting People with Disabilities"
Our Ise factory is certified as a "Company/Organization Supporting People with Disabilities" by the city of Ise.
This system aims to create a society where people with disabilities can live safely and securely in the communities they are familiar with, and certifies companies and organizations that actively engage in employing people with disabilities, providing employment support, and purchasing goods for them. The Ise factory has been continuously certified since 2018.
Recruitment of foreign national new graduates
We believe that leveraging diversity is crucial to responding to the rapidly advancing globalization.
In fiscal year 2025, we hired four foreign national employees from the Indian Institute of Technology (IIT). In addition, many other foreign national employees, both new graduates and experienced professionals, and in both technical and administrative roles, are actively contributing to our various departments. The contributions of our foreign national employees play a key role in raising diversity awareness throughout the company.
Initiatives for LGBTQ+
Our human resources policy emphasizes respecting the diversity and individuality of our employees, and we aim to create a workplace where LGBTQ+ employees can thrive with pride.
Our diversity department is taking the lead in promoting various initiatives.
Awareness campaigns and training
To ensure that employees have accurate knowledge, we conducted training on LGBTQ+ issues and disseminated information through our internal email newsletter.
Since 2022, our company has sponsored training programs at Nagoya Rainbow Pride, and they have been cooperating with us in conducting in-house training. This training provides a valuable opportunity for employees to deepen their understanding by listening to and engaging in dialogue with LGBTQ+ individuals who share their experiences.
Harassment prevention measures
Our human rights policy explicitly states that we will not discriminate based on LGBTQ+ status or other similar criteria. Furthermore, we have a system in place to promptly address consultations regarding sexual harassment, including LGBTQ+ issues, through consultation desks and a corporate ethics helpline established by both employers and employees at each factory, with a harassment prevention committee handling the matter.
Expansion of systems related to same-sex partnerships
As part of our efforts to respect the diversity and individuality of our employees, we have revised our internal regulations to allow individuals who are unable to marry due to their legal gender and have declared a same-sex partnership to utilize employee benefits on the same level as heterosexual couples.
Understanding and promoting DE&I within the company
To create an organizational culture in the workplace where diverse individuals can thrive in their own unique way, our company is also focusing on promoting an understanding of DE&I (Diversity, Equity & Inclusion).
DE&I WEEK
In October 2025, we held "DE&I WEEK" as a period to think about and promote DE&I together with our employees. We conducted various events with the goal of encouraging employees to take ownership of DE&I promotion and translate it into their own actions. During this period, we invited external speakers to give lectures. Furthermore, we sent messages from the president and executives to share our strong commitment to promoting DE&I throughout the entire company.
MT training
The name of this training, “mimi-tako (MT),” is derived from a Japanese phrase meaning “hear enough.” To raise managers’ awareness, the MT training is held repeatedly under the themes of, for example, diversity, the Nittera Way, and compliance to the extent that trainees feel they have heard enough.
Diversity Forum
We distribute various information about DE&I and our company's activities to all employees every month through the "Diversity Forum" issued by the Human Resources Department. We strive to promote understanding and acceptance of DE&I through regular dissemination of information.
Aiming for a workplace environment that respects diversity
To respect the diversity and individuality of our employees, we are taking steps not only in terms of systems and rules, but also in terms of facilities and equipment.
Adoption of genderless uniforms
We have adopted gender-neutral uniforms with a unified design and color scheme.
Installation of multipurpose toilets
We have installed multi-purpose restrooms that anyone can use at our head office, Komaki factory, and other locations.
Installation of a nursing room
At the Komaki Plant N-Forest, we have installed a nursing room for employees who need to breastfeed or express milk.
Even at locations without a dedicated nursing room, we make arrangements such as providing a women's rest area.
Installation of a prayer room
For employees who need to worship during working hours for religious reasons or other reasons, we have installed prayer rooms at our head office and the Komaki Plant N-Forest.