Utilization of Diverse Human Resources

In July 2022, the Unitika Group enacted the Unitika Diversity Management Policy. We are promoting diversity management and utilizing a variety of personnel to create new value.

Promotion of Women’s Participation

Training, and Reforming the Way of Thinking

In order to promote diversity, and particularly women’s participation in the workplace, we feel it is critical to reform the corporate culture. Based on this mindset, in addition to training sessions for management (including officers), we are holding career development training for women and selective training aimed at female office workers and their superiors as a part of our efforts to raise motivation and support the career development of women in the workplace. Through these continuous efforts, we will move forward with reforming the way of thinking and raising the rate of women’s participation in the workplace at the management level.

Recruitment, Assignment, and Training and Education

For the employment of new graduates, we have set a numerical target for the ratio of female new recruits (career position) working at the head office, and we are implementing fair recruitment activities in compliance with the Employment Selection Guidelines issued by The Ministry of Health, Labour and Welfare. We have also set up the Return Employment System so that if a full-time employee is required to leave the company for unavoidable family reasons (marriage, child-rearing, caregiving, work transfer of spouse, etc.), and later that situation changes and they are able to return to work, that person has the chance to come back and work for Unitika, based on the mutual desire of both the individual and the company.

* Calculated based on the provisions of the Act on the Promotion of Women’s Active Engagement in Professional Life (Act No. 64 of 2015).
　As for the differences in wages between men and women, there are no differences in the wages between men and women in the same job classification; it depends on differences in the composition of the number of people in job classifications.

Promoting a Variety of Work Styles

Acceptance of Diversity

In the training we conduct at the time new recruits join the company and in level-specific education, we are fostering an understanding of how using diversity in Unitika can enhance the Unitika Group’s power, by accepting and recognizing the individual differences among employees, including employees who are currently child rearing or caregiving, or who are recovering from an illness, have disabilities, are from overseas, identify as LGBTQ+, or are young or elderly. We are also actively accepting graduates from special-needs schools in the local communities and students from training schools as a part of our efforts to promote the employment of people with disabilities. By providing a place of employment, we are not only contributing to local communities, but also creating an environment where each individual with disabilities can demonstrate their abilities as a part of our organization and also giving employees the chance to develop an understanding of diversity.

Work-life Balance

In order to promote the balance between employees’ work and private lives, we have implemented “no-overtime days” and introduced child-rearing leave, postnatal maternity leave, time off for sick/injured childcare, and time off for caregivers, all exceeding the legal requirements. For employees engaged in child rearing or caregiving and who request half-day paid leave very frequently, we have increased the maximum to 14 times (7 days) per year. We have also introduced shortened work hours for child-rearing, which is a system whereby employees with children who are 3 or older but have not completed the 3rd grade in elementary school can reduce their work time by one hour. Additionally, we are promoting the taking of child-rearing leave by male employees. And to further support a variety of work styles, we are preparing a flex-time system for some departments, as well as promoting remote work (working from home) and promoting decent work.

* Tally of leave taken on a FY base
Ratio of women taking child-rearing leave (%) =
(Number of female employees who have taken child-rearing leave ÷ Number of female employees who have given birth) x 100
Ratio of men taking child-rearing leave (%) = (Number of male employees who have taken child-rearing leave ÷ Number of male employees whose spouse has given birth) x 100