Active engagement of diverse human resources within a culture that embraces challenges

Material issues in human resources

The Group defines its ideal human resources in line with the Group vision and business strategy as an energetic, outstanding group that continues to create new value of good flavor, health, and beauty on a global stage. We have identified material issues in human resources required to achieve our Vision. They are: “Resonance with the Group’s philosophy and vision,” “Establishing robust human resource capacity,” “Active engagement of diverse human resources,” “Evolution into an organizational culture that creates innovation,” and “Promoting health management.” We are proactively investing in and conducting Group-wide initiatives for each of these material issues.

The basic principle of our personnel system

The basic principle of our personnel system is to enhance the value of employees and organizations with diverse strengths. We define employee engagement as “resonating with our Vision and having proactive motivation to contribute to work and the organization.” To boost employee engagement, we provide an environment where employees can take on challenges in creating value and grow continuously through their work. The Company and employees will continue to grow together by building relationships of mutual trust that contribute to one another.

Enhancement of the value of employees and organizations with diverse strengths

• • Make individual growth and fulfillment at work the driving force behind achieving our Vision.
• • Provide opportunities for challenges and growth to leverage individual strengths and initiative while properly rewarding results and effort.
• • Create an energetic organizational culture and continue to grow together by maximizing the diverse strengths of individuals (abilities, experience, sensibilities, values, etc.) based on a strong relationship of trust between the company and its employees.

Our approach to active engagement of diverse human resources

The Group believes that respecting the diverse perspectives and values of each individual is essential to sustainable growth and enhancing corporate value. The Group defines “diversity” as a state in which people with different knowledge (expertise) and experience and diverse values are able to fully demonstrate their individual strengths. This leads to intellectual collaboration within the organization (complementation of knowledge, gaining multifaceted perspectives, and promotion of creative thinking). We aim to bring out the strengths of the diverse individuals who work in our Group, and to create a working environment where all employees can feel that they are able to play an active role and grow, regardless of their gender, nationality, or other attributes. We are committed to providing opportunities for employees to take on challenges and grow, and to enhancing the internal climate of the company.

Dialogues aimed at instilling our Vision

To unite as a Group in realizing Vision 2030, it is absolutely crucial for all Group employees to resonate with, take pride in, and take it upon themselves to act in accordance with our corporate philosophy, Vision, and corporate value. Accordingly, we are taking steps to further employees’ understanding of our corporate philosophy and Vision through messages from top management, job-level-specific training opportunities, and media, such as integrated reports and Group newsletters. Looking ahead, we will further strengthen information sharing and create opportunities for dialogues between management and employees to promote a common understanding throughout the Group across countries, regions, and companies.

Corporate Philosophy
Vision 2030

Respect for diverse human resources

Respect for human rights

In The Nisshin OilliO Group Code of Conduct, we have declared that we will conduct ourselves as responsible members of global society. As a signatory to the UN Global Compact, we are also working to uphold its ten principles, which include the protection of human rights and the elimination of unfair labor practices.

Human rights efforts in The Nisshin OilliO Group Code of Conduct

• • We understand and respect universal human rights and will eradicate discrimination and harassment based on gender, nationality, race, age, religion, beliefs, disability, sexual orientation, or other attributes. We will also eliminate all forms of forced labor and child labor. These initiatives will be implemented throughout the Group’s entire supply chain.
• • We will not tolerate harassment of any kind.

Human rights efforts

Promoting women’s active engagement

We are creating workplace environment for women, where they can play an ever-active role, and supporting their career development. We are also advancing education and training to develop future core female human resources and actively promoting the participation of women in company-wide projects. The opportunities for female employees to play an even greater role are expanding.

Flexible work arrangements are available through such systems as telework, flextime, and hourly paid leave. There are also systems to support work-parenting balance effectively, such as childcare leave (until the employee’s child starts elementary school), a short-time work system (until the employee’s child finishes third grade), and reemployment programs for those who have left the company due to marriage, childbirth, etc.

Action Plan for Promoting Women’s Career Engagement (FY2024–FY2027)

1. Plan period
April 1, 2024 - March 31, 2028

2. Action Plan targets
　Target 1: A 30% or higher ratio of female participants in training that contributes to skill development and career formation
　Target 2: Achieve 100% childcare leave usage rate for both men and women
　Target 3: Keep average monthly overtime 20 hours or less

Action Plan for Promoting Women’s Career Engagement

Promoting the careers of senior employees

We have established a system where senior employees who wish to continue working after retirement may do so until the age of 65. We have built an environment where senior employees can work with a sense of fulfillment, where they can realize their full potential and ambitions while passing on their advanced expertise and wealth of experience to the organization. Supervisor interviews are conducted at the start of each contractual period to clarify the roles and goals to be expected, with performance and contribution to the organization reflected in bonuses and other rewards to increase motivation of corporate work.

Supporting the engagement of employees with disabilities

Nisshin OilliO Business Staff Co., Ltd. is a designated special subsidiary of The Nisshin OilliO Group that promotes the careers of people with disabilities. Employees, mainly those with intellectual disabilities, work in cleaning services at the Yokohama Isogo Complex. We help each employee feel a sense of accomplishment and personal growth in their daily work with our OILLIO motto: “O for ohayou gozaimasu (“Good morning!”), I for itsumo genki ni (“Always be filled with energy”), LI for lippa na shigoto wo (“For a job done well”), O for ookina koe de kakujitsu ni (“In a clear voice, with clarity”).”

For more information on performance data, see our Sustainability Data Book.

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