Promotion of Diversity diversity

Promotion of Diversity

01Our approach to DE&I

  • Diver

    People who share our philosophy and have diverse backgrounds and values such as gender, age, childcare, and caregiving

  • Equity

    By creating a place in which people can play an active role without being limited by physical or family reasons

  • Inclusion

    Everyone can play an active role, and the “individual differences” that gather there can become the “advantage” that drives the organization.

A gathering of individuality, shining differences, and a broader future

We respect diverse values, each person can demonstrate their strengths, and everyone can thrive.

Logo concept

The various personalities that gather at Narikoma mix together and create a chemical reaction. The new, hopeful Narikoma that emerges from this is expressed by placing the silhouette of Nari-chan, the official mascot, in white in the middle of the overlapping of various colors and shapes.

ロゴコンセプト

02Message

Our goal is to create an organization where “all employees can play an active role” toward the future.

Message

Narikoma has always had a long-standing culture of taking care of people. We also feel that this is a corporate culture that is still cherished and something to be proud of. In this era of rapid change, we must be flexible and responsive to change. So, we believe it is important to incorporate diverse values and ideas while valuing the people and things we have now. In these times, Narikoma has the power to take on new challenges while preserving good old customs.

While carefully preserving our culture of valuing people, we will build a corporate culture that embraces individual differences and allows everyone to demonstrate their advantages. This is the diversity that is uniquely us. “To stay the same, we keep changing.” With this in our mind, Diversity Promotion Office will continue to take on new challenges.

It also is essential to create an environment and place where everyone can play an active role in promoting DE&I. This is necessary for career autonomy and personal growth, which in turn leads to corporate growth. However, interpreting diversity in a convenient way and allowing each to proceed on its own terms is not true DE&I promotion. It is important that we as an organization head in the same direction and that everyone is empowered to work in that direction. We will continue to promote a true diversity mindset.

Narikoma Holdings Co., Ltd. Diversity Promotion OfficeOffice Chief：Kaori Sakurai

Top Message

Narikoma's goals in the future with DE&I

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03DE&I department

Narikoma has established a specialized DE&I department to address the issues."

DE&I専門の部署DE&I専門の部署DE&I専門の部署

04Main initiatives

1.WWOO! project

WWOO stands for Woman + Window of Opportunity. We are launching a project to diversify the decision-making structure, first of all to create an environment where women can take on the challenge of becoming what they want to be. We have started an intensive program to help employees think about their ideal image and the career they want to pursue, and to develop their own unique image of leadership. In this context, we provide opportunities for active exchange of opinions from diverse perspectives through cross-divisional, cross-divisional exchanges.

Logo concept

Beyond the window of opportunity, we can see a bright and joyful world. When the windows, which already looked as if they were open, are fully opened, the view from there is totally different from before. It is you who create the world beyond the window. Let's draw the world beyond the window in your own way, as you wish!

ロゴコンセプト

2.Support for work-life balance

Nowadays, more and more households have both working parents, and housework and childcare need to be shared by the couple. We aim to create an environment in which it is easy for men to take childcare leave, and we conduct in-house surveys and introduce examples of cases in which men have taken childcare leave. We are also beginning to examine ways to address the growing problem of caregiving.

Support site for work-life balance

We want to help our employees achieve a work-life balance with as much safe as possible. With this in mind, we have launched a support site for “childbirth and childcare” and "nursing care”. We provide information on various questions related to the system, procedures, and income when male employees take maternity leave.

仕事と家庭の両立サポートサイト

3.Promoting the success of people with disabilities

We have two job coaches※ on staff to provide consistent support from pre-employment workplace training to post-employment support so that people with various characteristics can continue to work with a sense of safety. We are promoting further understanding within the company and expanding the scope of our work in order to create a workplace where people with disabilities can exercise their abilities.

※A job coach is a specialist who works with individuals with disabilities, their families, workplace supervisors, and coworkers to help them settle into their jobs and succeed in their careers.

Promoting the success of people with disabilities

4.Narikoma Diversity News

We publish a quarterly diversity magazine for employees (January, April, July, and October). In addition to our “Diversity Promotion Goals and Initiatives,” we also cover “Our approach to DE&I” and "Results of surveys related to childcare, male maternity leave, and nursing care”. We will continue to introduce a variety of topics in the future.

Narikoma Diversity News
Narikoma Diversity News

5."Everyone is active" - ​​Narikoma is aiming for DE&I, and we are releasing videos one after another!

Starting with Women's empowerment What organizational challenges is Narikoma currently facing?What does DE&I mean for Narikoma, and how is the company working to create an environment where everyone can thrive?Through these video releases, we share what kind of organization we aim to become by promoting DE&I.

Career Development as a Couple<br>— Expanding Possibilities Together —

DIVERSITY GUEST TALK

Career Development as a Couple
— Expanding Possibilities Together —

Narikoma’s First Female Division Director<br>Career Development and Formative Experiences Abroad

WWOO! Dialogue

Narikoma’s First Female Division Director
Career Development and Formative Experiences Abroad

6.Establishment of systems for a comfortable work environment

While society still tends to place the burden of housework and childcare on women, we are developing a system that makes it easier for those with time constraints to work. We are also promoting mechanization so that anyone can work regardless of physical limitations.

Promotion of maternity and childcare leave

At the Narikoma Group, 52 women and 18 men are taking childcare leave (as of 2024). We will continue to promote the creation of an environment where employees can balance work and childcare.

Examples of male employees taking childcare leave and working shorter hours
30s/Manufacturing Division, Chubu Plant/1st child/1 month of work experience
30s/Logistics Management Department, Manufacturing Division/2nd child/2 months of acquisition.
20s/Administration Department, Operations Division/1st child/1 month of work experience

Establishment of systems for a comfortable work environment

Extension of shorter working hours for childcare

In principle, the shorter working hours for childcare are limited to the period until the child turns 3 years old, but childcare may continue beyond this period. Therefore,　Narikoma is proactively revising its systems, such as extending the period of the shorter working hours for childcare until the beginning of the fifth grade of elementary school in 2018, and is focusing on enabling employees to participate in childcare and work in a well-balanced manner.

Establishment of systems for a comfortable work environment

Establishment of a nursing care leave system

Family Care Support Leave
Special paid leave can be used to care for a family member in need of care. The number of days granted per year varies depending on the regular working hours (5 or 3 days).
Family Care Short-Time Work
In principle, this leave can be used until the reason for caregiving ceases or the contract employee's employment ends.
Family Care Leave *Accepted by law
*This is a legally mandated system for establishing a system for balancing work and family caregiving.

Establishment of systems for a comfortable work environment

Promotion of employment of seniors and people with disabilities

At the Narikoma Group, seniors aged 65 and over (part-time employees) account for 13.3% of the total workforce and are active in the company. The employment rate of people with disabilities has also maintained a certain level: 3.86% for Narikoma Holdings, 2.50% for Narikoma Enterprise, and 2.91% for Narikoma Food (all as of 2024). Supporting these achievements is an organizational culture that makes use of diverse personalities and supports each other. By assigning dedicated employment support staff within the company and collaborating with external support organizations, we are working to create an environment where seniors and people with and without disabilities can settle in and thrive in the long term.

Establishment of systems for a comfortable work environment

05Diversity promotion history

- 2017

The Beginning of Diversity Promotion in Narikoma

Narikoma Group has a high percentage of female employees, many of whom have taken maternity or childcare leave and returned to work, while a high percentage of management positions are held by men. Many women “does not equal” a company with a high level of female advancement. In addition to the promotion of women's activities, the Diversity Promotion Office was established with the aim of becoming a company that accepts and makes the most of diversity, including nursing care, people with disabilities, and LGBTs.

2016

  • We joined Diversity West Japan Study Group* to learn about other companies' case studies.

    • The Diversity West Japan Study Group holds study sessions and subcommittee activities with approximately 50 companies in the Kansai region to promote diversity and work style reform by sharing information and ideas beyond the boundaries of a single company.

2017

  • The Diversity Promotion Office is established by the call of our president.

  • Career design forums were held with the aim of fostering career awareness among young women moving into management positions (held jointly by 9 companies, held twice since then).

  • Seminar for all managers were held to educate managers on diversity (jointly held by 7 companies, held 3 times since then)

  • Career Design Forum to foster career awareness among young women for management positions (held annually jointly by 9 to 15 companies / cancelled when the Covid-19 pandemic occurred).

2018 -

Launched institutional development

2018

  • Expansion of the scope of coverage for shorter working hours for childcare (available until the child finishes 4th grade)

2019

  • Restructure the evaluation system to fairly assess results based on individual abilities and roles, regardless of gender

2020

  • Introduce business names (considerations for use of maiden names and LGBT)

2021 -

Accelerating internal deployment of initiatives

2021

  • First issue of Narikoma Diversity News (quarterly publication to continue every three months thereafter)

  • Conducted seminars for all managers who have subordinates (about 80 people will have attended by March 2022).

  • Conducted in-house survey on balancing work and nursing care (first in-house survey on nursing care)

2022

  • Launch of WWOO! Project

2023

  • Launch of a support site for life-work balance

  • Opened “STAND Himawari” (temporary café at the headquarters) to promote understanding of the company's products and expand opportunities for staff with disabilities to play an active role

  • Implementation of women's management development program in the WWOO! Project（participants：39 women in leadership positions, 22 women in management positions）

2024

  • Implementation of women's management development program in the WWOO! Project（participants：59 women in leadership positions, 9 women in management positions）

2025

  • Establishment of nursing care support leave (special paid leave to care for a family member in need of nursing care)

  • Extension of shorter working-hour program for the nursing care (It’s available until the reason is extinguished in principle.)

06Striving to create an environment where individuals can maximize their capabilities

We will continue to strive to create an environment where each individual can maximize their capabilities, regardless of gender, childcare/nursing care, disability, or other reasons.

Up until now, we have mainly been developing systems and undertaking initiatives for "childcare," "nursing care," and "employing people with disabilities." Going forward, we will continue to use various tools to continuously disseminate information to promote understanding within the company. We will also continue to work toward a Narikoma where individual differences are respected and everyone can demonstrate their abilities, including "balancing work and medical treatment" and "LGBT and gender bias."

打ち合わせの様子

07Acquired Certifications of diversity

  • “Eruboshi (means three stars)” certified by the Minister of Health, Labor and Welfare.
    “Eruboshi (means three stars)” certified by the Minister of Health, Labor and Welfare.
  • “Men and Women Lively Plus” certified by Osaka Prefecture.
    “Men and Women Lively Plus” certified by Osaka Prefecture.
  • “Leading company for women's activities” certified by Osaka Prefecture.
    “Leading company for women's activities” certified by Osaka Prefecture.