NISSIN FOODS GROUP

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Promoting Diversity

Diversity Promotion Structure

The NISSIN FOODS Group respects basic human rights and strives to create a work environment that enables people with diverse values to fully demonstrate their capabilities, going beyond attributes such as gender, age, nationality, presence or absence of disability, sexual orientation, and career. We strive to ensure fair and equitable treatment in hiring and in subsequent promotion and advancement.

To promote human resource diversity, we have established a Diversity Committee, consisting of the executive director responsible for diversity and voluntary members, which plays a central role in implementing various measures. In fiscal 2018, we newly established the NISSIN DIVERSITY AWARDS, a program that recognizes leaders and teams who promote diversity. In the first year of the program, there were 95 applications, and 16 awards were conferred.

To ascertain employees’ awareness of the company, their work, and their values, every year we conduct an employee attitude survey covering Group employees in Japan. We have added to the survey questionnaire the question, “Does the company respect various differences, such as nationality and gender, and create a climate of mutual acceptance?” The percentage of employees who gave a positive response rose by 10 points from 52% in fiscal 2016 to 62% in fiscal 2018.

Employee Awareness Activities

  • In-house diversity seminars
  • Courses for male managers on the participation and advancement of female employees
  • Events that promote interaction among employees
    Examples: networking events for mid-career hires, opportunities for sales department employees to tour “the WAVE”, the company’s R&D center
  • Workplace tours for employees’ families

Women’s Skills Development

The NISSIN FOODS Group has made promoting more active roles for women a high priority in diversity promotion and is preparing supportive employment systems and working to raise consciousness within the Group. We are also enhancing training for women and in fiscal 2018 began workshops for female managers. NISSIN FOODS Holdings participates in the Japan Business Federation’s voluntary action plan for the promotion of women to managerial and board positions.

Targets

Five-year period from April 1, 2016 to March 31, 2021:

  • Female hiring ratio of 25% or higher in hiring of new university graduates (for career-track positions)
  • Female manager ratio of 8% or higher

Training Programs

Training for Young Female Employees
  • Women’s Career Planning Training held jointly with other food industry companies to enable participants to discuss industry-specific concerns and issues facing young female employees
  • Sisters Program, which enables young female sales employees to feel free to discuss things with senior colleagues and obtain advice
Training for Female Manager Candidates
  • Catalyst course for female leader candidates in the Global SAMURAI Academy, a selective training program that cultivates future management personnel. The eight-month course covers leadership training, understanding of one’s own characteristics, and strategic thinking. In fiscal 2018, career interviews between women who completed the training and the managers responsible for their development were held.

Support for Balancing Work and Parenting

For employees with children, we are creating an environment that makes it possible to balance work and parenting. In fiscal 2018, 40 female employees made use of the reduced working hours for childcare program. Also, 91% of female employees who took parental leave returned to work.

In addition to e-learning as a skills development measure for employees on parental leave, in fiscal 2018 we prepared a Parental Leave Petite MBA program for studying management knowledge and thinking. Also, to pave the way for a smooth return to work, we conducted training for male managers on how to engage with employees on parental leave and interviews to relieve the concerns of female employees after returning to work.

Targets

Two-year period from April 1, 2018 to March 31, 2020:

  • Paternal leave*1 usage rate of 70% or higher

Parenting Programs (Excluding Legally Mandated Programs)

Programs for Employees on Parental Leave
  • Skills development assistance through e-learning and training
  • Assistance measures and pre-return interviews to support early return from parental leave Programs for Employees Raising Children
  • Emergency childcare cost assistance
  • Reduced working hours for childcare (for employees with children up to the third year of elementary school)
  • Paternal leave*1
  • Use of lapsed annual paid leave for childcare
  • Flex-time system with no compulsory working hours*2
  • Work-at-home program*2
  • Half-day paid leave*2
  • *1Leave for male employees for the purpose of childcare
  • *2Available to all employees (not limited to childcare)

Support for Balancing Work and Nursing Care

We are preparing a flexible working environment through the flex-time system, work-at-home program, and use of lapsed annual paid leave for nursing care. In fiscal 2018, one person took nursing care leave.

Employment for People with Disabilities

The NISSIN FOODS Group is working to increase employment of people with disabilities and create amenable working environments for them. Currently, the NISSIN FOODS Group in Japan, including a special subsidiary*1, employs 70*2 people with disabilities.

  • *1NISSIN FOODS HOLDINGS, NISSIN FOOD PRODUCTS, NISSIN CHILLED FOODS, NISSIN FROZEN FOODS, MYOJO FOOD, and NISSIN BUSINESS SUPPORT PLUS
  • *2Employees with severe disabilities are counted as two employees.

Continued Employment after Mandatory Retirement Age

We have created a system that enables people who have reached the retirement age of 60 to continue working until they are 65 if they wish. As of March 31, 2018, the number of persons re-employed at Group companies in Japan was 60 persons.

Hiring of Global Human Resources

We are building a future for NISSIN FOODS Group as a global company. As part of that process, we actively recruit talented workers without connection to their nationality. Locally hired non-Japanese nationals were appointed as presidents of NISSIN FOODS DE MEXICO in September 2017 and Nissin Foods GmbH in Germany in April 2018. In Japan we facilitate the recruitment of foreign students. We also accept new graduates from overseas universities in October in addition to accepting domestic graduates in April. As of March 31, 2018, NISSIN FOODS PRODUCTS was employing 38 foreign nationals.

Raising Awareness of LGBT

The Harassment Response Standards (standards that clarify language and behavior that constitute harassment and the details of disciplinary actions), introduced in fiscal 2017, clearly prohibit language and behavior constituting gender discrimination. Beginning in fiscal 2018, we have included LGBT-related content in training for employees posted overseas and new manager training. In fiscal 2019, we plan to expand the scope of this training to all employees.

COLUMN

NISSIN BUSINESS SUPPORT PLUS Initiatives

In 2013, we established a special subsidiary, NISSIN BUSINESS SUPPORT PLUS to facilitate employment for people with disabilities. Now, the company employs 35 people* in tasks that include building maintenance (cleaning) and office support (mail sorting and delivery) and has recently expanded tasks to include producing business cards and putting together product samples. Because the positive manner in which the company’s employees accomplish their tasks has a beneficial effect on all Group employees, NISSIN BUSINESS SUPPORT PLUS was awarded Silver in the NISSIN Diversity Awards.

To increase understanding of employment prospects for people with disabilities and to aid their families in assisting their careers, NISSIN BUSINESS SUPPORT PLUS holds company visits and training. In fiscal 2018, the Tokyo and Osaka head offices held a total of 36 company visits in which participants could see how mail is sorted and building cleaning is conducted. The Tokyo and Osaka head offices also accept trainees from organizations such as special needs schools and held a total of 12 such training opportunities in fiscal 2018.

  • *Employees with severe disabilities are counted as two employees.
Key Personnel and Labor Data
Fiscal year* 2015 2016 2017 2018
Number of employees Total 1,911 1,968 2,044 2,168
Permanent
(Male/Female)
1,756
(1,497/259)
1,797
(1,509/288)
1,855
(1,548/307)
1,983
(1,645/338)
Contract
(Male/Female)
155
(58/97)
171
(83/88)
189
(105/84)
185
(107/78)
No. of new graduates(females) 58 (12) 38 ( 8) 52 (11) 48 (11)
Attrition rate of employees with less than three years of service 15.4 11.8 13.0 10.5
Female manager ratio 3.1 3.4 2.9 4.0
No. of re-employed persons 15 38 56 60
Average years of service
(Male/Female)
13.4
(14.7/7.8)
14.1
(15.2/9.3)
14.4
(15.6/9.3)
14.4
(15.6/9.0)
Permanent turnover ratio 4.3 4.7 3.5 4.5
Employees taking parental leave
(subtotal: males)
23 (0) 29 (0) 33 (4) 32 (4)
No. of employees taking family care leave 1 0 1 1
Paid leave usage ratio 39.5 50.9 54.4 78.0
Disabled employee ratio 1.93 2.16 2.06 1.97

Note: The data above pertains to those who are employed by NISSIN FOOD PRODUCTS (including employees on temporary assignment to NISSIN FOODS HOLDINGS, NISSIN CHILLED FOODS, NISSIN FROZEN FOODS, etc.), and NISSIN BUSINESS SUPPORT PLUS
*As of March 31

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