Diversity, Equity and Inclusion
Policies
The NISSIN FOODS Group strives to create workplace environments where employees with diverse attributes and values can fully demonstrate their capabilities, establishing the NISSIN FOODS Group Policy on Human Rights that prohibits discrimination and harassment based on race, ethnicity, nationality, religion, belief, birthplace, gender, sexual orientation, gender identity, age, disability, and other attributes. We also strive to ensure fair and equitable treatment in hiring and in subsequent promotion and advancement, and apply the same compensation standards regardless of gender.
Targets
We set the percentage of female managers, percentage of male employees taking childcare leave, and employee recognition of the diversity impact level as our KPI targets related to respect for diversity.
- ・Achieve 10% for the percentage of female managers by the end of FY 3/2026
- ・Achieve 85% for the percentage of male employees taking childcare leave in FY 3/2031
- ・Achieve the commitment goal of 70% for employee recognition of the diversity impact level while setting the target goal at 85%
In addition, we support the “Challenge Initiatives for 30% of Executives to be Women by 2030” promoted by KEIDANREN (Japan Business Federation). (Achieved at least 30% as of June 30, 2024)
Structure
To create workplace environments that accept diverse employees and allow them to fully demonstrate their capabilities, the NISSIN FOODS Group has established an organization within the Human Resources Division to promote Diversity, Equity and Inclusion. This organization aims to increase the awareness of employees and conducts measures to promote more active roles for women, activities that encourage understanding toward sexual minorities (LGBTQ+), and programs to support the balancing of family and work for employees who are raising children, among other efforts. In addition, we also implement onboarding programs for mid-career employees and hold company events that allow interactions across generations and divisions.
Initiatives
Promoting Understanding of Diversity, Equity & Inclusion
We conduct Diversity, Equity & Inclusion Training for newly hired employees. By promoting their understanding that their colleagues have diverse attributes, cultural backgrounds, and values, and by fostering an inclusive culture of mutual respect, we aim to create a workplace environment where each individual can fully demonstrate their abilities.
Through the video learning platform NISSIN ACADEMY Learning Site, which provides in-house lectures and skill development training, we conduct company-wide e-learning programs such as Unconscious Bias Training. This program enables employees to learn how to engage with colleagues who have diverse attributes, cultural backgrounds, and values through content that includes case study videos. In addition, we also provide e-learning programs for managers, such as Diversity Management Training, where they learn management approaches to maximize the capabilities of employees at various life stages and those with diverse attributes, cultural backgrounds, and values.
Women’s Skills Development
Toward promoting more active roles for women, the NISSIN FOODS
Group establishes supportive employment systems and raises
awareness within the Group.
Directors, executive officers, chief officers, and department heads
set targets for the percentage of female managers in their own
departments and conduct programs to develop female employees with
themselves as the sponsors. We also have a wide range of training
for female employees, including selective training programs for
women with leadership potential since FY 3/2017.
Furthermore, NISSIN FOODS HOLDINGS was selected as a Semi-Nadeshiko
Brand* consecutively in 2019 and 2020 as a company that actively
encourages the success of women in the workplace.
- *This is a category of high-scoring enterprises, selected regardless of the industry to which they belong, that follows the Nadeshiko Brand jointly selected by the Ministry of Economy, Trade and Industry and the Tokyo Stock Exchange
Training Programs
| Training for Managers |
|
|---|---|
| Training for Young Female Employees |
|
| Training for Female Managers/Manager Candidates |
|
Support for Balancing Work and Parenting
We create environments that support a balance between work
and parenting for employees who have children.
For example, we encourage female employees who are on childcare
leave to take e-learning courses and external training for skill
development. We also conduct interviews of such employees when
they return to work to alleviate any concerns. These efforts
as well as the telecommuting program, the flex-time system with
no compulsory working hours, and other programs were highly evaluated,
and in February 2019, NISSIN FOOD PRODUCTS received Platinum
Kurumin certification* from the Ministry of Health, Labour and
Welfare.
In addition, we also promote the taking of childcare leave by
male employees. In FY 3/2025, the percentage of male employees taking childcare leave was 66.3%.
- *The Platinum Kurumin certification is an accreditation system established along with the April, 2015 revision of the Act on Advancement of Measures to Support Raising Next-Generation Children. This certification is awarded to Kurumin qualified companies that have carried out measures to meet the higher standards of accreditation that have been set by the ministry
Work-Life Balance Support Systems (Excluding Statutory Systems)
| Programs for Employees Raising Children |
|
|---|---|
| Programs Available to All Employees (not limited to childcare) |
|
- *1A program for male employees that allows them to take up to five days of paid leave for childcare purposes, available from two weeks before the spouse’s expected delivery date until the child enters elementary school. The leave does not need to be taken consecutively and can be used one day at a time.
- *2A system that allows annual paid leave—which is valid for two years—to be used after expiry; up to 25 days of such leave can be accumulated
Support for Balancing Work and Parenting
The NISSIN FOODS Group supports balancing work and nursing care by putting in place flexible working environments through the flex-time system with no compulsory working hours, telecommuting program, and use of lapsed annual paid leave for nursing care.
Supporting Active Roles for Older Employees
For employees approaching their 50s, we implement measures for designing their future lives and developing their future careers. Specifically, besides annual life-planning seminars to create life and financial plans for their future, the upper age limit for the in-house recruitment was removed to allow employees to take on challenges in new careers regardless of age.
Internal Job PostingsContinued Employment after Mandatory Retirement Age
The NISSIN FOODS Group has established a system that enables employees who have reached the retirement age of 60 to continue working until age 70 if they wish. As of March 31, 2025, the number of persons re-employed at Group companies in Japan was 137 persons*.
- *Employees of NISSIN FOOD PRODUCTS (including employees on temporary assignment to companies such as NISSIN FOODS HOLDINGS, NISSIN CHILLED FOODS, and NISSIN FROZEN FOODS)
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. As of March 31, 2025, the Group in Japan, including a special subsidiary*1, employs 84 people with disabilities. The disabled employee ratio*2 in FY 3/2025 was 2.32%.
- *1NISSIN FOODS HOLDINGS, NISSIN FOOD PRODUCTS, NISSIN CHILLED FOODS, NISSIN FROZEN FOODS, MYOJO FOOD, and NISSIN BUSINESS SUPPORT PLUS
- *2Employees of NISSIN FOOD PRODUCTS (including employees on temporary assignment to companies such as NISSIN FOODS HOLDINGS, NISSIN CHILLED FOODS, and NISSIN FROZEN FOODS, etc.) , MYOJO FOOD, and NISSIN BUSINESS SUPPORT PLUS
Supporting Active Roles for Mid-career Employees
The NISSIN FOODS Group actively promotes mid-career recruitment to hire individuals with diverse backgrounds. Mid-career hires made up 71.2% of people recruited by NISSIN FOOD PRODUCTS* in FY 3/2025.
We conduct training programs designed to help mid-career employees quickly integrate into the organization and succeed, including learning about the company’s history, founding philosophy, organizational structure, and internal systems.
As part of onboarding initiatives beyond training, we also prepare for their acceptance at assigned divisions, such as creating development plans and selecting colleagues they can consult.
- *Employees of NISSIN FOOD PRODUCTS (including employees on temporary assignment to companies such as NISSIN FOODS HOLDINGS, NISSIN CHILLED FOODS, and NISSIN FROZEN FOODS)
Hiring of Global Human Resources
For further development of our global business, we actively recruit talented human resources regardless of their nationality. This is especially so at overseas Group companies, where local human resources are actively recruited so as to also contribute toward generating employment in the local community. Locally hired non-Japanese nationals were appointed as president of NISSIN FOODS INDIA in 2013, president of NISSIN FOODS (U.S.A.) in 2015, president of NISSIN FOODS DE MEXICO in 2017, and president of NISSIN Europe in 2025.
As of March 31, 2025, NISSIN FOOD PRODUCTS had employed 41 foreign nationals in Japan.
Initiatives Related to LGBTQ+
The NISSIN FOODS Group works to create workplace environments where employees who are sexual minorities (LGBTQ+) can fully apply their abilities. Our various initiatives—such as education related to LGBTQ+ and the establishment of welfare programs for transgender people—were recognized with the award of the highest rating of Gold in the PRIDE Index 2025*.
- *An index first developed in Japan in 2016 by the voluntary organization “work with Pride” to create workplace environments where LGBTQ+ individuals can work authentically.
Initiatives Related to LGBTQ+
| Formulation of policies |
|
|---|---|
| Raising awareness of LGBTQ+ |
|
| Welfare programs |
|
| Establishment of environment for transgender people |
|
| Establishment of consultation services | Established internal and external consultation services where those from the LGBTQ+ community as well as others can consult concerns, ask questions, and convey requests to the company; external consultation services are handled by experts in LGBTQ+ issues and can also be used anonymously. |
Related Information and Data
An employee attitude survey is conducted every year to ascertain employees’ awareness of the company, their work, and their values. One of the questions is “Does the company respect various differences, such as nationality and gender, and create a climate of mutual acceptance?” “Does your department have people from various backgrounds who bring out each other's strengths to improve the quality of work?” The effectiveness of various measures is evaluated based on the responses to this question.
Coverage: Employees of NISSIN FOOD PRODUCTS (including employees on temporary assignment to NISSIN FOODS HOLDINGS, NISSIN CHILLED FOODS, NISSIN FROZEN FOODS, etc.)
| FY 3/2022 | FY 3/2023 | FY 3/2024 | FY 3/2025 | |
|---|---|---|---|---|
| Does the company respect various differences, such as nationality and gender, and create a climate of mutual acceptance? | 70% | 69% | 71% | 70% |
| Does your department have people from various backgrounds who bring out each other's strengths to improve the quality of work? | 63% | 63% | 67% | 66% |
Human resources and labor data, data on women
Coverage: Employees of NISSIN FOOD PRODUCTS (including employees on temporary assignment to companies such as NISSIN FOODS HOLDINGS, NISSIN CHILLED FOODS, and NISSIN FROZEN FOODS, etc.)
| FY 3/2022 | FY 3/2023 | FY 3/2024 | FY 3/2025 | ||
| Number of employees | Total | 2,370 | 2,489 | 2,695 | 2,885 |
| Permanent (Male/Female) | 2,243 (1,776・467) | 2,358 (1,835・523) | 2,570 (1,956・614 ※5) | 2,743 (2,038・705) | |
| Contract (Male/Female) | 127 (95・32) | 131 (99・32) | 125 (99・26) | 142 (119・23) | |
| Number of new hires | Total (Male/Female) | 177 (122・55) | 270 (190・80) | 357 (242・115) | 358 (238・120) |
| New graduates (Male/Female) | 50 (36・14) | 48 (26・22) | 79 (49・30) | 103 (63・40) | |
| Mid-career (Male/Female) | 127 (86・41) | 222 (164・58) | 278 (193・85) | 255 (175・80) | |
| Number of assistant managers | Total (Male/Female) | 525 (463・62) | 511 (423・88) | 531 (432・99) | 550 (435・115) |
| Number of managers | Total (Male/Female) | 364 (343・21) | 398 (375・23) | 417 (383・34) | 446 (406・40) |
| The percentage of permanent female new hires | 32.4% | 31.5% | 32.1% | 33.5% | |
| The percentage of permanent mid-career hires | 73.0% | 82.8% | 78.1% | 71.2% | |
| Attrition rate of employees with less than three years of service | 4.5% | 11.1% | 17.8% | 23.8% | |
| The percentage of female assistant managers | 11.8% | 17.2% | 18.6% | 20.9% | |
| The percentage of female managers | NISSIN FOOD PRODUCTS | 15.2% | 12.8% | 15.9% | 16.3% |
| NISSIN FOODS HOLDINGS | 5.8% | 5.8% | 8.2% | 9.0% | |
| Number of re-employed persons | 97 | 105 | 103 | 137 | |
|
Average years of service (Male/Female) | 12.3 (13.0・9.6) | 11.8 (12.6・9.1) | 11.1 (12.0・8.3) | 10.7 (11.6・7.9) | |
| The percentage of permanent turnover | 4.4% | 5.3% | 4.6% | 5.4% | |
| Employees taking parental leave (Male/Female) | 107.4%・23.4% | 92.6%・39.2% | 76.9% ※4・64.6% | 120.0%・66.3% | |
| Number of employees taking family care leave | 3 | 1 | 0 | 2 | |
| The percentage of paid leave usage *2 | 78.6% | 80.8% | 82.4% | 79.2% | |
| The percentage of disabled employee *3 | 2.32% | 2.23% | 2.11% | 2.32% | |
Coverage: Employees working at Group companies in Japan and overseas
| FY 3/2021 | FY 3/2022 | FY 3/2023 | FY 3/2024 | |
| No. of new hires | 1,837 | 2,043 | 2,611 | 2,833 |
| Turnover ratio | 9% | 10% | 11% | 14% |
| (Voluntary turnover ratio) | 8% | 10% | 8% | 10% |
- *1As of March 31
- *2Coverage: Non-managerial employees
- *3Coverage: Employees of those who are employed by NISSIN FOOD PRODUCTS, MYOJO FOOD and NISSIN BUSINESS SUPPORT PLUS
- *4Calculated based on the definition by the Ministry of Health, Labor and Welfare. Those who gave birth in the relevant fiscal year are counted in the denominator, but those on maternity leave before and after childbirth are not counted in the numerator, so the figure may appear lower than they are or exceed 100%.
- *5Permanent Female employees and female manager ration were third-party verified.
Indicators and Performance on Respect for Diversity
Coverage: Employees of NISSIN FOOD PRODUCTS (including employees on temporary assignment to companies such as NISSIN FOODS HOLDINGS, NISSIN CHILLED FOODS, and NISSIN FROZEN FOODS, etc.)
| FY 3/2023 | FY 3/2024 | FY 3/2025 | Target | ||
| The percentage of female managers | NISSIN FOODS HOLDINGS | 12.8% | 15.9% | 16.3% | 10% by FY 3/2026 |
| NISSIN FOOD PRODUCTS | 5.8% | 8.2% | 9.0% | ||
| Percentage of male employees taking parental leave | 39% | 65% | 66% | 85% by FY 3/2031 | |
| Percentage of employee recognition of the diversity impact level | 63% | 67% | 66% |
Targeted 85% Commitment 70% | |
Data Related to Female Employees
Coverage: Permanent employees of consolidated subsidiaries in Japan and overseas
| FY 3/2025 | |
| The percentage of female permanent employees | 36% |
| The percentage of female managers | 18% |
| The percentage of female deputy general managers and managers | 18% |
| The percentage of female executive officers and general managers | 17% |
| The percentage of female managers in departments generating sales (including sales departments, marketing departments, etc.) | 16% |
| The percentage of female employees in the fields of science, technology, engineering or math. | 42% |
Coverage: Employees of NISSIN FOOD PRODUCTS (including employees on temporary assignment to companies such as NISSIN FOODS HOLDINGS, NISSIN CHILLED FOODS, and NISSIN FROZEN FOODS, etc.)
| FY 3/2025 | Target | |
|---|---|---|
| The percentage of female managers | 9.0% | 10% or higher by FY 3/2026 |
Percentage of taking childcare leave
Calculated based on the definition by the Ministry of Health, Labor and Welfare. Those who gave birth in the relevant fiscal year are counted in the denominator, but those on maternity leave before and after childbirth are not counted in the numerator, so the figure may appear lower than they are or exceed 100%.
Employees by Region
Coverage: Permanent employees working at Group companies in Japan and overseas except NISSIN U.S.A.
| FY 3/2025 | ||
| Employees | Managers | |
| Japan | 43% | 67% |
| China (incl. H.K.) | 12% | 14% |
| U.S.A. | -% | -% |
| Brazil | 25% | 7% |
| India | 3% | 3% |
| Other Asian countries | 7% | 3% |
| Middle East countries | 0% | 0% |
| Europe countries | 5% | 1% |
| Other north American countries | 0% | 0% |
| Other middle and south American countries | 5% | 4% |
| Others | 0% | 0% |
Ratio of Permanent Employee Salary by Gender (Average Salary of Female Employees Against Average Salary of Male Employees)*
| FY 3/2025 | |||
| Group companies in Japan | Overseas Group companies | Group companies in Japan and overseas | |
| Managers (basic salary only) | 92.0% | 117.7% | 109.5% |
| Managers (basic salary + cash incentives such as other bonuses) | 92.3% | 113.4% | 106.7% |
| Non-managerial employees | 83.0% | 91.5% | 74.3% |
- *While wages are applied using a uniform standard regardless of gender, there are differences between male and female employees due to factors such as number of employees, grade, and years of employment. Third-party assurance has been obtained for the ratio of permanent employee salary by gender for FY 3/2021, FY 3/2022, FY 3/2023, and FY 3/2024.
Salaries of Managers and Non-managerial Employees
Coverage: Employees of NISSIN FOOD PRODUCTS (including employees on temporary assignment to companies such as NISSIN FOODS HOLDINGS, NISSIN CHILLED FOODS, and NISSIN FROZEN FOODS, etc.).
| FY 3/2025 | ||
| Average female salary | Average male salary | |
| Managers (regular salary and other cash incentives) (yen) | 11,154,564 | 12,680,722 |
| Non-managerial employees (yen) | 5,873,615 | 7,117,911 |
- *While wages are applied using a uniform standard regardless of gender, there are differences between male and female employees due to factors such as number of employees, grade, and years of employment.