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.
Targets
We aim to achieve a female manager ratio of 10% or higher in the five-year period from April 1, 2021 to March 31, 2026.
Structure
To create workplace environments that accept diverse employees and allow them to fully demonstrate their capabilities, the NISSIN FOODS Group has established a Diversity Committee, consisting of full-time members from the Human Resources Division and voluntary members. This committee implements various measures aimed at increasing awareness about Diversity, Equity and Inclusion. In fiscal 2021 and fiscal 2022, interactions were conducted for young employees and mid-career employees to invigorate internal communications under a telecommuting environment.
Initiatives
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. Since fiscal 2017, the Group has been conducting selective training programs for women with leadership potential. 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 |
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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*1 from the Ministry of Health, Labour and Welfare.
In addition, 49 employees, male and female, took childcare leave in fiscal 2022 and all of them have returned to work. Furthermore, 50 female employees made use of the reduced working hours for childcare program*2.
- *1The 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
- *2Employees of NISSIN FOOD PRODUCTS (including employees on temporary assignment to companies such as NISSIN FOODS HOLDINGS, NISSIN CHILLED FOODS, and NISSIN FROZEN FOODS)
| Parenting Programs (Excluding Legally Mandated Programs) |
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Support for Balancing Work and Nursing Care
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*. In fiscal 2022, three employees took nursing care leave.
- *A 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
Supporting Active Roles for Older Employees
For employees age 50 and above, 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 they are 70 if they wish. As of March 31, 2022, the number of persons re-employed at Group companies in Japan was 102 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, 2022, the Group in Japan, including a special subsidiary*1, employs 76 people with disabilities. The disabled employee ratio*2 in fiscal 2022 was 2.32% which is above the statutory requirement of 2.3%.
- *1NISSIN FOODS HOLDINGS, NISSIN FOOD PRODUCTS, NISSIN CHILLED FOODS, NISSIN FROZEN FOODS, MYOJO FOOD, and NISSIN BUSINESS SUPPORT PLUS
- *2Employees employed by NISSIN FOOD PRODUCTS, MYOJO FOOD, and NISSIN BUSINESS SUPPORT PLUS
Supporting Active Roles for Mid-career Employees
Toward becoming an EARTH FOOD CREATOR, we have formulated human resource strategies that are linked to our management strategies. The NISSIN FOODS Group actively recruits specialists from outside the company, and mid-career hires made up 73.0% of people recruited by NISSIN FOOD PRODUCTS in fiscal 2022.
To deepen mid-career employees’ understanding of the company, we conduct training on the founder’s philosophy and disseminate online videos introducing the scope of operations of the major divisions. We also prepare to accept them at their assigned divisions—such as creating development plans and selecting people whom they can consult—so that they can apply their abilities as early as possible.
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, and president of NISSIN FOODS DE MEXICO in 2017.
As of March 31, 2022, NISSIN FOODS PRODUCTS had employed 33 foreign nationals.
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 2022* for the third consecutive year.
Initiatives Related to LGBTQ+
| Formulation of policies |
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| Raising awareness of LGBTQ+ |
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| Welfare programs |
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| Establishment of environment for transgender people |
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| 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?” 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 2019 | FY 2020 | FY 2021 | FY 2022 | FY 2023 | |
|---|---|---|---|---|---|
| Does the company respect various differences, such as nationality and gender, and create a climate of mutual acceptance? | 64% | 64% | 71% | 70% | 69% |
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)
| FY 2020 | FY 2021 | FY 2022 | FY 2023 | ||
| Number of employees | Total | 2,266 | 2,336 | 2,370 | 2,489 |
| Permanent (Male/Female) |
2,107 (1,710・397 *4) |
2,197 (1,768・429 *4) |
2,243 (1,776・467) |
2,358 (1,835・523) |
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| Contract (Male/Female) |
159 (102・57) |
139 (99・40) |
127 (95・32) |
131 (99・32) |
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| Number of new hires | Total (Male/Female) |
218 (164・54) |
152 (113・39) |
185 (125・60) |
279 (191・88) |
| New graduates (Male/Female) |
50 (37・13) |
38 (29・9) |
50 (36・14) |
48 (26・22) |
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| Mid-career (Male/Female) |
168 (127・41) |
114 (84・30) |
135 (89・46) |
231 (165・66) |
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| The percentage of female new hires (%) | 24.8 | 25.7 | 32.4 | 31.5 | |
| The percentage of mid-career hires (%) | 77.1 | 75.0 | 73.0 | 82.8 | |
| Attrition rate of employees with less than three years of service (%) | 23.0 | 12.5 | 4.5 | 11.1 | |
| The percentage of female managers (%) *４ | 5.2 *4 | 5.4 *4 | 5.8 | 5.8 | |
| Number of re-employed persons | 97 | 96 | 97 | 105 | |
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Average years of service (Male/Female) |
11.4 (11.9・9.2) |
11.8 (12.8・9.8) |
12.3 (13.0・9.6) |
11.8 (12.6・9.1) |
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| The percentage of permanent turnover (%) | 4.8 | 2.8 | 4.4 | 5.3 | |
| Employees taking parental leave (subtotal: males) | 50 (4) | 60 (10) | 49 (20) | 63 (38) | |
| Number of employees taking family care leave | 0 | 1 | 3 | 1 | |
| The percentage of paid leave usage (%) *2 | 94.7 | 74.7 | 78.6 | 80.8 | |
| The percentage of disabled employee (%) *3 | 2.36 | 2.30 | 2.32 | 2.23 | |
Coverage: Employees working at Group companies in Japan and overseas
| FY 2020 | FY 2021 | FY 2022 | FY 2023 | |
| No. of new hires | 1,640 | 1,479 | 1,837 | 2,043 |
| Turnover ratio | 13% | 9% | 9% | 10% |
| (Voluntary turnover ratio) | 9% | 8% | 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
- *4Permanent Female employees and female manager ration were third-party verified.
Data Related to Female Employees
Coverage: Permanent employees of consolidated subsidiaries in Japan and overseas
| FY2023 | |
| The percentage of female permanent employees | 35% |
| The percentage of female managers | 17% |
| The percentage of female executive assistants | 17% |
| The percentage of female management | 16% |
| The percentage of female managers in departments generating sales (including sales departments, marketing departments, etc.) | 15% |
| The percentage of female employees in the fields of science, technology, engineering or math. | 30% |
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)
| FY2023 | Target | |
|---|---|---|
| The percentage of female managers | 5.8% | 10% or higher by FY2026 |
Employees by Region
Coverage: Permanent employees working at Group companies in Japan and overseas except NISSIN U.S.A.
| FY2023 | ||
| Employees | Managers | |
| Japan | 45% | 65% |
| China (incl. H.K.) | 12% | 14% |
| U.S.A. | 5% | 4% |
| Brazil | 20% | 5% |
| India | 3% | 3% |
| Other Asian countries | 6% | 4% |
| Middle East countries | 0% | 0% |
| Europe countries | 4% | 1% |
| Other north American countries | 0% | 0% |
| Other middle and south American countries | 4% | 4% |
| Others | 0% | 0% |
Ratio of Permanent Employee Salary by Gender (Average Salary of Female Employees Against Average Salary of Male Employees)*
| FY2023 | |||
| Group companies in Japan | Overseas Group companies | Group companies in Japan and overseas | |
| Managers (basic salary only) | 98% | 98% | 95% |
| Managers (basic salary + cash incentives such as other bonuses) | 95% | 94% | 90% |
| Non-managerial employees | 80% | 98% | 71% |
- *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 fiscal 2021.
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), MYOJO FOODS, NISSIN CISCO, and NISSIN YORK.
| FY2023 | ||
| Average female salary | Average male salary | |
| Managers (regular salary and other cash incentives) | 12,184,584 | 12,384,777 |
| Non-managerial employees | 5,807,546 | 7,365,051 |
- *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.