NISSIN FOODS GROUP

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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 are also committed to ensuring fair and equitable treatment based on the individual’s ability and experience in recruitment, placement, evaluations, compensation, and promotion and advancement. Our basic policy for compensation is to provide equal remuneration for work of equal value, 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 15% for the percentage of female managers by the end of FY 3/2031
  • ・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, 2025)

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.

Supporting Women’s Advancement in the Workplace

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.
Moreover, with the aim of creating a workplace where women can work with peace of mind, we are introducing wellness leave from FY 3/2027, which is designed to allow women to manage women-specific health issues and conditions.

  • *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
E-learning: Diversity Management Training
This program helps managers learn management methods to maximize the capabilities of employees at various life stages and those with diverse attributes, cultural backgrounds, and values.
Training for Young Female Employees
Joint Career Training Program for the Food Industry
This program targets female employees in their late 20s to early 30s. Conducted jointly with other companies in the food industry, the program allows participants to learn about diverse career paths through the examples of role models from different companies. Through discussions with peers in the same generation, participants are able to resolve industry-specific concerns and challenges, leading to more proactive career development.
Training for Female Managers/Manager Candidates
Leadership Development Training
This program helps female employees who are active as management candidates explore their own leadership styles. Through coaching sessions and practical exercises related to daily operations, participants learn practical management techniques. By inspiring and supporting one another, participants also build networks with peers who will continue to support each other in the future.
Sponsorship Program
This program targets female managers and manager candidates. Executives such as the CEO, COO, executive officers, chief officers, presidents of business corporations, and division heads act as sponsors, providing development support for promotion and advancement. Each sponsor formulates an individual annual development plan tailored to the challenges of their sponsee and provides various forms of support, including participation in training programs and opportunities to build professional networks.

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 3/2026, the percentage of male employees taking childcare leave was 76.2%.

  • *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
  • ・Skills development assistance through e-learning and external training
  • ・Assistance measures and pre-return interviews to support early return from childcare leave
  • ・Emergency childcare cost assistance (assistance for childcare cost arising from overtime work, work on days off, taking care of children who recovered from illnesses, etc.)
  • ・Assistance for babysitter fees
  • ・Reduced working hours for childcare (for employees with children up to the third year of elementary school)
  • ・Paternal leave*1 (leave for male employees for the purpose of childcare)
  • ・Use of lapsed annual paid leave for childcare*2
  • ・Programs for acquiring financial knowledge (for employees before and after childbirth)
  • ・Establishment of break rooms with functions of a lactation room
Programs Available to All Employees (not limited to childcare)
  • ・Flex-time system with no compulsory working hours and telecommuting program
  • ・Half-day paid leave
  • *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 Postings

Continued 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, 2026, the number of persons re-employed at Group companies in Japan was 135 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, 2026, the Group in Japan, including a special subsidiary*1, employs 94 people with disabilities. The disabled employee ratio*2 in FY 3/2026 was 2.53%.

  • *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 72.8% of people recruited by NISSIN FOOD PRODUCTS* in FY 3/2026.
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 division-specific 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, 2026, NISSIN FOOD PRODUCTS had employed 45 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.
Formulation of policies
  • ・Stated the prohibition of discrimination and harassment arising from all kinds of attributes—including sexual orientation and gender identity—in the Policy on Human Rights and employment rules.
Raising awareness of LGBTQ+
  • ・LGBTQ+-inclusive education is conducted for new managers and employees
  • ・Conducted seminar for management of NISSIN FOODS HOLDINGS and persons in charge of human resource departments of Group companies in Japan to provide them with the correct understanding of LGBTQ+ and review their own words and actions
  • ・Distributed e-learning videos and handbooks providing basic knowledge regarding LGBTQ+ topics to all employees
  • ・Conducted events for all employees, including those of Group companies, to increase the number of LGBTQ+ allies.
    • ‐ Online screening of movies with LGBTQ+ themes
    • ‐ Talk events featuring members of the LGBTQ+ community, and workshops for learning basic knowledge
    • ‐ Supporting along the route of Tokyo Rainbow Pride Parade
    • ‐ Regularly disseminated basic information on LGBTQ+ topics to all employees through the Group newsletter and intranet.
Welfare programs
  • ・Allow same-sex and common law marriage partners to also receive congratulatory and condolence money and leave as well as housing allowance
Establishment of environment for transgender people
  • ・Allow use of common names that are not stated in family registers
  • ・Removed gender field from recruitment form
  • ・Allow use of expired annual leave for undergoing gender reassignment surgery
  • ・Allow employees to select their own venues for medical examinations
  • ・Established individual changing rooms and universal toilets at offices, plants, and other major business sites in Japan
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

Quantitative ESG (Environmental, Social, and Governance) data regarding the NISSIN FOODS Group's is provided in the ESG Data Book.

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