NISSIN FOODS GROUP

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Promoting Diversity and Inclusion

Diverse Human Resources Playing Active Roles

The NISSIN FOODS Group strives to create a work environment where people with diverse attributes and values can fully demonstrate their capabilities, establishing the 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.

Establishment of Diversity Committee

To create a work environment with diverse employees to fully demonstrate their capabilities, the Group has established a Diversity Committee, consisting of full-time members from the HR Division and voluntary members, which plays a central role in implementing various measures such as holding internal seminars. In fiscal 2021, interactions were conducted for young employees and mid-career employees to invigorate internal communications under a telecommuting environment.

Results of Employee Attitude Surveys

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.

Scope: Employees of NISSIN FOOD PRODUCTS (including employees on temporary assignment to NISSIN FOODS HOLDINGS, NISSIN CHILLED FOODS, NISSIN FROZEN FOODS, etc.)

FY2018 FY2019 FY2020 FY2021
Does the company respect various differences, such as nationality and gender, and create a climate of mutual acceptance? 64% 64% 64% 71%

Key Personnel and Labor Data, Data Related to Female Employees, and Ratio of Permanent Employee Salary by Gender

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
Training for Young Female Employees
  • Joint Training by Five Food Industry Companies to enable participants to discuss industry-specific concerns and issues (held jointly with other food industry companies for females employees who joined four years ago or those in their 20s and 30s)
Training for Female Manager Candidates
  • Training for female employees who are leader candidates that includes elements of leadership and presentation
  • Individual support for female managers that includes sending for external training and mentoring
Targets Five-year period from April 1, 2021 to March 31, 2026:
  • Female manager ratio of 10% or higher

Support for Balancing Work and Parenting

The Group creates environments that support a balance between work and parenting for employees who have children. For example, the Group encourages female employees who are on childcare leave to take e-learning courses and training. At the same time, the Group conducts interviews of such employees when they return to work to eliminate 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 fiscal 2021, 60 employees, male and female, took childcare leave. All of them have returned to work. In addition, 46 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 1, 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 those who are employed by NISSIN FOOD PRODUCTS (including employees on temporary assignment to NISSIN FOODS HOLDINGS, NISSIN CHILLED FOODS, NISSIN FROZEN FOODS, etc.)
Parenting Programs (Excluding Legally Mandated Programs)
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
  • Reduced working hours for childcare (for employees with children up to the third year of elementary school)
  • Paternal leave (leave for male employees for the purpose of childcare)
  • Use of lapsed annual paid leave for childcare
Programs Available to All Employees (not limited to childcare)
  • Flex-time system with no compulsory working hours and telecommuting program
  • Half-day paid leave

Support for Balancing Work and Nursing Care

The NISSIN FOODS Group supports balancing work and nursing care by putting in place a flexible working environment through the flex-time system with no compulsory working hours, telecommuting program, and use of lapsed annual paid leave for nursing care. In fiscal 2020, three part-time and temporary employees employed by NISSIN FOOD PRODUCTS took nursing care leave.

Supporting Active Roles for Older Employees

For employees age 50 and above, the NISSIN FOODS Group implements measures such as training for designing their own futures and building their future careers. Besides life-planning seminars to create financial and life plans for their future, the upper age limit for the in-house recruitment was also removed to allow employees to take on challenges in new careers regardless of age.

In-house recruitment system

Continued Employment after Mandatory Retirement Age
The 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, 2021, the number of persons re-employed at Group companies in Japan was 99 persons*.
  • *Employees of those who are employed by NISSIN FOOD PRODUCTS (including employees on temporary assignment to NISSIN FOODS HOLDINGS, NISSIN CHILLED FOODS, NISSIN FROZEN FOODS, etc.)

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, 2021, the Group in Japan, including a special subsidiary, employs 72*1 people with disabilities. The disabled employee ratio*2 in fiscal 2021 was 2.3% which is above the statutory requirement of 2.32%.

  • *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
COLUMN

NISSIN BUSINESS SUPPORT PLUS Initiatives

In 2013, we established a special subsidiary, NISSIN BUSINESS SUPPORT PLUS to facilitate employment for people with disabilities. As of March 31, 2021, 36 persons with disabilities are employed for work such as building maintenance (cleaning) and office support (making of name cards and sorting of mail) for Group companies. In March 2021, concierge operation—which carries out work such as receiving courier deliveries and managing of office supplies—was started at the Tokyo head office.

Furthermore, NISSIN BUSINESS SUPPORT PLUS increases understanding of employment prospects for people with disabilities and supports expansion of their employment opportunities by conducting company visits and training.

In fiscal 2021, the Tokyo and Osaka head offices as well as the WAVE—the NISSIN FOOD Group’s technology, development, and research center—held a total of 11 company visits in which participants could see how mail is sorted and building cleaning is conducted. The three locations also accept trainees from organizations such as special needs schools and held a total of 17 such training opportunities in fiscal 2021.

In recognition of efforts made so far, NISSIN BUSINESS SUPPORT PLUS was granted the 2018 Tokyo Metropolitan Board of Education Business Contribution Enterprise Award.

Supporting Active Roles for Mid-Career Employees

The NISSIN FOODS Group is promoting digital transformation as well as the development and strengthening of human resources for global management to adapt to the changes of the times and create new food value. Following the Group policies, NISSIN FOOD PRODUCTS actively recruit specialists from outside the company. As of March 31, 2021, mid-career hires made up 75.0% of people.

Training is conducted for mid-career employees to deepen their understanding of the company and create an environment where they can apply their abilities as early as possible. In fiscal 2020’s training, education on the Group Philosophy as well as visits to the R&D center and plants were conducted. In fiscal 2021, due to more employees working from home, a video introducing the details of operations for major departments was distributed online. Their assigned departments in each Group company prepare to accept mid-career employees by creating a development plan and assigning a consultant so that they can demonstrate their abilities as soon as possible.

Hiring of Global Human Resources

For further overseas business development, the NISSIN FOODS Group actively recruits talented workers 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, 2020, locally hired non-Japanese nationals made up 68% of managers at overseas business corporations.

Foreign nationals are also playing active roles within Japan. As of March 31, 2021, NISSIN FOODS PRODUCTS was employing 33 foreign nationals. There are also employees who graduated from overseas universities.

Raising Awareness of LGBT

The NISSIN FOODS Group works to create workplaces where sexual minorities can fully apply their abilities. The Group’s various initiatives—such as LGBT-inclusive education and the establishment of welfare programs for transgender people. These initiatives were recognized with the award of the highest rating of “Gold” in the PRIDE Index 2020*.

  • *In June 2016, a Japanese nonprofit group called "work with Pride" (wwP) announced Japan's first index to evaluate corporate efforts to support inclusiveness for LGBT employees and other sexual minorities.

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 LGBT

  • LGBT-inclusive education is conducted once each year 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 LGBT and review their own words and actions (held in August 2020)
  • Distributed e-learning video providing basic knowledge regarding LGBT to all employees (conducted in September 2020)
  • Conducted “The Rainbow Connection-Let's Shine a Light on LGBT Inclusion” project aimed at raising awareness for all employees, created handbook with information such as basic knowledge of LGBT, and conducted online talk event with people from the LGBT community (in December 2020)

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 LGBT community as well as others can consult concerns, ask questions, and convey requests to the company; external consultation services are handled by experts in LGBT issues and can also be used anonymously

Key Personnel and Labor Data*1,2
Fiscal year* 2017 2018 2019 2020
Number of employees Total 2,044 2,168 2,194 2,266
Permanent
(Male/Female)
1,855
(1,548・307)
1,983
(1,645・338)
2,027
(1,667・360*6)
2,107
(1,710・397)
Contract
(Male/Female)
189
(105・84)
185
(107・78)
167
(99・68)
159
(102・57)
No. of new graduates(females) 52 (11) 61 (11) 48 (11) 44 (11)
Attrition rate of employees with less than three years of service 13.0 10.5 11.5 23.0
Female manager ratio 2.9 3.8 4.0 *6 5.2
No. of re-employed persons 56 60 73 98
Average years of service
(Male/Female)
12.9
(13.5・9.9)
12.2
(12.7・9.7)
11.9
(12.4・9.6)
11.4
(11.9・9.2)
Permanent turnover ratio 3.5 4.5 3.7 4.8
Employees taking parental leave
(subtotal: males)
33 (4) 32 (4) 38 (2) 50 (4)
No. of employees taking family care leave 1 1 1 0
Paid leave usage ratio *4 63.3 76.8 96.6 94.7
Disabled employee ratio *5 2.06 1.97 2.18 2.36
Mid-career hire ratio *1 - - - 76.2
Result for Fiscal 2020 Goals
Female hiring ratio of new university graduates (for career-track positions) 25% 25% or higher by fiscal 2021
Female manager ratio 5% 8% or higher by fiscal 2021
Paternal leave*7 usage rate 70% 70% or higher by fiscal 2020
  • *1Employees of those who are employed by NISSIN FOOD PRODUCTS (including employees on temporary assignment to NISSIN FOODS HOLDINGS, NISSIN CHILLED FOODS, NISSIN FROZEN FOODS, etc.)
  • *2Employees of NISSIN BUSINESS SUPPORT PLUS
  • *3As of March 31
  • *4 Scope: Non-managers
  • *5 Scope: Employees of *1, *2 and MYOJO FOOD
  • *6 Permanent Female employees and female manager ration were third-party verified.
  • *7 Leave for male employees for the purpose of childcare

Independent Assurance Statement

Data Related to Female Employees

Scope: Permanent employees of consolidated subsidiaries in Japan and overseas

Fiscal year 2020
Ratio of female permanent employees 33%
Ratio of female managers 13%
Ratio of female executive assistants 14%
Ratio of female management 9%
Ratio of female managers in departments generating sales (sales departments, marketing departments, etc.) 14%

Ratio of Permanent Employee Salary by Gender
(Average Salary of Female Employees Against Average Salary of Male Employees)*

Fiscal year 2020
Group companies in Japan Overseas Group companies Group companies in Japan and overseas
Management executives (basic salary only) 58% 65% 60%
Managers (basic salary only) 105% 120% 90%
Managers (basic salary + cash incentives such as other bonuses) 99% 113% 89%
Non-managers 82% 102% 67%
  • *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.
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