NISSIN FOODS GROUP

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Promoting Diversity and Inclusion

Establishment of Diversity Committee

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.

Furthermore, 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 2020, training was conducted for all executives and managers to learn about the concept of unconscious bias—which may be a factor preventing diversity and inclusion in the workplace—and discuss methods for dealing with it.

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.

Results of Employee Attitude Surveys

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

FY2017 FY2018 FY2019 FY2020
Does the company respect various differences, such as nationality and gender, and create a climate of mutual acceptance? 59% 64% 64% 64%

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. NISSIN FOODS HOLDINGS also participates in the Japan Business Federation’s voluntary action plan for the promotion of women to managerial and board positions.

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 facing young female employees (held jointly with other food industry companies)
  • 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
  • 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, 2016 to March 31, 2021:
  • Female hiring ratio of 25% or higher in hiring of new university graduates (for career-track positions) (fiscal 2020: 25%)
  • Female manager ratio of 8% or higher (fiscal 2020: 5%)

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 trainingAt 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 from the Ministry of Health, Labour and Welfare*1.

In fiscal 2020, 50 employees, male and female, took childcare leave. All of them have returned to work. In addition, 48 female employees made use of the reduced working hours for childcare program*2.

  • *1 Kurumin certification was obtained in 2016
  • *2 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.)
Parenting Programs (Excluding Legally Mandated Programs)
Programs for Employees Raising Children
  • Skills development assistance through e-learning and 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
Targets Two-year period from April 1, 2018 to March 31, 2020:
  • Paternal leave* usage ratio of 70% or higher (fiscal 2020: 70%)
  • *Leave for male employees for the purpose of childcare

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. In fiscal 2020, besides life-planning seminars to create financial and life plans for their future, career development training for older employees—age 50 and above and in non-managerial positions—was organized to recap their careers and rediscover their own motivation for life. Employees who participated in career development training and passed their applications for open recruitment of leadership posts are playing active roles.

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 65 if they wish. As of March 31, 2020, the number of persons re-employed at Group companies in Japan was 98 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, 2020, the Group in Japan, including a special subsidiary, employs 66*1 people with disabilities. The disabled employee ratio*2 in fiscal 2020 was 2.36% which is above the statutory requirement of 2.2%.

  • *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, 2020, the company employs 32 persons with disabilities. In addition to tasks that include building maintenance (cleaning), office support (mail sorting and delivery) of NISSIN FOODS Group companies, their work includes producing business cards and product samples.

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 2020, 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 40 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 25 such training opportunities in fiscal 2020.

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

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. At the same time, preparations for integrating them are made at their assigned departments. In fiscal 2020’s training, education on the Group Philosophy as well as visits to the R&D center and plants were conducted. Through understanding the Group’s history and Founder’s Philosophy as well as learning about the particular attention paid in development and production, the training deepened the approximately 70 employees’ understanding of the company and also provided an opportunity for them to interact with each other. 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.

The Group is promoting digital transformation as well as the development and strengthening of human resources for global management. In accordance with these Group policies, NISSIN FOOD PRODUCTS actively recruit specialists from outside the company. As of March 31, 2020, mid-career hires made up 76.2% of people.

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, 2020, NISSIN FOODS PRODUCTS was employing 34 foreign nationals. There are also employees who graduated from overseas universities.

Raising Awareness of LGBT

The NISSIN FOODS Group aims to create a work environment where people 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. Education related to LGBT issues is conducted during new manager training and training for new graduates. In addition, LGBT-related seminars were conducted in August 2020 for the management of NISSIN FOODS HOLDINGS and human resource staff of Group companies respectively. The Group will expand the audience for spreading awareness, and at the same time, review our welfare programs and establish consultation services related to LGBT issues.

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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