Social Social
Human Capital Initiatives
The Company considers a good workplace to be one of its key indicators.
In order to make all employees feel fulfilled in their work, we have established various commendation rules and regulations and present awards every year to employees who have made significant achievements both inside and outside of the company.
We also promote participation in self-development courses, with a total of approximately 1,900 employees having taken courses since 2003.
Employees who have acquired qualifications are given incentives and promotion points according to the level of difficulty, and a total of 775 employees have acquired incentives.
Through these programs, we are working to further improve the skills of our employees and strengthen our human capital.
In addition, we are constantly reflecting market trends in terms of new dormitories and salaries to create a rewarding work environment.
In order to ensure diversity, we hire excellent personnel regardless of gender, age, nationality, or national origin.
At present, the ratio of female managers is low, but together with the ratio of foreign managers and mid-career managers, we will continue our efforts to reach our target of 30% or higher.
In terms of human resource development, we have created an environment in which each employee is given a wide range of authority over his or her work, thereby fostering a sense of responsibility and allowing for further growth.
Our Approach to Ensuring Diversity
To ensure sustainable growth, we aim to secure human resources with diverse ideas, perspectives, and values.
We are actively accepting talented people of all genders, nationalities, and careers, and are creating a personnel system and workplace environment where these people can play a more active role.
(1) Recruitment with an emphasis on diversity and support for career development of female employees
- Continue recruiting both new graduates and mid-career workers
- Transition of general employees to career-track positions under the new personnel system and career training for female employees
- Promoting employment of persons with disabilities
(2) Nurture and actively promote diverse human resources who are willing to take on challenges
- New personnel evaluation system that favors personnel who take on challenges and actively promotes excellent employees to managerial positions.
- Encouragement of male employees to take parental leave
- Enhanced training programs for mid-career employees.
- Conduct interviews with employees, including managers
- Raising the age for continued employment (from 65 to 70) to support the success of seniors
- Establishment of a flexible work environment for diverse human resources (telecommuting system, establishment of satellite offices)
(3) Internal environmental maintenance
Our program recognizes companies, organizations, and municipalities that make efforts to enhance and utilize their benefits programs,
Selected as an "Excellent Employee Benefit Corporation" in the Hatara Yale 2024 Mid-Size Corporation category.
This award is given to corporations that offer excellent employee benefit programs and to corporations that are willing to enhance their employee benefit programs. The award recognizes and certifies corporations that offer excellent employee benefit programs and corporations that are motivated to improve their employee benefit programs.
We will continue to enhance benefit packages and continue to develop a comfortable work environment.
Promotion of women to management positions
The percentage of female employees, including those in managerial positions, is low in our company, which has a large proportion of technical positions.
We intend to increase the proportion of female employees by increasing the percentage of new graduates hired.
In addition to actively promoting female employees to management positions, we aim to increase the number of female managers by increasing the number of female mid-career hires at the management level.
We will continue to promote the appointment of female managers through career training for female employees.
Promotion of foreign nationals and mid-career hires to management positions
We will also aim to increase the ratio of foreign managers.
The ratio of mid-career hires in management positions has remained constant at 38.2% on a consolidated basis, and we aim to maintain this level in the future.
Through the comprehensive implementation of these measures, we aim to achieve the following ratios of female managers, non-Japanese managers, and mid-career managers in the future,
We will promote efforts to ensure diversity in the management ranks.
Voluntary and measurable goals for ensuring diversity, status of
We place great importance on hiring people with diverse ideas, perspectives, and values.
| Item | Status quo | Target | Date of Achievement |
|---|---|---|---|
| Ratio of female managers | 2.6% | 5.0% or higher | March 31, 2026 |
| Ratio of foreign managers | 12.1% | 10.0% or higher | |
| Ratio of mid-career managers | 38.2% | 30.0% or more |
*Managers fall under the category of supervisors under the Labor Standards Law, and the total number of managers and section chiefs is the same as the total number of employees in the same category.
*Ratio of managers is calculated on a consolidated basis, including employees seconded to domestic and overseas group companies.
*Current status as of September 2024
For companies that need help with environmental considerations and site improvements
CHUGAI RO CO., LTD. is a group of engineers with a wide variety of know-how and experience.
We continue to increase the number of blast furnaces in Japan to decarbonized, carbon neutral specifications.
Please consult with us for IT implementation and energy conservation promotion for on-site issue resolution as well as social issue resolution.
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