Promotion of Diversity
The Chiyoda Group have been proactively continuing every effort to create a corporate culture and working environment where the diversity, individuality and characters of employees are respected and employees are motivated to vividly work irrespective of sex, nationality age, religion, etc. This is based on our belief that a variety of perspectives gained through promoting the diversity will increase the organization’s strength of being flexible and coping with various situations.
Promote Women Advancement
As a part of those promotion of diversity, to ensure further optimization of the Group’s activity, the Group established practical plan named “activity plan to promote of women advancement” following set up the law of promotion of women advancement.
We have set the act and goals for 4 years from 2024 Apr. to 2028 Mar.
Activities Here 2024-2028 Act for women empowerment
We will create circumstances for women employees who will be the next generation in various occupational environments due to changes in times and changes in society We will promote internal reform to maximize the ability of people.
We will widen the door to women widely, and we will build an environment where women employees working there will continue to work long regardless of various environmental changes.
Establishment of Health Management & Diversity Promotion Office
Chiyoda Group highly respects the diversity and individuality of employees and their personalities. In April 2022, we established the Health Management and Diversity Promotion Office within the Human Resources Department. The task team that has been continuously working to raise awareness of women's human resource development and advancement has been active since 2014. Now the office has been officially established as a corporate organization. With regard to diversity, our main activity will be the empowerment of women at first. But we will make efforts to create a supportive environment, provide assistance and change the employees’ mentality to help them make the most of their potential in the workplace regardless of gender, nationality, age, or religion. We would like to build the culture to realize Diversity & Inclusion so that the company is not afraid of change and creates innovation by combining different perspectives and ideas.
Partnership System
In April 2024, we launched a "Partnership System" for employees of Chiyoda Corporation, which recognizes same-sex and opposite-sex couples' relationships in a form other than legal marriage at the company.
Holidays or Leaves
| Holidays or Leaves | |
|---|---|
| Annual paid holidays | Employees are granted paid holidays annually. The total days granted are decided according to years of their service, and the employees can take the holidays by the half-day. |
| Seasonal Holidays (Three<3> special paid holidays annually) | Employees can add three days to their regular seven (7) paid holidays to take ten (10) consecutive days off in any season, not only for summer. They can also split these holidays into two separate vacations of five days each. |
| Refresh holidays | Employees who reach ten (10), twenty (20) and thirty (30) years of continuous service are granted five consecutive special paid holidays to refresh their mind and body. They can add these to their ten regular paid holidays to take fifteen consecutive days off. |
| Volunteer special paid leave | Employees are granted five paid (5) leaves annually for volunteer activities to assist in restoring disaster-hit areas damaged by natural disasters and the like. |
| Leave of absence programs for taking along spouse | In case empoyees accompany their spouses,who are also employees and assigned to distant areas (domestic or overseas), they are granted at maximum three (3) years' leave of absence |
| Reemployment support system | Those, who left the company due to the reasons such as a child care, nursing care ,and accompanying their spouses' assignment (domestic or overseas), can receive support for their reemployment. |
| Leaves before and after childbirth | Employees, who give birh, are granted special leaves during the period from six (6) weeks* before the expected delivery day and eight (8) weeks after the delivery.* (In case of a multiple birth, fourteen (14) weeks are applied instead of six (6) weeks. ) |
| Child-care leave | Employees, either male or female, can take child-care leaves until their children reach two (2) years. |
| Shorter working hours | Regular working hours can be reduced by at maximum one (1) hour and a half a day until their children finish the six (6) th grader. |
| Nursing time | Employees who is nursing a child who has not turned one year of age can get nursing time twice a day, each for 30 minutes. |
| Accumulation of Holidays | Paid holidays not taken in a given year can be carried over and used in the following year, or accumulated. Employees can use those holidys to take care for their family or other purposes. |
| Nursing care leave (on a long peiod basis) | Employees are granted a leave of absence from duty of one (1) year in total per a person to be cared. |
| Nursing care leave (on a short period basis ) | In addition to the regular paid leaves, to care their family members, employees are granted five (5) leaves for a care receiver (ten<10> days if they have more than two<2> care receivers). Employees are granted to take leave on a daily or hourly basis. |
| Shorter working hours | Regular working hours can be reduced by at maximum one (1) hour and a half a day. |
| Changing the regular working hours and Setting lights-out at 7:00 p.m. | To achieve creative work execution, sound and healthy life-style, regular working hours are set from 8:00 to 16:36, and lights-out at 7:00 p.m. every night. |
| Prohibition of Working after 10:00 p.m. and holiday | To promote the overall health management of employees, working after 10:00 p.m. and holiday are prohibited in principle. |
| Babysitter subsidy | Employees who need babysitting services can use "discount coupons for company-led babysitter dispatch services" provided by the Child and Family Affairs Agency. |
| Subsidy for sick children | Employees with children up to 12 years of age can use the subsidy system when they use the sick childcare facility. A subsidy of 2.000 yen per child (maximum 10,000 yen per year) is available. |
| Work Style Reform | As a way of working post-covid, we continue to facilitate work style reforms, adopting a hybrid system that optimizes organizational performance by combining the efficiency of working from home with the creativity inspired by uniting in the office. |