Policies and Strategies
The Yukiguni Maitake Group respects different values, regardless of gender, age, or nationality, to encourage the creation of new value, and is promoting the creation of an environment where our diverse and versatile employees can work and play active roles for a long time, based on the Sustainability Policy and Action Guidelines, which were resolved by the Board of Directors after discussions at the Sustainability Promotion Committee.
Structure, Governance and Risk Management
For details, please see Sustainability Management Structure.
Indicators and Targets
The Group has set the following indicators and targets under the priority theme, “Creation of an environment where employees can work for a long time and play an active role regardless of gender, age, or nationality.”
| Scope | Unit | FY2020 | FY2021 | FY2022 | FY2023 | Target | |
|---|---|---|---|---|---|---|---|
| Number of employees | Consolidated | people | 1,105 | 1,094 | 1,079 | 1,054 | - |
| Average number of temporary employees | Consolidated | people | 1,321 | 1,197 | 1,252 | 1,472 | - |
| Number of employees | non- consolidated |
people | 1,016 | 1,005 | 997 | 1,024 | - |
| Male | non- consolidated |
people | 602 | 590 | 591 | 612 | - |
| Female | non- consolidated |
people | 414 | 415 | 406 | 412 | - |
| Average number of temporary employees | non- consolidated |
people | 988 | 929 | 974 | 1,292 | - |
| Ratio of women in managerial positions | non- consolidated |
% | 24 | 25 | 25 | 26.4 | 30 （FY2030） |
| Ratio of employees with disabilities | non- consolidated |
% | 2.24 | 2.55 | 2.64 | 2.80 | Exceeding the legally mandated employment rate*1 |
| Ratio of senior employees | non- consolidated |
% | 16.6 | 17.2 | 15.5 | 19.2 | - |
| Differences in wages between men and women*2 | non- consolidated |
% | - | - | 73.9 | 65.7 | - |
| Permanent workers | non- consolidated |
% | - | - | 78.2 | 77.9 | - |
| Permanent workers in managerial positions |
non- consolidated |
% | - | - | 90.9 | 85.4 | - |
| Permanent workers in supervisory positions |
non- consolidated |
% | - | - | 90.3 | 90.9 | - |
| Permanent workers (non-supervisory and -managerial positions |
non- consolidated |
% | - | - | 93.7 | 95.1 | - |
| Part-time and fixed-term workers |
non- consolidated |
% | - | - | 90.1 | 76.0 | - |
- *1 FY2020: 2.2%, FY2021: 2.3%, FY2022: 2.3%
- *2 Male wages are set at 100
Initiatives
Empowerment of female employees
We are working to promote the empowerment of female employees in accordance with the “General Employer Action Plan based on the Act on the Promotion of Women’s Active Engagement in Professional Life.” We aim to increase the ratio of female employees in managerial and supervisory positions to 30% by FY2030. In order to achieve this, we conduct questionnaire surveys to female employees in supervisory positions who are candidates for managerial positions and discussions with female employees currently in managerial positions, and utilize the results of such surveys and discussions in our training and education plans. In addition, we also provide female employees who are newly promoted to managerial positions with opportunities for follow-up interviews on a regular basis, in order to dispel their concerns and motivate them.
Promotion of reemployment of retirees
We have established a system to rehire employees who wish to continue working after the retirement age of 60 until they reach the age of 70, and we also rehire employees aged 70 or older, under certain conditions. We are currently considering the establishment of a new system for the roles and treatment for hiring retirees, in order to further promote the active participation of retirees in the workplace in the future.
Promoting Employment of People with Disabilities
In order to promote the employment of people with disabilities, we actively provide them with opportunities for application and selection, including workplace tours, workplace experience, and trial employment, so that those opportunities will lead to employment. In addition, we conduct follow-up interviews to support their retention after hiring them.
Going forward, we also aim to maintain a stable number of employees with disabilities that exceeds the legally mandated employment rate of 2.3% by considering measures such as making our facilities barrier-free and strengthening our acceptance system.