Promotion of Diversity & Inclusion
Diversity Declaration
NIPPON ACCESS’s history of mergers and integrations with many other companies has resulted in a rich diversity of cultures.
In addition to embracing these diverse cultures to create an even better culture, we foster diversity and inclusion in our corporate culture by utilizing human resources regardless of attributes such as gender, age, nationality, or disability status, and regardless of circumstances such as childcare or nursing care.
Furthermore, as our mission indicates, we have set our Diversity Declaration to realize our role as a bridge to the future for people and food by uniting our talents and improving job satisfaction through “protect, connect, and create.”
Initiatives for Achieving Diversity & Inclusion
NIPPON ACCESS is strengthening initiatives to become a “company where everyone can demonstrate their capabilities, play an active role, and comfortably work with job satisfaction” and promoting diversity and inclusion.
●Click here for our General Business Owner Action Plan, which is based on the Act on the Promotion of Women’s Active Engagement in Professional Life and the Act on Advancement of Measures to Support Raising Next-Generation Children“IkuBoss” Promotion by All Executives and Management
We joined the IkuBoss Corporate Alliance in April 2019, and have since been promoting and supporting the IkuBoss Project for management, who play a key role in human resource development and management reform.
To ensure that the “IkuBoss” declaration does not become a mere formality, managers convey the thoughts and feelings behind their declarations to team members, and team members strive to properly understand the intentions contained within the IkuBoss declaration, thereby promoting two-way communication.
Junichi Sasaki
Chairman
Masaya Hattori
President and CEO
Lectures
With the aim of deepening all employees’ understanding of diversity and inclusion, we invite external lecturers and hold in-house lectures with a variety of themes every year.
Lecture held in FY2023
・Lecturer: Takayuki Kawashima, Board Member, Fathering Japan
・Content: Ideal Supervisor & Subordinate Skills Going Forward For NIPPON ACCESS
Meetings with Management to Exchange Opinions
We have appointed Maki Nakamura, who is actively involved in promoting diversity and inclusion in our company, as a facilitator, and are conducting meetings for exchanging opinions between employees and management. We are working together to create a culture where diverse values and work styles are embraced, and where people can openly express their true feelings. This involves addressing previously unvoiced concerns, such as challenges faced during daily operations, efforts to balance work with childcare or nursing care, and worries about career development.
Nursing Care Seminars
We hold online seminars where experts explain the secrets to balancing work and nursing care. These seminars offer valuable opportunities for employees seeking knowledge for themselves, their subordinates, or colleagues in times of need. Additionally, they offer information and a supportive environment for those already struggling with the challenge of balancing work and nursing care.
Creation of Balance Support Handbooks
We have created handbooks so that employees can get a clear idea of what preparations are needed for balancing work with childcare or nursing care.
Our hope was to eliminate any anxieties employees may have and create a positive outlook for their future careers and lives.
Promotion of Employment of People with Disabilities
In 2018, the Business Support Office was launched with the aim of supporting employees’ operations and promoting the employment of people with disabilities. By partnering with external support organizations to provide mental care and various support systems to people with disabilities, we have created a mentally barrier-free environment where people can work with open communication and peace of mind. Going forward, we aim to strengthen support at all of our offices throughout Japan, promote employment that includes neurodivergent human resources, and create a system that allows employees to accumulate specialized skills and work experience and broaden their career options through flexible work styles that take advantage of their individual characteristics.
Formulation of Basic Guidelines for Accepting Foreign Workers
●NIPPON ACCESS’s Basic Guidelines for Accepting Foreign Workers
●Reference：Basic Guidelines for Accepting Foreign Workers (National Federation of Lifestyle Industry and Consumer Organizations)
Career Development Support
We introduce the careers of employees who originate from a variety of different places and who are at various stages in their careers, with the hope that it will encourage other employees to envision their careers not only in the short term (two to three years), but also in the medium to long term, and actively engage in career development. As NIPPON ACCESS has a variety of job types, we also distribute the “Job Type Introductory Pamphlet” to introduce them.
Initiatives to Improve Engagement
Since FY2023, we have been conducting engagement surveys for all employees. By quantifying employees’ level of engagement based on questions concerning the company, their jobs, supervisors, and workplaces, we identify gaps caused by position and values, and work on improvement activities at both the company-wide and workplace levels. This will lead to the creation of a culture in which employees of the company can feel work satisfaction regardless of their position or values, respect their own intentions, and work with enthusiasm.
Data
Promotion of Women’s Active Engagement
To Balance Work with Childcare and Private Lives
Acquisition of Diverse Human Resources
