The HITOWA Group considers diversity to consist of the differences between individuals, including gender, race, nationality, age, physical characteristics, sexual orientation, gender identity, religion, creed, career, and lifestyle.
The Group does not accept any form of discrimination or harassment. Furthermore, it has defined its commitment as follows, and works to put this commitment into practice.
The HITOWA Group provides work environments and culture in which diverse employees respect and help each other, working energetically together as one regardless of their age, gender, nationality, or other characteristics.
Group Diversity Task Force
The HITOWA Group has established a Diversity Task Force as a body for promoting diversity across the Group. The Diversity Task Force is dedicated to formulating and implementing diversity promotion measures in individual companies and in the Group as a whole. In addition to sharing information at regular meetings, task force members also hold internal workshops on important themes such as LGBT issues in order to provide task force members themselves with a deeper understanding.
Promoting the Advancement of Women
In the efforts to promote the diversity of human resources, the HITOWA Group is placing its greatest focus on the advancement of women. In fiscal year 2020, women accounted for roughly 74% of all employees and roughly 37% of management personnel. At HITOWA Kids Life, a childcare business operator within the Group, women account for roughly 95% of all employees and roughly 74% of management personnel, the highest percentages within the Group.
The HITOWA Group does business in various fields in which female employees can achieve success, such as cleaning, nursing care, and childcare. The Group has systems such as maternity leave, childcare leave, and training and development systems that enable women to continue working after major life events such as marriage and childbirth, providing women with a more comfortable workplace environment.
Promoting the Employment of Persons with Disabilities
HITOWA Social Works, a special subsidiary, promotes the employment of persons with disabilities as it aims to create a society in which everyone can work happily, energetically, and equally, leveraging their individuality and strengths.
Many persons with disabilities work in the HITOWA Group, which has an employment rate for persons with disabilities of 2.43% (as of June 1, 2020). Since 2021, in order to achieve the 70% reduction in workplace attendance requested by the government as a measure to prevent COVID-19 infections, HITOWA Social Works has implemented a work-from-home system, an unprecedented system for a special subsidiary.
HITOWA Social Works also conducts training sessions and lectures, both online and in person, about employing persons with disabilities. These training sessions and lectures are frequently requested by companies, welfare agencies, centers providing job placement support for persons with disabilities, and other organizations. Through activities such as these, HITOWA Social Works is deepening society's understanding of persons with disabilities.
Society's structure is changing due to the low birth rate and aging of society. Peoples' healthy lifespans are also growing longer. Against this background, the environments surrounding the employment of seniors and peoples' individual mentalities regarding work are changing.
The HITOWA Group also wishes to leverage the wealth of experience and expertise of seniors and secure a sufficient workforce. Based on this thought, it raised the mandatory retirement age to 65 in 2017.
We will continue to create comfortable workplace environments in which our diverse members can thrive long-term.
HITOWA Kids Life acquired Kurumin certification as a childcare support company on March 31, 2021.
Under the Kurumin certification system(*1), the Minister of Health, Labour and Welfare recognizes companies that support childcare by preparing employment environments in which employees can advance their careers while raising their children, and by providing diverse working conditions to all employees, in accordance with the Act on Advancement of Measures to Support Raising Next-Generation Children(*2).
Through the following initiatives, we actively provide childcare support to our employees.
- 100% childcare leave usage by both male and female employees(*3)
- Ongoing holding of "workplace reinstatement events for employees using childcare leave"
- Sharing of information about company conditions and the Group's childcare support systems to people on childcare leave to assist with a smooth and comfortable recovery to work after the leave period ends
- Allowances for unlicensed nursery schools to make up for price differences between unlicensed nursery schools and licensed nursery schools
- Special allowances for single parents given to employees raising children on their own
- * 1）Source: Ministry of Health, Labour and Welfare website "The Kurumin and Platinum Kurumin Marks" https://www.mhlw.go.jp/stf/seisakunitsuite/bunya/kodomo/shokuba_kosodate/kurumin/index.html
- * 2）The Act on Advancement of Measures to Support Raising Next-Generation Children was enacted in April 2005 in response to the rapid decline in the birth rate with the aim of creating environments in which the children who will go on to form the society of the future are born and raised in good health. It requires national and local public organizations to carry out initiatives to this end, and also requires companies to formulate General Employer Action Plans that enable employees to advance their careers while raising children.
Source: Ministry of Health, Labour and Welfare website "Overview of the Act on Advancement of Measures to Support Raising Next-Generation Children"
- * 3）According to a March 2021 study by HITOWA Kids Life
On April 9, 2021, HITOWA Social Works received Monisu certification as a small or medium-sized enterprise excelling in its initiatives related to promoting and securing the employment of persons with disabilities.
Under the Monisu certification system, the Minister of Health, Labour and Welfare certifies small and medium-sized enterprises excelling in their initiatives related to promoting and securing the employment of persons with disabilities.
At HITOWA Social Works, operation support staff and life/mental support staff work together in a two-person system to assist each individual person with disabilities in a comprehensive manner, by creating work that matches the individual characteristics of each person with disabilities and motivating them to take on various challenges, such as having them independently plan and carry out training. HITOWA Social Works also uses staggered working hours, work-from-home, and the like, providing a flexible workplace environment that reflects the needs of persons with disabilities. HITOWA Social Works meets the Monisu certification criteria of "maintaining a retention rate of 90% or higher for persons with disabilities over their first six months of employment for the past three years" and "maintaining a retention rate of 80% or higher for persons with disabilities over their first year of employment for the past three years".
- * 1） Source: Ministry of Health, Labour and Welfare website "Certification System for Small and Medium-sized Enterprises Excelling in their Initiatives Related to the Employment of Persons with Disabilities (Monisu Certification System)"
- * 2）Source: Ministry of Health, Labour and Welfare website "Overview of Operations of the Certification System for Small and Medium-sized Enterprises Excelling in their Initiatives Related to the Employment of Persons with Disabilities" P.28
HITOWA Holdings and HITOWA Kids Life received Eruboshi Stage 3 certification from the Minister of Health, Labour and Welfare, recognizing them as companies that excelled in their initiatives for empowering female workers.
The Eruboshi certification system is based on the Act on Promotion of Women's Participation and Advancement in the Workplace and consists of evaluations in five areas: 1) Hiring, 2) Ongoing employment, 3) Work styles, including working hours, 4) Percentage of management personnel that are women, and 5) Diversity of career paths. As both HITOWA Holdings and HITOWA Kids Life met the criteria in all five of these areas, they received Stage 3 certification.
HITOWA Holdings: Content of specific initiatives
- Keep average monthly overtime to 16 hours or less, set paid leave usage rate target to 60% or above, and regularly monitor status of overtime and paid leave usage in order to improve work-life balance
- Conduct awareness-raising activities in order to cultivate a workplace culture in which diverse human resources can thrive
- Provide career support to female employees
- 100% childcare leave usage rate(*2)
- Ongoing holding of "workplace reinstatement events for employees using childcare leave"
- Allowances for unlicensed nursery schools and special allowances for single parents
- * 1）Source: Ministry of Health, Labour and Welfare website "Eruboshi/Platinum Eruboshi Certification System for the Promotion of Women's Participation and Advancement in the Workplace"
- * 2）According to a March 2021 study by HITOWA Kids Life
HITOWA Kids Life: Content of specific initiatives
Silver Certification in the PRIDE Index 2022
HITOWA Holdings was presented with a Silver certification by "work with Pride," a voluntary organization, in its PRIDE Index 2022, an index that evaluates efforts made in the workplace with respect to sexual minorities (LGBTQ+).
In its diversity & inclusion efforts, the HITOWA Group has declared its commitment to creating workplace environments and a workplace culture in which diverse employees respect and help each other, working energetically together as one regardless of their age, gender, nationality, race, physical characteristics, sexual orientation, gender identity, religion, creed, career, or lifestyle. This commitment has been widely announced both inside and outside the company.
We have established an internal LGBTQ+ consultation desk to provide support to LGBTQ+ employees and allies. Furthermore, we periodically conduct employee attitude surveys and carry out employee awareness-raising activities, striving to create workplaces where diverse members can thrive.