We established the Diversity Promotion Office in August 2019 to develop a corporate culture of respect for diverse individuality and further promote MGC’s management concept of striving to create a place where there is job satisfaction and a dynamic group in which motivations and abilities are respected.An inter-departmental committee and other organizations were established, proposals are being made to address various issues, and we are working to make improvements.
Diversity Promotion Policy
MGC defines diversity as "the active participation of all employees through the optimal utilization of their diverse individualities."
MGC's basic policy for promoting diversity is stated below. The aim is to create an invigorated corporate culture in which all employees participate actively based on acceptance of each other and being inspired by each other, and which gives rise to a wide variety of ideas and ways of thinking.
- Promoting awareness about respect for diverse values and ways of thinking
We promote the development of employee awareness that ensures everyone accepts and respects the differences in each other's values, in the way they understand things, in the way they feel, and in their ways of thinking.
- Creating an environment that ensures diverse work styles
We are committed to promoting the development of a work environment that enables diverse and flexible work styles and to the realization of work-life balance, through "work style reform."
- Diversification of human resources and the creation of an organization that optimizes the utilization of each and every human resource
We promote organization development that makes optimal utilization of diversity by recruiting and appointing diverse personnel regardless of gender, age, nationality, disability, or educational background.
- Development of human resources who can demonstrate individual strengths
We promote human resource development that makes it possible for each employee to hone and demonstrate their capabilities and their individuality as professionals.
- Promoting mental and physical health (promoting health management)
Mental and physical health is more important than anything else. We are committed to promoting our employees' health maintenance and health enhancement.
(Established in January 2020)
Diversity Promotion System
We established the Diversity Promotion Office in August 2019 to develop a corporate culture of respect for diversity that values differences and further promote MGC's management concept of creating a place where there is job satisfaction and a dynamic group in which motivations and abilities are respected.
In addition, as part of the CSR Expert Committee, we have organized a company-wide "Diversity and Inclusion Promotion Expert Committee" to promote the planning of measures and activities for improvement for a variety of issues.
Diversity Promotion System
Activity Plan for Promoting Diversity
In order to ensure that the PDCA cycle of promoting diversity is implemented, we have formulated an annual plan and are developing company-wide initiatives to achieve our goals.
The FY 2020 Activity Plan and Initiative Results for Promoting Diversity
|Basic Policy||Item Promoted||Challenges and Targets||Results of Key Initiatives in Fiscal 2020|
about respect for
diverse values and
ways of thinking
|Raising awareness for human rights||
that ensures diverse
|Work style reforms||
creation of an
of each and every
|Diversification of human resources||
|Organization development and human resource development*||
and physical health
(promoting health management)
|Promotion of health
(improvement of nutrition, exercise and rest)
* Related to the two basic policies of “creating organizations” and “developing human resources”
Promoting More Active Roles for Women
In order to establish an employment environment where employees can fulfill their potential and in which it is easy to establish work-life harmony regardless of gender, and to moreover establish an environment in which women can serve in management roles, we are engaged in the implementation of measures to support the career advancement of female employees and the enhancement of systems to support the balance of work and home life.
In fiscal 2020, we introduced a system allowing employees who wish to accompany their spouse working overseas to take a leave of absence. Furthermore, the rate of childcare leave taken by male employees increased from 5.2% (fiscal 2019) to 13.9% as a result of actively encouraging them to take leave.
Female employees and managers (non-consolidated)
* Numbers includes employees on outside assignment and part-time employees.
Employment of People with Disabilities
MGC also continues working to create a workplace environment that allows employees with various disabilities to fully demonstrate their capabilities. MGC's rate of employment for people with disabilities in fiscal 2020 was 2.27%, above the legally mandated rate of 2.20%.
Employment rate for people with disabilities（As of March 31 each year）
Employment of Foreign Human Resources
We encourage hiring of foreign employees to develop business and acquire new customers at overseas sites, promote improvements in work processes from diverse perspectives, and support R&D.
Employees and managers who are foreign nationals (non-consolidated)
* Includes employees on outside assignment