Diversity, Equity and Inclusion
MGC promotes Diversity, Equity and Inclusion with the aim of creating a work environment where employees with diverse personalities respect one another, where all can play an active role and grow, and where a culture of vitality is established, leading to the generation of new innovations one after another through collaboration among diverse values.
Basic Policy on Promoting DEI
MGC defines DEI (Diversity, Equity and Inclusion) as "all employees fully using their individuality to play varied and active roles and respecting one another."
MGC's basic policy on promoting DEI 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.
Basic Policy
- 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)
DEI Promotion System
We are implementing companywide Diversity, Equity and Inclusion promotion activities 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 Sustainability Promotion Expert Committee, we have organized a company-wide "Diversity, Equity and Inclusion Promotion Expert Committee" to promote the planning of measures and activities based on the basic policy.
DEI Promotion Action Plan
In order to ensure that the PDCA cycle is implemented to promote DEI, we have formulated an annual plan and are developing company-wide initiatives to achieve our goals.
| Basic Policy | Item Promoted | Challenges and Targets | Results of Key Initiatives in Fiscal 2025 |
|---|---|---|---|
| Promoting awareness about respect for diverse values and ways of thinking |
Fostering awareness |
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| Raising awareness for human rights |
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| Creating environment that ensures diverse work styles |
Work style reforms |
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| Diversifying human resources and creation of an organization that optimizes utilization of each and every human resource |
Women’s empowerment Diversification of human resources |
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| Diversifying human resources | |||
| Developing human resources able to demonstrate individual strengths |
Organization development and human resource development |
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| Promoting mental and physical health (promoting health management) |
Promotion of health (improvement of nutrition, exercise and rest) |
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| Disease prevention |
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Promoting the Active Participation of Women
In order to create an employment environment in which employees, regardless of gender, can exercise their abilities and work in harmony with their work and family life, and to create an employment environment in which women can play an active role as managers and leaders, we are working to implement measures to support the career development of female employees and enhance support systems for balancing work and family life.
With regard to career-track recruitment that is expected to produce future managers, we have set quantitative targets for the ratio of female hires and are implementing proactive recruitment of women.
In addition, as a result of our proactive efforts to promote the use of childcare leave by male employees in order to realize gender equality and dispel stereotyped perceptions of gender roles, the rate of taking childcare leave rose significantly from 13.9% in FY2020 to 77.5% in FY2024, with the average number of days taken being 56 days.
Employment of People with Disabilities
MGC is engaged in creating a workplace environment where all employees, regardless of whether they have disabilities, are able to work and demonstrate their abilities. With regard to employment of people with disabilities, in addition to establishing a barrier-free environment, we maximize employment opportunities by providing reasonable accommodations, such as the allocation of tasks according to the degree and nature of disability and the setting of flexible working hours.