Society Information at Glance

Summary of MGC and the MGC Group's environmental and social activities in fiscal 2022



Human Rights

  • Basic approach to human rights

    The MGC Group supports international human rights standards such as the UN Global Compact, UN Guiding Principles on Business and Human Rights and OECD Guidelines for Multinational Enterprises.
    The MGC Group respects everyone's dignity and rights. It does not discriminate on any grounds, including but not limited to pedigree, nationality, race, ethnicity, beliefs, religion, gender, sexual orientation, age, disability, personal interests, educational attainment, pregnancy, language, economic background and political views.

Workforce Status

  • Employees data







  • Diversity



    Female share of management personnel



    Percentage of employees with disabilities

  • Hiring



    Mid-career hires

    68 (76)*1


    Employees still
    employed by MGC three years after being hired as new graduates

    1. *1Employees as of April 2023 who were hired as new graduates three years earlier (new graduates hired on April 1, 2020)
    2. *2Employees as of April 2022 who were hired as new graduates three years earlier (new graduates hired on April 1, 2019)
  • Work-life balance


    2021:14.6 hours/month

    Monthly average overtime hours per employee



    Ratio of taking annual leave
    (All-employee average on non-consolidated)

  • Basic approach to wages and working hours

    The MGC Group complies with local minimum wage laws and regulations in the countries/regions in which it operates and pays wages to its employees based on fair evaluations. In addition to also complying with local laws and regulations on working hours, the Group endeavors to enable employees to have a healthy work-life balance through appropriate labor management to avoid onerous work schedules.


  • Approach to promoting workforce diversity

    MGC values diversity and will endeavor to create an environment in which employees with diverse attributes can give full play to their respective capabilities, work with a sense of purpose and derive fulfillment from their jobs. MGC has endorsed the Japan Business Federation's "30% by 2030 Challenge," which aims to increase women's representation in the labor force. Toward this end, MGC will further step up initiatives that capitalize on the perspectives of diverse individuals, particularly women, in pursuit of sustained growth.

  • Diversity promotion plan

    To promote better career opportunities for women, MGC has formulated an action plan that extends through fiscal 2021. Under the plan, MGC is providing support to help women advance in their careers and augmenting programs that support a healthy work-life balance in the aim of quadrupling the percentage of management positions held by women (relative to fiscal 2015). Additionally, MGC will continue to offer additional accommodations to facilitate diverse work modalities in accord with the Act on Advancement of Measures to Support Raising Next-Generation Children and Act on Promotion of Women's Participation and Advancement in the Workplace.

Work-Life balance

  • Programs to promote work-life balance (non-consolidated)

    Program Description
    Flextime No core time, one-month settlement period
    Half-day paid vacation Paid vacation may be taken in half-day units up to 30 times (15 days' worth) annually
    Mandatory break between shifts Discretionary workers must take a break of at least 10 hours between shifts (trial now being launched)
    Teleworking Limited to three days per week
    Daycare facilities/allowance Female employees returning to work within one year after giving birth are eligible for reimbursement of costs of extended daycare, weekend/holiday daycare and/or babysitting services until their newborn turns one year old or the costs of daycare at an unlicensed daycare facility until their newborn turns two years old
    Refresh leave Upon turning 50 years old, employees are granted five days of special (paid) vacation and paid a one-time bonus
    Leave to accompany spouse overseas Leave program for employees wishing to accompany a spouse who is working or otherwise spending time overseas
  • Programs supportive of work-family balance (non-consolidated)

    Program Description
    Shortened work schedules Available to employees who are pregnant, caring for young children (and on flextime schedules) or caring for sick or injured family members
    Annual paid vacation carryover Employees may annually accumulate up to 20 unused paid vacation days that otherwise would expire at fiscal year-end (up to a maximum of 40 total days)
    Parental leave Employees unable to secure child care can take leave until child is two years old
    Paternity leave Employees can take five days of (paid) leave when spouse gives birth
    Nursing leave for children Employees can take up to 20 personal days per year to care for children not yet of school age
    Nursing leave Employees can annually take five days per family member requiring care, up to a maximum of 10 days if two or more family members require care
    Nursing support services Since fiscal 2019, MGC has made a comprehensive suite of externally sourced services available to employees to help them balance work and caring for sick or injured family members, including nursing home referral/navigation services, assistance with applying for long-term care insurance and educational seminars
    Re-hiring of former employees MGC rehires former employees who were forced to resign by circumstances beyond their control, provided they possess requisite qualifications and are successfully vetted

Occupational health and safety

  • Occupational health and safety

    • 1

      2021: 1

      Serious occupational injuries*1

    • 0.28


      Lost-time injury frequency rate*2

    • 0.004


      Lost-time injury severity rate*3

    • 8


      Total count of process-safety incidents

    1. *1 Accidents resulting in lost work days eligible for disability compensation, including death and permanent disability, or potential disability, with four or more lost work days
    2. *2 Total number of deaths and injuries caused by labor accidents per one million actual hours worked
    3. *3 Total number of working days lost per one thousand actual hours worked

Social Contribution Activities

  • Main social contribution activities

    • Hosting of plant/laboratory tours
    • Promotion of communication with production plants' local communities
    • Sponsorship of community youth sports
    • Provision of instructors for university courses
    • Internship program (for university/technical college students)
    • University scholarship program (Mitsubishi Gas Chemical Memorial Foundation)
    • Donation of science experiment kits to middle schools
  • Social contribution activity expenditures

    • ¥185million

      2021:¥206 million

      Total social contribution activity expenditures


      2021:¥177 million

      Of which, total donations