Diversity and Work-life Balance
Diversity and Inclusion
Basic Policy
Chori actively recruits people who are diverse in terms of career background, nationality, age, and ethnicity. The active participation of diverse personnel has changed not only our approach to business but also the mindsets of our employees.
Moreover, to allow our employees to continue to work, we have established a system that accommodates the life events of our employees and their families, such as marriage, childcare, illness, and nursing care.
Supporting Work–Life Balance and Childcare
Chori’s shortened work-hour childcare system is being utilized by an increasing number of employees who have returned from childcare leave to balance their work and family life.
Also, as a part of our employee benefit program, we have a variety of support systems in place that provide employees with financial assistance for childbirth and childcare, such as our cafeteria plan.
| FY2021 | FY2022 | FY2023 | |
|---|---|---|---|
| Number of Employees Taking Childcare Leave* | 17 (9 of whom are men) |
13 (6 of whom are men) |
19 (5 of whom are men) |
| Number of Employees Working Shorter Hours Due to Childcare | 12 | 14 | 16 |
* Number of employees who began taking childcare leave in each fiscal year
Promoting Diverse Human Resources
We promote diversity and inclusion in the workplace by creating an environment that allows women to realize their full potential and employing people with disabilities. One of our many goals is to increase the percentage of women among new graduate hires to over 30%.
Strengthening of Recruiting Capabilities
In order to achieve sustainable growth, Chori is focusing on acquiring human resources, both new graduate and mid-career hires, who can thrive on the global stage. As part of our new graduate recruitment efforts, we hold online events regularly to promote applications from a wide range of regions. We are also equally active in our efforts to recruit mid-career hires, hiring around the same number of people as we do for new graduates.
Moreover, we have effective systems in place to ensure a smooth transition into the Company. For example, we have introduced a mentor system in which new employees can receive direct guidance from more experienced employees of similar age. We also promote understanding of our corporate culture and business processes in our new employees through the LET’s training program. Furthermore, we provide programs to ensure that our mid-career hires become fully aware of our operations and internal rules and regulations right away so that they can quickly become an asset to the Company.
Improving Employee Engagement
Through effective two-way communication from both top-down and bottom-up approaches, we will work to create an open and psychologically safe work environment and improve the corporate culture so that each employee feels a sense of pride and accomplishment in their work.
In fiscal 2023, we conducted an employee engagement survey through an external organization to visualize the status of engagement in each organization, ensure awareness of issues, and implement improvement measures. We also held luncheon meetings for the president and employees to foster a sense of unity in the Company through direct communication. In addition, we are working to raise employee motivation by increasing their base salaries and granting shares of the Company’s stock through the employee stock ownership plan.
Creation of a Comfortable Workplace Environment
We regard people as our most valuable management resource, and for that reason it is essential that we provide employees with workplace environments that allow them to work in a healthy and active manner. We conduct the following initiatives with this in mind, particularly with the aim of providing employees with a healthy work–life balance.
Eliminate Long Work Hours
- In principle, designate one day of the week as a no-overtime day
- Require all staff to leave their workplace by 9 p.m. every day
- Restrict the number of overtime hours
- Automate work processes with robotic process automation
- Improve the efficiency of meetings
Encourage Employees to Take Annual Paid Leave
- Require use of annual paid leave (five days)
- Encourage employees to take seasonal holidays
- Eliminate restrictions on the number of times half-day leave can be taken for the purpose of childcare, nursing care, or hospital visits
Promote Flexible Workstyles
- Improve flextime system (no core hours)
- Utilize work-at-home system and web-conferencing system
- Conduct one-on-one meetings between employees and their superiors
- Provide option to relocate to other locations (transfer to other branches domestically and regionally
Data Related to Work–Life Balance
