Ensure a Comfortable Work Environment
In April 2021, we established a General Employer Action Plan, based on which we promote activities to create more comfortable workplaces.
By setting two paid leave days each year, designating June and December as recommended months for taking paid leave, and establishing a refreshment leave system, we have established a workplace environment that makes it easy for employees to take paid leave. In FY2022, we introduced an attendance management system to manage attendance through visualization, and we strive to optimize working hours.
Work-Life Balance
Achieving work-life balance is essential for all employee to feel fulfilled and maximize their abilities. To achieve a comfortable work environment and job satisfaction, our group promotes various initiatives such as reducing overtime, implementing staggered working hours, and facilitating remote work.
In the future, we will continue to strive to create a flexible work environment that accommodates diverse lifestyles.
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Working Hours
| Item |
FY2022 |
|
Annual Total Working Hours Per Employee（Excluding overtime hours.）
|
1,897 hours/year |
Average Monthly Overtime Hours Per Employee
（Data related to non-management positions and including seconded employees.）
|
10.1 hours/person |
Rate of Use of Annual Paid Leave
（The calculation period is from April 2022 to March 2023 and seconded employees are included.）
|
52.2％ |
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Data Related to Childcare and Family Care
1. Including Seconded employees, temporary employees, and contract employees.
Health and Productivity Management
Our company actively implements health and wellness activities with the expectation that our employees’ mental and physical health will lead to increased vitality and productivity, thereby invigorating the organization.
As part of our infectious disease prevention measures, we offer annual influenza vaccinations to all employees who wish to receive them every November. As mental health measures, we conduct awareness-raising activities using the company’s internal bulletin board every month. We maintain an environment where employees feel comfortable getting help collaborating with industrial physicians and working annual stress checks.
Diversity
Our group is committed to promoting diversity by hiring female career-track employees, mid-career hires, and foreign employees. In addition, the group has introduced a job classification change system that allows employees to switch from general to career-track positions and assigns the correct personnel to the right places to achieve employee performance and job satisfaction, thereby supporting diverse career development and strengthening the company’s organizational capabilities.
Promotion of Women’s Participation and Advancement
According to our Medium-Trem Management Plan, we aim to increase the percentage of female employees to at least 25% by the end of March 2027. By our action plan based on the Act on Promotion of Women’s Participation and Advancement in the Workplace, we are encouraging the active participation of female employees, with a focus on increasing the ratio of female hires and promoting career advancement for women in career-track positions.
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Data Related to Female Employees
| Item |
FY2020 |
FY2021 |
FY2022 |
| Number of Employees1 |
120 |
131 |
124 |
| Number of female New Graduates and Mid-career hires2 |
1 |
2 |
1 |
| Number of Female Employees1 |
25 |
27 |
27 |
| Percentage of Female Employees (%) |
20.8％ |
20.6％ |
21.8％ |
1. Excluding seconded employees, temporary employees, and contract employees
2. Including seconded employees, temporary employees, and contract employees
Disabled People
We aim to realize a society where it is commonplace for people with disabilities to work alongside others, allowing them to fully utilize their aspirations, abilities, and aptitudes and play an active role according to the degree and characteristics of their disabilities. Employing persons with disabilities is a social responsibility of companies, and we are actively promoting this.
Foreign Employees
Employing foreign nationals is essential for a company’s sustainable growth by incorporating diverse values based on experience, skills, and attributes.
We hired one foreign employee in FY2022 and will continue our recruitment efforts for diversity.
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Personnel-Related Data
- 1. Excluding seconded employees, temporary employees, and contract employees.
- 2. Including seconded employees, temporary employees, and contract employees.
- 3. Including seconded employees.
- 4. The figures in parentheses are the legally required numbers, including seconded employees, temporary employees, and contract employees.
- 5. Including bonuses.
- 6. Number of voluntary retirees, excluding mandatory retirees, transfers to group companies, promotions to executive positions, expiry of the sick leave period, and punitive dismissal. However, seconded employees are included.
Respect for Human Rights
Our group promotes respect for human rights. We prohibit all forms of discrimination and harassment, including sexual harassment, power harassment, and maternity harassment, and we are committed to eradicating forced labor and child labor. We ensure that all employees are aware of these efforts.
Under our compliance regulations, we established a code of conduct in October 2006 to raise employees’ awareness of compliance adherence. We have also set up internal reporting channels both inside and outside the company to facilitate reporting and the use of consultations by employees.
Human Rights Education
Our group views human resources as our most crucial management resource and engages in human capital management aimed at the sustainable enhancement of corporate value.
Policies and Systems
To develop each employee and nurture human resources capable of playing an active role inside and outside the company, we conduct systematic training for each level, from new employees to management. In addition, we have adopted various training methods, such as E-learning and online seminars, which enable employees to acquire diverse knowledge and skills at any time. We also encourage employees to obtain professional qualifications, and we have a system that covers necessary expenses and a qualification reward scheme that rewards employees according to their capabilities.
Safety Training and Safe Operations
Our group recognizes that ensuring stable operations at production plants and the safety of our employees is a company responsibility and our most critical task, and we strive to fully comply with relevant laws and regulations, including the High-Pressure Gas Safety Act and the Industrial Safety and Health Act.
Furthermore, we conduct regular inspections of customer supply facilities (at least once a year) for security and safety management.
During National Safety Week, we work on safety education, solicit safety slogans, and hold firefighting drills to reinforce safety education and raise employees’ safety awareness.
In FY2021, one individual received the “Safety Merit Awardee”.
In FY2022, another individual received the “Excellent Manufacturing Safety Management” award. Both received the “Tohoku Branch Office Chairman’s Award of The High-Pressure Gas Safety Institute of Japan.”
Social
Work Environment Diversity Respect for Human Rights Human Rights Education
Ensure a Comfortable Work Environment
In April 2021, we established a General Employer Action Plan, based on which we promote activities to create more comfortable workplaces. By setting two paid leave days each year, designating June and December as recommended months for taking paid leave, and establishing a refreshment leave system, we have established a workplace environment that makes it easy for employees to take paid leave. In FY2022, we introduced an attendance management system to manage attendance through visualization, and we strive to optimize working hours.
Work-Life Balance
Achieving work-life balance is essential for all employee to feel fulfilled and maximize their abilities. To achieve a comfortable work environment and job satisfaction, our group promotes various initiatives such as reducing overtime, implementing staggered working hours, and facilitating remote work.
In the future, we will continue to strive to create a flexible work environment that accommodates diverse lifestyles.
Working Hours
（Data related to non-management positions and including seconded employees.）
（The calculation period is from April 2022 to March 2023 and seconded employees are included.）
Data Related to Childcare and Family Care
Leave Recipients
to Facilitate Childcare
1. Including Seconded employees, temporary employees, and contract employees.
Health and Productivity Management
Our company actively implements health and wellness activities with the expectation that our employees’ mental and physical health will lead to increased vitality and productivity, thereby invigorating the organization.
As part of our infectious disease prevention measures, we offer annual influenza vaccinations to all employees who wish to receive them every November. As mental health measures, we conduct awareness-raising activities using the company’s internal bulletin board every month. We maintain an environment where employees feel comfortable getting help collaborating with industrial physicians and working annual stress checks.
Diversity
Our group is committed to promoting diversity by hiring female career-track employees, mid-career hires, and foreign employees. In addition, the group has introduced a job classification change system that allows employees to switch from general to career-track positions and assigns the correct personnel to the right places to achieve employee performance and job satisfaction, thereby supporting diverse career development and strengthening the company’s organizational capabilities.
Promotion of Women’s Participation and Advancement
According to our Medium-Trem Management Plan, we aim to increase the percentage of female employees to at least 25% by the end of March 2027. By our action plan based on the Act on Promotion of Women’s Participation and Advancement in the Workplace, we are encouraging the active participation of female employees, with a focus on increasing the ratio of female hires and promoting career advancement for women in career-track positions.
Data Related to Female Employees
1. Excluding seconded employees, temporary employees, and contract employees
2. Including seconded employees, temporary employees, and contract employees
Disabled People
We aim to realize a society where it is commonplace for people with disabilities to work alongside others, allowing them to fully utilize their aspirations, abilities, and aptitudes and play an active role according to the degree and characteristics of their disabilities. Employing persons with disabilities is a social responsibility of companies, and we are actively promoting this.
Foreign Employees
Employing foreign nationals is essential for a company’s sustainable growth by incorporating diverse values based on experience, skills, and attributes.
We hired one foreign employee in FY2022 and will continue our recruitment efforts for diversity.
Personnel-Related Data
Respect for Human Rights
Our group promotes respect for human rights. We prohibit all forms of discrimination and harassment, including sexual harassment, power harassment, and maternity harassment, and we are committed to eradicating forced labor and child labor. We ensure that all employees are aware of these efforts.
Under our compliance regulations, we established a code of conduct in October 2006 to raise employees’ awareness of compliance adherence. We have also set up internal reporting channels both inside and outside the company to facilitate reporting and the use of consultations by employees.
Human Rights Education
Our group views human resources as our most crucial management resource and engages in human capital management aimed at the sustainable enhancement of corporate value.
Policies and Systems
To develop each employee and nurture human resources capable of playing an active role inside and outside the company, we conduct systematic training for each level, from new employees to management. In addition, we have adopted various training methods, such as E-learning and online seminars, which enable employees to acquire diverse knowledge and skills at any time. We also encourage employees to obtain professional qualifications, and we have a system that covers necessary expenses and a qualification reward scheme that rewards employees according to their capabilities.
Safety Training and Safe Operations
Our group recognizes that ensuring stable operations at production plants and the safety of our employees is a company responsibility and our most critical task, and we strive to fully comply with relevant laws and regulations, including the High-Pressure Gas Safety Act and the Industrial Safety and Health Act. Furthermore, we conduct regular inspections of customer supply facilities (at least once a year) for security and safety management. During National Safety Week, we work on safety education, solicit safety slogans, and hold firefighting drills to reinforce safety education and raise employees’ safety awareness.
In FY2021, one individual received the “Safety Merit Awardee”. In FY2022, another individual received the “Excellent Manufacturing Safety Management” award. Both received the “Tohoku Branch Office Chairman’s Award of The High-Pressure Gas Safety Institute of Japan.”