At MC, we consider the gathering of diverse human resources and the development of these people though dedication to their work to be essential to the sustained growth of the company and an important factor in becoming a more flexible, stronger organization, able to respond to changes in future business environments.

In order to "build an atmosphere and environment accepting of diversity," MC believes it is very important to "improve systems that further develop MC's greatest strength, our employees, and allow them to experience great success and satisfaction in their job," and to "promote the acquisition of knowledge and acceptance regarding employee diversity" and it conducts various measures to realize this ideal.

The survey tallies answers to questions regarding "employee motivation," "level of interconnection and solidarity between individual expectations and MC's management goals," "degree to which an environment that utilizes employees to their fullest has been provided," and other topics anonymously by organization and attribute. The results are used to provide feedback to each organization regarding their employees, and are tied to the formulation of action plans aimed at energizing the workplace.

By providing the same survey tools to overseas bases and some MC Group companies from 2010, MC is continuously sustaining and strengthening our organizational climate on an MC Group basis.

In August 2010, MC changed the name of the Human Resources Management Department's Working Environment Support Office to "Diversity Management Promotion Office." In addition to its ongoing mission to "create working environments that help to boost the enthusiasm and vitality of each and every employee," the office will promote "measures related to diversity management so employees may continue working with unity and share values in a diversified workplace."

At MC, our idea of a work-life balance is to ensure one's working hours are spent fulfillingly while skillfully balancing on with off, and we strive to create environments where each employee can freely demonstrate their strengths during work and where such efforts are properly appreciated.

The number of employees at MC, be they male or female, who have various other life responsibilities besides work, such as child-rearing or family care responsibility has risen considerably, and this number is expected to continue increasing. In order to support these employees, in addition to expanding the gender-neutral child-rearing and family care support system, MC is promoting the group-wide understanding of such systems and the creation of environments that allow any employee to easily use the system.

MC has been providing the system and environment to support child rearing from two aspects, maternal welfare and child rearing. In May 2008, in recognition of MC's formulation and implementation of the action plan to support child rearing, MC received the "kurumin" accreditation mark from the Ministry of Health, Labour and Welfare. In April 2009, in order to encourage male participation in childcare, MC abolished partner requirements related to our childcare system (that previously limited use of the system to only those employees whose partners could not provide full-time childcare). In April 2010, MC introduced the "Partner Birth Leave System" to grant five days leave when the employee's partner bears a child.

For situations when it becomes necessary for an employee to be responsible for the care of a family member, MC has in place systems that substantially allow employees to provide more tender care while balancing their work and caring. In order to support the various needs required to be a caregiver while still working, MC has enhanced the system to match the needs of the employee, such as by extending the staggered working hours and flexi-time system from a period of one year to as long as the care is necessary. A separate family care counseling service has been established to allow employees and their family members to quickly receive advice on a wide range of issues concerning care.

Established in 1983, Mitsubishi Shoji & Sun Co., Ltd. is a designated special subsidiary of MC. Operating under its corporate philosophies of "coexistence" of the disabled and the normally abled, "stand out" as a company, and new "corporate value," the company provides services such as information system maintenance and administration, which is a rare field for a designated special subsidiary. In 2009, the company was chosen "model business for the promotion of employment of persons with mental disability" by the Ministry of Health, Labour and Welfare, recognizing it as a company that contributes to know-how in employment and workplace assimilation of people with mental disability.

The employment rate for persons with disabilities was 2.23% in fiscal 2010 (including Mitsubishi Shoji & Sun and applicable affiliated companies).

Mitsubishi Shoji & Sun Co., Ltd. www.mctaiyo.co.jp