Diversity Management: Initiatives

Since 2024, several departments/offices across the company have been nominated as "DE&I Ambassadors" to take on the mission of leading Diversity, Equity & Inclusion implementation.
MC is accelerating the promotion of DE&I by carrying out focused initiatives toward the "DE&I Ambassadors", creating and sharing good practices across the company.

To promote understanding and implementation of DE&I, we designate a "DE&I Awareness Period". During this period, MC holds expert lectures, workshops, and dialogues where employees share experiences and perspectives to deepen mutual understanding and appreciation of DE&I. In addition to this designated period, MC also offers various learning opportunities including e-learning programs throughout the year.

MC holds "DE&I Discussions" as a platform for employees to engage in open dialogue about DE&I. These discussions bring together individuals with diverse perspectives and experiences, encouraging respectful conversations that contribute to the development of a more inclusive workplace culture.

MC has been improving its internal systems to enable employees to better balance matters such as childcare and family care with their careers. MC will continue to focus on building a corporate culture that embraces diverse workstyles in order to create a comfortable and supportive atmosphere that encourages the active utilization of these systems.

MC seeks to put the support of the entire company behind employees who are balancing their work with maternity and paternity roles and childcare responsibilities. As such, MC is working to upgrade and expand various systems available for use by both men and women.

To help employees smoothly return to work from maternity and paternity leave, MC has set up the Childcare Concierge within its Global Human Resources Department. This service provides employees with information on daycare facilities, babysitters, services for children to continue their studies after regular school hours, etc. It also provides consultations about pediatric health and other concerns that employees may have about raising children.

MC has secured the services of a nearby daycare facility so that employees can smoothly return to work when they wish. In addition, MC has also secured the services of sick-child babysitters who employees can rely on confidently when their children are ill. In addition, MC has been providing the MC Gakudo service for employees with children in elementary school. This service provides day camps for children during long vacation periods from school.

MC has established a system for paid childcare and school events leave, which allows employees to take time off to care for a child who is sick or injured, accompany them for health checkups or vaccinations, to attend official school and daycare events, such as entrance and graduation ceremonies.
In addition, employees with children can utilize systems such as staggered work hours and flex-time and telecommuting (working from home).

MC offers career support that takes into consideration significant life events such as childbirth and childcare. MC provides opportunities for employees who are either currently on Maternity Leave or Child Care Leave or who plan to take it in the near future to learn about MC's relevant systems and policies, as well as to speak with experienced working fathers and mothers. These consultations are effective in preparing employees for what to expect when returning to work.

MC has posted its Childcare Support Handbook on the company intranet, as part of its efforts to promote understanding and foster a supportive culture internally. The handbook includes not only explanations on all of MC’s childcare systems and policies, but also provides specific advice for mothers, fathers, managers, and colleagues on how to improve office communication. MC also provides regular guidance to staff in management-level positions.

In order for employees to continue to demonstrate their abilities while balancing career and family care responsibilities, MC has expanded systems such as family care leave, flex-time, staggered work hours, and family care leave. In addition, we provide a variety of support such as holding Work-Care Balance Support Seminars giving employees the opportunity to deepen their understanding regarding family care, and establishing a Family Care Consultation Desk where employees and their family members can seek advice regarding their concerns at an early stage. We also facilitate close communication with employees who are considering the use of these support systems.

MC has posted the Handbook for Balancing Career and Family Care on the company intranet, as part of its efforts to promote understanding and foster a supportive culture internally. The handbook includes not only explanations of all of MC's family care systems and policies, but also provides specific advice for employees providing family care, as well as for managers and colleagues on how to improve office communication. MC also provides guidance to those in management-level positions and Work-Care Balance Support Seminars for all employees on a regular basis.

Providing that certain conditions are met, MC will re-employ those who previously left MC due to their spouses' Japanese or international job transfers. This system was introduced to enable these personnel to resume their careers at MC by making the most of their prior experience and skills.

MC considers its workforce to be its greatest asset, and as such, its policy is to support the professional growth and development of each and every employee through flexible, performance-based treatment and compensation. To ensure that the right people are appointed to the right positions, MC focuses on the skills, performance and experience of each candidate, and does not discriminate based on age, gender, nationality, or any other factors.

To ensure consistent representation of women at the executive level, MC will implement initiatives to strengthen the talent pipeline.

As a first step, MC has set goals for the end of FY2027 and FY2030. By continuously reviewing our initiatives and progress, MC will determine the various measures, and will achieve our vision, to have at least 30% women at all levels.

Taking into account the major life events of individual employees, MC is focused on systematically providing career development opportunities to the greatest extent possible, including overseas assignments. For employees planning to take maternity/ paternity leave or those currently raising children, MC explains the relevant systems and policies, in addition to offering Work-Life Balance Seminars where employees can learn about the experiences of their colleagues on topics such as work styles after returning to work from maternity/paternity leave.

In some cases, employees may be assigned overseas and accompanied only by their children of junior high school age or younger, without their spouses. In these cases, MC provides support to ensure a smooth assignment and the necessary arrangements for daily life during the assignment. This includes sending the employee on business trips to the location prior to the assignment, arranging housing in advance, concurrently allowing their children to join the employee, and providing a subsidy for childcare fees.

In addition to introducing its Re-employment Course System for extending the careers of employees aged 60 and over, Career Design Center at Human Link Corporation, a wholly owned subsidiary of MC, provides comprehensive support for senior employees.

The Center offers comprehensive services such as individualized career planning consultation based on each employee’s personal situation and values, provision of various information and training programs for employees who wish to continue their careers outside the company, and collection of recruitment and job matching information.

As part of its CSR and diversity initiatives, MC has a long and proud history of employing persons with disabilities. Together with its special-purpose subsidiary, Mitsubishi Shoji & Sun Co., Ltd., MC will continue its efforts in expanding career opportunities for persons with various disabilities, while maintaining the statutory employment rate for these workers.

Mitsubishi Shoji & Sun Co., Ltd. was established in 1983 as an IT company following a joint investment by MC and Social Welfare Organization Japan Sun Industries. It is headquartered in Beppu City, Oita Prefecture, and has offices in Tokyo (Marunouchi). Operating under its corporate philosophies of coexistence between persons with disabilities and those without, independence as a business entity, and the pursuit of new corporate value, Mitsubishi Shoji & Sun Co., Ltd. works to increase employment opportunities for various persons with disabilities while providing IT services such as system development, data entry, DTP and server operation to numerous business partners including MC and operating companies.

In pursuit of global growth and promoting talent management, we are strategically securing, developing, and appointing employees at overseas offices in alignment with the specific conditions of each region. We are also working to establish infrastructure such as guidelines and systems to facilitate smooth global mobility, including relocation to Japan.

MC provides support to non-Japanese employees working in Japan by providing information on matters such as application procedures for period of stay extensions, rental housing, pensions and medical information. MC also provides a consultation desk to field any concerns or questions that non-Japanese employees may have about living and working in Japan. To help them quickly adapt to their work environment, we offer support such as subsidies for language training, assistance in building internal networks, and translation tools.