Labor Practices(Employee Relations): Structure
Structure
| Officer in Charge | Yutaka Kashiwagi (Representative Director, Executive Vice President, Corporate Functional Officer, Human Resources, Global Planning & Coordination, IT) |
|---|---|
| Deliberative Body (A subcommittee under the Executive Committee, a management decision-making body) | Human Resources Development (HRD) Committee Important matters related to labor practices deliberated by the committees are formally approved by the Executive Committee and put forward or reported to the Board of Directors based on prescribed standards. |
| Department in Charge | Global Human Resources Dept. |
The MC Staff Union had 3,002 members (representing a 54.5% participation ratio) as of April 1, 2025. All eligible employees join the MC Staff Union, except those considered non-union members based on agreements between the MC Staff Union and MC (including those qualified for management-level positions and those deemed to be non-union members in keeping with the characteristics of their duties based on individual agreements). The MC Staff Union is led by an executive chairman elected from among the union members. The MC Staff Union and MC share the following vision: “Recognizing the social responsibility of companies, both the workforce and management will endeavor in earnest to achieve the sound development of MC and to improve the economic and cultural standing of union members.” Guided by this philosophy, the MC Staff Union carries out a variety of initiatives.
Risk Management
When reviewing and making decisions on investment and finance proposals, MC conducts a comprehensive screening process which considers not only economic aspects, but ESG factors as well, including labor relations and labor management. Besides screening new investment and exit proposals, MC also strives to make improvements to existing operating companies by monitoring their management practices.