Labor Practices(Labor Standards, Labor Environment and Related Matters): Initiatives
Initiatives
(1) Conducting Fair Recruitment Activities and Providing Career Education Opportunities
MC's greatest asset is its human resources, and MC conducts activities to hire new graduates and mid-career employees every year. Our latest recruitment history is included in the link below. Based on recent circumstances, MC is also utilizing online hiring practices to recruit university and graduate students from both Japan and abroad. In addition, MC carries out interviewer training each year, including by external experts to ensure that the selection process is impartial and fair.
MC also holds programs aimed at fostering an understanding of different career perspectives among university and graduate students.
(2) Workstyles that reflect our value
As part of our commitment to corporate social responsibility, we are fostering a work environment that empowers both individuals and teams to work autonomously and with balance, thereby driving improvements in performance, productivity, and overall well-being.
In response to the diverse nature of our business operations and the industries we serve, we have introduced systems and initiatives that support flexible and self-directed work styles. These include a flextime system that allows employees to choose their working hours, as well as remote work options such as telecommuting and the use of satellite offices. These measures are implemented company-wide to accommodate various working preferences and life circumstances.
To promote a healthy work-life balance, we set a shared goal of achieving a paid leave utilization rate of 70%, actively encouraging employees to take planned vacations. Furthermore, in departments where long working hours are a concern, we develop and execute targeted improvement plans. As result, in fiscal year 2024, we achieved a paid leave utilization rate of 68.4%, with an average monthly overtime of 31.0 hours.
Through these efforts, we are cultivating a corporate culture that values fair and performance-based evaluation, while creating an inclusive workplace where diverse talent can thrive. These initiatives reflect our broader commitment to employee well-being, organizational sustainability, and responsible business practices.
(3) Respect for Human Rights
MC's Corporate Standards of Conduct emphasize respect for human rights, while the Code of Conduct and Social Charter stipulate that MC will respect human rights; not engage in any form of discrimination or harassment; not engage in discrimination on the basis of race, ethnicity, creed, religion, gender, gender identity, sexual orientation, national or regional origin, age, physical or mental disabilities, illness or any other grounds; and respect the cultures, customs, and languages of other countries and regions.
MC has established a Basic Policy on Preventing Harassment, which is disseminated widely throughout MC. "Harassment" is defined in the Basic Policy as encompassing sexual harassment and "power harassment," as well as maternity harassment (e.g., detrimental treatment related to pregnancy, childbirth, childcare leave, or family care leave). It also states that harassment encompasses verbal or physical conduct of a sexual nature, regardless of sexual orientation or gender identity.
Moreover, MC has established human rights help desks available to internal and external stakeholders. The help desks operate around the clock, providing consultations via e-mail, telephone, in person, or by other means.
MC conducts human rights training for new employees through an annual e-learning course for all employees.
MC also conducts training programs that focus on the issue of harassment at times including when new general managers or team leaders are appointed.
Employees dispatched to MC affiliate companies also receive human rights training (including on topics such as prevention of forced labor and child labor, etc.).