Diversifying human resources and enhancing diverse expertise
Basic Concept
We are working to secure human resources with diverse values, experiences, and abilities, and to expand the opportunities for diverse human resources to thrive.
We also strive to improve the expertise of each employee according to their role and business characteristics, while making the most of their individuality and aspirations.
Securing and promoting diverse human resources
Promotion of women's success
In April 2021, we formulated an "Action Plan for Promoting Women's Advancement," and to further promote women's advancement, we are working to increase the ratio of female employees hired and expand opportunities for them to thrive. Furthermore, since fiscal year 2020, four female executive officers and managers within our group have received the "Award for Outstanding Female Leaders" from the Osaka Chamber of Commerce and Industry in recognition of their multifaceted activities, including social impact, talent development, and contributions to the local community.
"Action Plan for Promoting Women's Participation and Advancement" (revised April 2021)
1. Planning period
April 1, 2021 - March 31, 2026
2. Goals, initiatives, and implementation period
Goal 1 (Providing opportunities for working life)
We will continue to aim for the ratio of women among new graduates hired in Management Course (a career course aimed at achieving success as managers and executive personnel) to be at least 40%, and will further expand opportunities for female employees and develop them in a planned manner.
<Implementation period and details>
April 2021 - Strengthening efforts by female employees in the media, information sessions, etc.
From April 2021: Promoting the allocation of women to departments with no or few female employees
From April 2021: Consider and implement ongoing reviews of working conditions to support employees raising children, etc.
Goal 2 (Goal for balancing work and family life)
Promote planned use of annual paid leave and maintain an annual paid leave utilization rate of over 90% for all employees during the plan period.
<Implementation period and details>
From April 2021: Continuously check the status of annual paid leave use and raise awareness of taking leave as needed
April 2021 - Re-informing employees about various leave systems
Percentage of female managers (consolidated)*
Definition until fiscal year 2021: Managers are those in supervisory or management positions who are not subject to regulations regarding working hours, etc.
Definition from FY2022 onwards: Total number of workers at "section manager level" and "positions above section manager level (excluding executives)"
Number and ratio of female employees
Number and ratio of female employees hired
Securing diverse human resources
By focusing on securing and supporting the success of talent that respects diversity in terms of nationality, work experience, career aspirations, and life stage, we are not only driving our business strategy forward, but also bringing about various positive effects such as reviewing business processes and promoting DE&I (Developmental Innovation and Employment).
Our group actively recruits experienced professionals, from general employees to management, to secure the talent that will drive our business transformation. As a result of this initiative, the ratio of mid-career hires among our regular employees in fiscal year 2024 reached a high level of 84.1% (including those converted to regular employment).
Our departments, particularly those focused on transforming business models and exploring the future, are home to a diverse group of individuals with varied backgrounds, skills, and values. Furthermore, as part of our career recruitment efforts, we began recruiting returning employees in 2023.
Initiatives to expand opportunities for foreign talent
As part of our medium-term management plan, we are promoting the direct employment of foreign workers in order to create new business pillars, particularly in strengthening our tourism business.
We plan to hire foreign nationals for managerial positions in fiscal 2023, expanding opportunities for them to play an active role throughout the Group. By fiscal 2024, the number of foreign nationals employed will reach 73.
LGBTQ Initiatives
As society as a whole becomes more diverse, Nankai Grief Support Co., Ltd. is taking an LGBTQ-friendly approach by allowing same-sex partners to use the same in-house systems as legally married partners, such as congratulatory and condolence gifts, leave, and various benefits. This series of initiatives has been recognized, and in 2023 the company was awarded the highest "Gold" rating in the evaluation index for corporate LGBTQ-related initiatives established by work with Pride (a non-profit organization).
Creating an environment where seniors can play an active role
Our group has been gradually raising the retirement age to 65 since fiscal year 2021, and we are working to create an environment where people can continue to be active even after the age of 60. We also continue to implement a re-employment system for those who have retired, and as of the end of March 2025, 24 people are active in various fields. In addition to complying with the law, we are also working to support the enrichment of senior life by implementing wage level increases to address the so-called "period without pension" and by holding training sessions that help maintain and improve motivation.
Trends in the number of rehired employees (non-consolidated)*
Prior to the company split (until March 31, 2026), it referred to Nankai Electric Railway Co., Ltd.
Promoting employment of people with disabilities as a social responsibility
As of June 1, 2025, the employment rate (actual employment rate) for persons with disabilities at our company * and the seven group companies that have obtained special certification was 2.72%, with 98 persons with disabilities employed. Approximately half of these are employed by Nankai Heartful Service Co., Ltd., a special subsidiary company, where employees are engaged in cleaning and mail sorting at various facilities, including our own facilities. We strive to create and maintain a comfortable working environment by fostering communication through daily information exchange and the implementation of recreational events.
Prior to the company split (until March 31, 2026), it referred to Nankai Electric Railway Co., Ltd.
Trends in the number and rate of employment of people with disabilities (actual employment rate)
(Our company *1 and 7 group companies that have obtained special certification)
*2 As of June 1st of each year
*1 Before the company split (until March 31, 2026), it refers to Nankai Electric Railway Co., Ltd.
*2 The actual employment rate decreased as a result of the exclusion rate for employing people with disabilities in the railway industry being lowered from 30% to 20% from April 2025.
Promoting the right people in the right positions
Our group is committed to fostering the potential of individuals with diverse values, experiences, and abilities.
Our group is implementing new initiatives to enable each employee to choose their future career path based on their own aspirations and aptitudes. These include a system for changing career paths, a career aspiration survey that allows employees to declare their desired transfers and their family's life circumstances, and internal recruitment for positions such as railway operations and innovation promotion. Through these initiatives, we are working to achieve "the right person in the right place," enabling employees to demonstrate their abilities with high engagement.
Initiatives to improve various specialties
In order to transform our business in response to changes in society and our customers, we secure and develop human resources with managerial perspectives and skills (management human resources) and highly specialized human resources who are well-versed in each business (expert human resources).
Among the specialized human resources, those who will lead new strategies for each business are positioned as "strategic human resources," while those who will be responsible for existing businesses and operations are positioned as "core human resources." In particular, to secure and strengthen the development of strategic human resources, we are defining the required skills and experience as a "strategic human resource profile," establishing and monitoring a "strategic human resources portfolio," and promoting the development of a fighting force that will realize our management and business strategies.
Introduction of a career course system
To strengthen the development of specialized human resources, from fiscal 2023 we will introduce three courses for general employees: "Management Course," "Expert Course," and "Railway Professional Course," and we are promoting human resource development in accordance with the placement and development policies for each course.
For information on the group's overall human resources structure, which is linked to its management strategy, please see "NANKAI Group's Human Resources Strategy for Value Creation."
| Course Category | role |
|---|---|
| Management Course | Build a diverse career and take on the responsibility of growing the business, aiming to become a future executive |
| Expert Course | As a specialist in a specific field, you will be responsible for steadily carrying out existing work. |
| Railway Professional Course | As a railway operator, you will be responsible for providing safe and secure transportation services. |
