Diverse human resources and enhancing diverse expertise
Basic concepts
We strive to secure human resources with diverse values, experiences, and abilities, and to expand the opportunities for these diverse human resources to play an active role. We are also working to improve the expertise of each individual in line with the characteristics and roles of their business, while making the most of their individuality and aspirations.
Securing a diverse range of human resources and promoting their active participation
Promoting women's career advancement
As part of our efforts to promote the active participation of a diverse range of human resources, the Nankai Group is working to promote women's career advancement.
In the Action Plan for Promotion of Women's Activities formulated in April 2021, we have set a goal of maintaining the proportion of female new graduates in the Management Course*2 at 40% or more in FY2026. We are actively promoting public relations activities for women at the time of recruitment and working to expand our candidate pool.
Furthermore, we focus on creating an environment where human resources at various life stages can play an even more active role, such as by holding Nankai Girls' Honne Talk events, where female managers act as facilitators, as a place for female employees in leadership positions at the head office and group companies to share and resolve their concerns.
In addition, our organizations engaged in railway operations are promoting the assignment of women to various positions, such as station attendants, conductors, drivers, and assistant station masters, and in vehicle, electrical, and engineering sections, as well as the development of accommodation facilities for women.
We promote the placement and appointment of people to all types of roles by publicizing these points during recruitment activities. Through these initiatives, the results of the promotion of female employees to executive and managerial positions have been recognized, and since FY2020, three of our female executives and managers have received the Active Female Leader Award.
“Action Plan for Promoting Women’s Career Advancement” (updated in April 2021)
1. Plan period
From April 1, 2021 to March 31, 2026
2. Targets, initiatives, and implementation period
Target 1 (Providing opportunities concerning work life)
We will continue to hire over 40% women among our university graduate employees, and widen the opportunities for female employees’ career advancement to systematically develop female employees.
<Period and initiatives>
From April 2021: Increasing approach by female employees in media, briefings, etc.
From April 2021: Allocating more female employees to divisions, etc., with few or no female employees
From April 2021: Continuing evaluation and establishment of conditions to support parenting employees, etc.
Target 2 (Allowing employees to balance work and family life)
We will encourage employees to take paid annual leave according to Action Plan, maintaining the rate of all employees taking a paid annual leave at 90% during the above Action Plan period.
<Period and initiatives>
From April 2021: Continuing to check the state of employees taking paid annual leave, and encouraging them to take them as needed
From April 2021: Reminding employees of various leaves
Recipient of the Active Female Leader Award (nicknamed the Blue Rose Award) from the Osaka Chamber of Commerce and Industry
Corporate Officer
Community Development Group
Community Development and
Creation Division General Manager
I am very honored to have received this wonderful award. My career has not been a glamorous one, and I have built it while facing worries and failures, but at the same time, it has also been a career that has been supported and helped by many people inside and outside the company. That is why I want the female employees of our Group to know that if they are worried or anxious about changes in their lives, they should not keep those feelings to themselves, but should seek the support and cooperation of those around them. And through the network of people from various industries and occupations that I have been able to make through this award, I hope that the scope of activities for female employees will expand, and that it will lead to the discovery of role models that match their own life plans.
In addition, as part of our efforts to expand the scope of activities for women, we would also like to take on the challenge of creating a workplace environment where diverse human resources can work in a way that is true to themselves, and where each individual can feel a sense of fulfillment and growth. I have no doubt that if each person can demonstrate their own unique strengths and abilities, then the organization as a whole will shine and become incredibly powerful.
Securing a diverse range of human resources
The Group is committed to securing a diverse workforce that includes not only age and gender, but also nationality, work experience, career orientation and life stage.
Secure human resources with expertise
In order to secure human resources with expertise who will be the driving force behind business innovation, the company actively recruits mid-career employees. In FY2023, the ratio of mid-career hires to regular employees was high at 50% (including those who have been converted to regular employees).
Initiatives to expand opportunities for foreign personnel
There are manypeople with diverse backgrounds, skills, and values working in a wide range of departments, particularly in the departments that are working on business model innovation and future exploration for each business.
In addition, in order to create new business pillars as set out in the Kyoso 140 Plan (the Medium-term Management Plan), and in particular, to strengthen tourism-related businesses, we are hiring non-Japanese people as managers in FY2023.
In the Group, Nankai International Travel Co., Ltd. is strengthening its tourism-related business, and Nankai System Solutions Co., Ltd. is increasing the opportunities for non-Japanese human resources to play an active role with the aim of utilizing overseas IT human resources. Through these efforts, the number of non-Japanese human resources in FY2023 is 50.
LGBTQ initiatives
As society as a whole is becoming more diverse, Nankai Grief Support Co., Ltd. is making efforts to be LGBTQ-friendly, and as such, same-sex partners are able to use the same internal systems as legally married partners, such as for congratulatory and condolence events, holidays, and various benefits. In recognition of these efforts, we received the highest-level Gold award in the evaluation index for corporate LGBTQ initiatives established by work with Pride, an organization that supports the promotion and establishment of diversity management related to LGBTQ and other sexual minorities in Japanese companies and organizations.
Creating an environment where senior citizens can thrive
Since FY2021, we have been gradually raising the retirement age to 65, and have been working to create an environment where employees over the age of 60 can play an active role in the Group.We continue to implement our reemployment program for retired employees, and as of March 31, 2023, 12 re-hired employees are working actively in a variety of fields. In addition to complying with laws and regulations, we are also working to help enhance the life of seniors by increasing the wage level for the “period when they are not receiving a pension” and by holding workshops to help maintain and improve motivation.
Promoting the employment of people with disabilities as a social responsibility
In FY2023, the employment proportion of people with disabilities, including employees of our company and seven group companies certified as special subsidiary companies, was 2.74%.
As of the end of March 2024, Nankai Heartful Service Co., Ltd., a special subsidiary, had 89 employees with disabilities who are engaged in cleaning our company’s facilities and those of other companies, sorting mail, and performing other tasks. We strive to achieve and maintain a comfortable work environment through communication by exchanging information on a daily basis and holding recreational events.
Promotion of the right person in the right place
The Nankai Group promotes initiatives to draw out the abilities of human resources with diverse values, experiences, and abilities.
We are implementing new initiatives, such as a career orientation survey that allows employees to declare their career aspirations, transfer requests, and personal and family life circumstances, as well as a system for changing career paths and internal job postings from the railway operations department to the innovation promotion department, so that each employee can choose their future goals based on their own aspirations and aptitudes. Through these initiatives, we are striving to achieve the right person in the right place, where people can demonstrate their abilities with high engagement.
Initiatives to improve various areas of expertise
The Nankai Group is engaged in securing and developing both human resources with management perspectives and skills (management resources) and highly specialized human resources with expertise in each business (specialized resources).
As part of our efforts to develop management human resources, we are actively implementing various training programs, including sending employees to business schools, and promoting them to key posts within and outside the Group. In addition, in the development of specialized human resources, we have set the necessary skill requirements for each business and position, and we are also reflecting these in our personnel system, such as by setting them as criteria for promotion. In order to support the further development of specialist knowledge, in FY2024, we raised the maximum amount of financial assistance for qualification acquisition, expanded the range of qualifications that are eligible for financial assistance, and increased the amount of financial assistance.
In addition, we introduced a system to train people by career path in FY2023 as part of our efforts to develop human resources with expertise. Under this system, employees can choose from three courses: Management, Expert, and Railway Professional Courses. We promote talent development through suitable assignment and training plans for each course.
Please also see "The ideal image of human resources for the entire Nankai Group to realize management strategies."
| Program categories | Role |
|---|---|
| Management Course | Enhance the business by gaining diverse career experience and aim to become a management executive in the future |
| Expert Course | Responsible for ensuring fulfillment of existing duties as human resources with expertise in specific fields |
| Railway Professional Course | Responsible for providing safe and secure transportation services as attendants in the railway business |
Initiatives to prevent resignations
General Administration & Human
Resources Group
HR Division, Human Resources
Strategy Department
In order to ensure that our employees can work with enthusiasm for a long time, we are working to prevent young employees from leaving the company. From FY2022, we have been providing opportunities for new employees in the railway operations department to meet with experienced employees who have held supervisory positions and have a wealth of knowledge and experience in the railway industry. We also visit the workplaces of new employees, check how they are working, and observe their physical and mental health, while also conducting interviews and follow-ups as necessary. As a result of these activities, the turnover rate of new employees in the railway operations department has been reduced to about half of what it was before the activities began.
Sustainability Site Map
(materiality)
- Major sustainability themes (materiality)
- Identification processes
- Further seek safety, security, and satisfaction
- Thriving and friendly community development
- Create a future full of dreams
- Achieve an enriched life
- Develop a workplace and staff in a way that enables each person to put their abilities to use
-
Contribute to preserving the global environment
- Environmental philosophy
- Reducing CO2 emissions in response to climate change, promoting the use of renewable energy, and so forth
- Bringing about a circular society
- Preserving biodiversity
- Deepening our environmental management
- Expanding environmental buildings (green buildings)
- Responses to TCFD Recommendations
- Bolster a corporate foundation that is sincere and fair
