St

Policy

A Flexible and Powerful Organization Capable of Adapting to Changing Business Environments

The MC Group’s global workforce is made up of a diverse group of employees in terms of lifestyles and values. As the MC Group’s businesses rapidly become more global and diverse, MC recognizes that it will be essential to drive growth while encouraging a diverse range of employees to share common values and engage in healthy competition with one another. Doing so will be vital for achieving sustainable corporate growth. We believe that the significance of diversity management at the MC Group lies in building a strong organization with the flexibility to adapt to changing business environments. In sharing the spirit of its guiding philosophy, the Three Corporate Principles, the MC Group aims to:

  • Recruit and apply its broad professional expertise without discrimination.
  • Reap the benefits of workforce diversity by embracing and applying different perspectives and ideas to its management practices, business creations and regional developments.
  • Improve organizational performance by ensuring an inclusive professional work environment that maximizes the abilities of a diverse workforce.
[Specific Initiatives]
  • Reviewing work styles with an emphasis on work-life balance
  • Building a corporate culture that embraces diverse values
  • Supporting employees with childcare, family care and other family responsibilities
  • Supporting women’s careers
  • Engaging expertise of senior employees
  • Engaging expertise of employees with impairments
  • Engaging expertise of employees regardless of nationality
人事部 人事組織チーム(PJ-P)

Structure

Officer in Charge Akira Murakoshi (Member of the Board, Executive Vice President, Corporate Functional Officer, CDO, CAO, Corporate Communications, Corporate Sustainability & CSR)
Deliberative Body
(A subcommittee under the Executive Committee, a management decisionmaking 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.

Reference:Diagram of the Sustainability Promotion Framework

In 2007, MC established its first organization specifically dedicated to diversity management in the Global Human Resources Department (originally named the Work Environment Support Office, it was renamed as the Diversity Management Promotion Office the following year). Thereafter, following reorganization, MC established the Diversity Office in October 2014. The Diversity Office strives to enhance and expand support measures for employees balancing work with childcare or family care responsibilities. It also considers measures such as initiatives to create welcoming workplaces for non-Japanese and LGBT employees. MC will continue to undertake initiatives to further improve its work environments in order to ensure that each employee in its diverse workforce is able to keep motivated and achieve his or her own full potential.

MC SIM事務局, 人事部 人事組織チーム(PJ-P)

Initiatives

(1)Supporting Employees with Family Responsibilities

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 work styles in order to create a comfortable and supportive atmosphere that understands and encourages the active utilization of these systems.

Support for Balancing Career and Childcare

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. For this, MC is working to upgrade and expand various systems available for use by both men and women.

Maternity/Paternity and Childcare Systems

Maternity/Paternity and Childcare Systems

Establishment of MC’s Childcare Concierge within the Global Human Resources Department
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.
Children’s Daycare Facilities & Services
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 daycare facilities so that employees always have access to a daycare facility and babysitters who they 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.
Paid School Events Leave, Staggered Work Hours, Flex-Time Work and Telecommuting (working from home)
MC has established a system for paid school events leave, which allows employees to take time off 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 MC is further supporting employees balancing work and childcare by implementing a system for telecommuting (working from home).
Encouraging Work Style Diversity and Work-Life Balance
MC has distributed its Childcare Support Handbook to all MC employees, 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, bosses and colleagues on how to improve office communication. MC also provides regular guidance to staff in management-level positions.
Support for Balancing Career and Family Care

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, as well as establishing a Family Care Consultation Desk, providing a system where employees and their family members can consult regarding their concerns at an early stage.

Family Care Support Systems

Family members requiring nursing care Spouses, children, parents, parents of spouses, grandparents, grandchildren, brothers and sisters
Paid Family Care Leave 10 days per fiscal year, paid
Work Styles
  • Exemptions from and restrictions on late-night, overtime and weekend work
  • Staggered work hours/flex-time
  • Special medical leave (for family care reasons)
  • Consultations on family care with external experts
Family Care Leave 1 year on a cumulative basis for each family member requiring family care (365 days including non-business days)

* Can be obtained in separate segments for each family member requiring ongoing, constant nursing care

Employee benefits
  • Use of nursing care services (24-hour consultation desk)
Encouraging Work Style Diversity and Work-Life Balance
MC has distributed a Support for Balancing Career and Family Care Handbook to all employees 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 bosses 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.
Re-Employment System for Employees Accompanying Spouses on Domestic or International Job Transfers

Providing that certain conditions are met, MC will re-employ those who previously left MC due to their spouses’ domestic 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.

人事部 人事組織チーム(PJ-P)

(2)Supporting Women’s Careers at MC

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 best accommodate the needs of female professionals and help them to excel, MC has established a five-year plan to support its working women. The plan’s targets and initiatives are described below. 

Plan Period: April 1, 2021 – March 31, 2026
Targets and Initiatives
〇 Target 1: Encourage more high-level appointments of female employees and raise the percentage of women in management-level positions above 15%.
By expanding its systems to promote a healthy work-life balance and taking special, career-support measures for its female professionals, MC has managed to boost this percentage in recent years; however, the company now plans to take the following, additional steps to further accelerate its appointment of women to executive positions:

〈Description of initiatives〉

  • Leverage job recruitment sessions, the company website and other PR tools to proactively target female candidates for positions at MC and boost the percentage of job applications from women.
  • Instruct the Women’s Career Managers to analyze and address any separate issues that may exist within their respective departments (in addition to their general responsibilities under MC’s companywide policy).
  • Develop / roll out training programs and networking opportunities that are specially designed for working women (this initiative shall be part of MC’s overarching aim to rear management professionals who are committed to raising the value of MC Group businesses).
  • Enhance support for working women, such as by offering a mentorship program aimed at further motivating women in executive positions and broadening their perspectives.
  • Provide more support to ensure that women can enjoy a healthy work-life balance by accommodating flexible work styles (assist early returns from maternity or paternity leave and help women to secure full-time positions).
  • Take measures to improve the managerial and negotiating skills of all employees, regardless of background, in order to ready them for management-level positions.
〇 Target 2: Ensure that all eligible male employees take their  full paternity leave.
Although in recent years more working fathers at MC have been taking paternity leave and doing so for longer periods, many are still not taking full advantage of the program. MC shall continue working on improvements that will both raise awareness of the program and make it easier for male employees with newborns to use it.

〈Description of initiatives〉

  • Separately remind both each male employee with a newborn and his superior about his eligible paternity leave.
  • Encourage male employees to use the program through roundtable discussions with those who already have, internal PR work and other initiatives.
  • Use internal training programs to explain diverse work styles, support for achieving a healthy work-life balance, and diversity management (including making better use of the expertise of MC’s female employees).
Career support based on major life events during childbirth and childcare periods

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 hear about the experiences of their senior colleagues on topics such as work styles after returning to work from maternity/paternity leave.

Support for employees on overseas assignments accompanied only by children

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 family members to join the employee, and providing a special subsidy for accompanying family members.

人事部 人事組織チーム(PJ-P)

(3)Engaging the Senior Workforce

The awareness and attitudes towards working beyond the age of 60 differs widely from one person to the next, and opinions on the subject are likely to vary even more in the coming years. In 2006, besides introducing its Re- Employment Course System for extending the careers of employees aged 60 and over, MC also enhanced the functions of its Career Design Office, which provides comprehensive support for senior employees.

The Career Design Office establishes and manages a human resources (HR) system exclusively for senior employees. Individualized arrangements are made with each employee who wishes to continue working beyond the age of 60 or who would like to consider their future life/career. Comprehensive support is available through the provision of various information and training programs, collection of recruitment information, job matching services, and other means.

Functions of the Career Design Office

Functions of the Career Design Office

人事部 人事組織チーム(PJ-P)

(4)Diverse Employment Opportunities for Persons with Impairments

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

Helping to Increase Employment Opportunities for Persons with Impairments Mitsubishi Shoji & Sun Co., Ltd.

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 and without impairments, corporate self-reliance, and new corporate value, Mitsubishi Shoji & Sun Co., Ltd. works to increase employment opportunities for various persons with impairments while providing IT services such as system development, data entry, DTP and server operation to numerous business partners including MC and other MC Group companies.

Reference:Mitsubishi Shoji & Sun Co., Ltd. website (Japanese only) https://www.mctaiyo.co.jp/

人事部 人事組織チーム(PJ-P)

(5)Engaging a Global Workforce

Support for Non-Japanese Employees

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.

Reference:For details on value sharing and international transfers of employees at overseas offices, please see Human Resource Development.

MC Diversity Management Human Resources Development

DFF Inc., MC SIM事務局, 人事部 人事組織チーム(PJ-P)

人事部 人事組織チーム(PJ-P)

Relevant Data

Data on Employees Using MC’s Various Systems (As of March 31 Each Year)
  2017.3 2018.3 2019.3 2020.3 2021.3
Number of employees who took Paid Spousal Childbirth Leave 100 83 96 98 88
Number of employees who took Maternity/Paternity Leave*1 35 66 58 72 84
 Male 3 14 14 20 36
 Female 32 52 45 52 48
Number of employees who have children*2 245 275 233 275 241
 Male 208 221 184 216 190
 Female 37 54 49 59 51
Ratio of people taking childcare leave(%)          
 Male 1.4 6.3 7.1 9.3 19.0
 Female 97.3 90/7 93.9 96.6 96.1
Number of employees who return to work after childcare leave*3          
 Male 2 14 11 16
 Female 23 36 52 47 57
Rate of continued employment after childcare leave(%)*4          
 Male 100 66.7 100 84.6 80.0
 Female 92 97.3 96.3 95.9 98.3
Number of employees who took Paid Childcare Leave 211 224 251 274 246
 Male 79 87 94 123 82
 Female 136 124 130 151 164
Number of employees who took Paid School Events Leave 252 265 281 299 189
 Male 121 123 138 139 84
 Female 131 142 143 160 105
Number of employees who shortened work hours for childcare 72 73 82 91 67
 Male 1 0 2 1 0
 Female 71 73 80 90 67
Number of employees who obtained staggered work hours or flex-time for childcare reasons 37 41 87 92 25
 Male 6 5 18 22 3
 Female 31 36 69 70 23
Number of MC Childcare Concierge consultations 115 141 116 93 45
 Male 43 42 22 13 20
 Female 72 99 94 80 25
Number of participants in MC Gakudo (total) 115 131 94 102 -
Number of participants in training seminars for employees on childcare leave 20 28 19 19 10
Number of employees who took Family Care Leave*1 4 1 4 1 1
 Male 1 0 0 0 1
 Female 3 1 4 1 0
Number of employees who took Paid Family Care Leave 196 225 247 271 187
 Male 59 71 68 78 54
 Female 137 154 179 193 133
Number of employees who obtained staggered work hours or flex-time for family care reasons 5 7 8 9 5
 Male 0 1 0 0 0
 Female 5 6 8 9 5
Number of consultations by the family care consultation desk 61 45 45 48 25
Number of employees who applied for the re-employment system for employees who left to accompany spouses on domestic or international transfers*5 10 10 6 14 10
  1. *1 Number of employees who began taking childcare leave during said fiscal year (ending in March).
  2. *2 Number of male employees whose spouses gave birth during said fiscal year ended March 31, number of female employees who gave birth during said fiscal year (ending in March).
  3. *3 Number of male employees who began taking childcare leave the previous fiscal year (ending in March) who had returned to their positions at the end of said fiscal year (ending in March) , number of female employees who gave birth during the previous fiscal year (ending in March) who had returned to workcare at the end of said fiscal year (ending in March).
  4. *4 Percentage of male employees who began childcare leave the previous fiscal year (ending in March) who had returned to their positions at the end of said fiscal year (ending in March), percentage of female employees who had given birth during the previous fiscal year (ending in March) who had returned to work at the end of said fiscal year (ending in March).
  5. *5 Re-employment system for employees accompanying spouses on domestic or international transfers refers to a system in which re-employment is offered, under certain conditions, to employees who resign from their positions in order to accompany their spouse to the location of a domestic or international transfer.
MC SIM事務局, 人事部 人事組織チーム(PJ-P)

Percentage of Women in Management-Level Positions and Gender Composition of Board Members

Percentage of Women in Management-Level Positions (non-consolidated)

Percentage of Women in Management-Level Positions

* As of April 1 of each calendar year

Gender Composition of Board Members (as of June 25, 2021)
(Unit: person)
  Male Female
Members of the Board 10 1
 External Directors 4 1
Audit & Supervisory Board Members 3 2
 External Audit & Supervisory Board Members 1 2
Executive Officers 49 0

 

MC Women Overseas (as of April 2021)

MC Women Overseas (as of April 2019)

Region No. of people City
North America 10 Boston, Washington D.C., Houston, Los Angeles, Palo Alto, Calgary
Latin America & the Caribbean 2 Lima, Santiago
Europe 9 London, Liverpool, Rotterdam, Madrid, Salamanca, Moscow
Africa 1 Johannesburg
Middle East 1 Doha
Asua & Oceania 32 Singapore, Bangkok, Samut Prakan, Jakarta, Kuala Lumpur, Ho Chi Minh, Brisbane
East Asia 6 Beijing, Shanghai, Changsha, Ulaanbaatar
MC SIM事務局, 人事部 人事組織チーム(PJ-P)

Employment Rate of Persons with Impairments

Employment Rate of Persons with Impairments

(As of June 1 of each calendar year)

* The statutory employment rate of persons with impairments (private-sector companies) was raised from 2.2% to 2.3% on March 1, 2021.

* The total of the non-consolidated company, Mitsubishi Corporation Taiyo, a special subsidiary, and the three companies applicable to the group.

MC SIM事務局, 人事部 人事組織チーム(PJ-P), 人事部 健康推進・D&Iチーム

Independent Practitioner’s Assurance

Theme thumb mitsubishi assurance report  translation 2020 html 20200814

ESG Data marked with a star (⋆) for the year ended March 2022 has received independent practitioner’s assurance from Deloitte Tohmatsu Sustainability Co., Ltd.

Reference:Independent Practitioner’s Assurance Report

MC SIM事務局, 人事部 人事組織チーム(PJ-P)

Evaluation by Society

Key Certifications

In January 2017, MC received the Platinum Kurumin Certification from the Ministry of Health, Labour and Welfare. The Platinum Kurumin Certification is awarded to Kurumin-certified companies that have implemented measures to support employees’ childcare needs at a higher standard. At MC, childcare benefits include both maternal welfare and childcare support. MC has been working to create processes as well as an environment that supports employees with children. Specifically, MC has ensured that its Maternity/Paternity Leave exceeds Japan’s minimum legal requirements, and has introduced other measures to help employees returning from Maternity/Paternity Leave to comfortably balance their parenting and work responsibilities. These include a flex-time system as well as shortened or staggered work hours. MC has also made it easier for male employees to take advantage of these benefits, such as by lifting the restriction that previously did not allow employees’ spouses access to full-time childcare, and also by introducing MC’s Paid Spousal Childbirth Leave. As a result of these and other measures to support work-life balance, MC has received Kurumin certification from the Ministry of Health, Labour and Welfare continuously since 2008, in recognition of the action plan it has formulated and implemented to support employees’ childcare needs.

* About the Kurumin certification and Platinum Kurumin certification (Excerpt from the Ministry of Health, Labour and Welfare’s website) Enterprises that have formulated general business operator action plans in accordance with the Act on Advancement of Measures to Support Raising Next-Generation Children and satisfy certain standards may apply to receive certification by the Minister of Health, Labour and Welfare (Kurumin certification) as a company that supports the childcare needs of employees. Moreover, the new Platinum Kurumin certification was instituted on April 1, 2015 to recognize Kurumin-certified enterprises that have made considerable progress in terms of the introduction and use of work-life balance support systems and which have executed measures to a high standard, along with encouraging these enterprises to continuously undertake such measures.

Reference:Reference: Work-Life Balance Plaza (Japanese only)

くるみん認定

In January 2017, MC received L-boshi (second level) certification from the Ministry of Health, Labour and Welfare as an outstanding enterprise in promoting women’s participation and career advancement.

* About the L-boshi certification (Excerpt from the Ministry of Health, Labour and Welfare’s website)
The Act on Promotion of Women’s Participation and Advancement in the Workplace entered into force on April 1, 2016. Under this act, enterprises that have formulated general business operator action plans and have submitted notification to the effect that they have formulated such plans, as well as satisfy certain standards, may obtain certification by the Ministry of Health, Labour and Welfare (L-boshi certification) as an enterprise offering excellent conditions with respect to promoting women’s participation and career advancement.

えるぼし認定(2段階目)

MC SIM事務局, 人事部 人事組織チーム(PJ-P)