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,through the DE&I activities ,the MC Group aims to:
The MC Group has been working to realize its goals while also expanding its target group.
MC established a company-wide working group （DE&I Working Group）in 2023 to promote the development of environments and organizations where all employees can flourish by fully demonstrating their individual strengths.Working under MC’s President, the DE&I Working Group（DWG） explored and proposed measures designed to ensure respect and tolerance for personal attributes, foster diversity and versatility, and enable employees to thrive.
One of the measures recommended by the DWG,10 departments/offices across the company are nominated as "DE&I Ambassadors" in FY2024 to take on the mission of leading DE&I implementation.
MC will accelerate the promotion of DE&I by creating and horizontally implementing good practices through the specified departments/offices that can be conducted on a small and trial scale, in addition to companywide measures.
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.
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.
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.
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.
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).
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.
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 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 |
|
| 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) |
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.
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 constantly have women at executive level, MC will implement initiatives to improve the percentage of female entrants and increase the number of women in each layer (called the “pipeline”).
As a first step, MC has set goals for FY2027 and FY2030 . By continuously reviewing our initiatives and progress, MC will determine the upcoming targets and various measures, and will achieve our vision, to have at least 30% women at all levels.
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.
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.
The awareness towards working beyond the age of 60 differ widely from one person to the next, and opinions on the subject are likely to vary even more in the coming years. In addition to introducing its Re-employment Course Syetem for extending the careers of employees aged 60 and over, MC has established a Career Design Center at Human Link Corporation, a wholly owned subsidiary of the Global Human Resources Department, which provides comprehensive support for senior employees.
The Center offers comprehensive services such as individualized career planning consultation based on each employee’s personal situation and values, provision of various information and training programs for employees who wish to continue their careers outside the company, and collection of recruitment and job matching information.
Functions of the Career Design Center
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.
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.
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.
Please refer to the links below for data related to diversity management, including the use of various systems, the ratio of female managers, and the employment rate of persons with disabilities.
