Diversity and Inclusion Sustainability

Diversity and Inclusion

Promoting Diversity and Inclusion

A key part of the Kurabo Group’s management strategy is to promote diversity and inclusion so that all employees can take full advantage of their abilities and gain a sense of achievement as they do their jobs. We’re working to create a corporate culture that ensures all employees can live up to their potential.

  • Initiatives to raise awareness
  • Initiatives to promote a diverse workforce
  • Initiatives to promote work-life balance

Initiatives to Raise Awareness among Executives and Employees

We’re striving to change how all executives and employees think and act to help them better understand that building a workplace that empowers a diversity of human resources leads to innovation and new value.

1. Communicating the president’s message

Kurabo’s top management communicates the importance of diversity and inclusion to all employees.

2. Initiatives to eliminate unconscious bias

We believe that eliminating unconscious bias is an essential part of promoting diversity and inclusion, and we offer awareness-raising programs and training.

Distributing a pamphlet to raise awareness of unconscious bias to all executives and employees
We compiled a pamphlet designed to raise awareness of unconscious bias and distributed it to all employees.
Offering unconscious bias training to executives and managers
We offered a lecture on unconscious bias that attracted about 200 attendees, mostly executives and managers.

3. Raising awareness through our in-house magazine and other means

We’re working to raise awareness of diversity and inclusion through our in-house magazine, over the company intranet, and with posters.

4. IkuBoss* initiative

To accelerate our promotion of diversity and inclusion, we are encouraging all of our executives and managers to embrace the ideal of the “IkuBoss,” an approach that encourages subordinates to balance the demands of their jobs and personal lives.

  • IkuBoss Corporate Alliance

    We’re a member of the IkuBoss Corporate Alliance.

  • We joined the alliance in December 2019.

*IkuBoss supervisors think about how to help their subordinates balance the demands of work and personal life, generating organizational results while striving to enjoy their own professional and personal lives.

Initiatives to promote a diverse workforce

We’re pursuing a variety of initiatives in the areas of professional development, hiring, and planning to ensure that all employees can make the most of their abilities by respecting and accepting diversity (for example, in terms of gender, age, cultural background, nationality, ethnicity, sexual orientation, gender identity, abilities and disabilities, workstyle, lifestyle, beliefs, experience, skills, and values).

1. Initiatives to promote gender equality

Formulating a voluntary action plan to promote female executives and managers
Reflecting its belief that diversity and inclusion are a key part of its management strategy so that all employees can find fulfillment in their work, Kurabo is working to create a corporate culture that ensures all employees live up to their potential by actively putting in place programs and a workplace environment that are conducive to that goal.
We promote gender equality as part of this effort by actively hiring and training women, increasing the number of female managers, and formulating and implementing an array of measures designed to support female employees’ professional development.
General employers action plan under the Act on Promotion of Women’s Participation and Advancement in the Workplace
Objectives: April 2016 to March 2021
(1) Increase the percentage of female career-track employees to 10%.
(2) Put in place a workplace environment, organizational culture, programs, and workstyles to ensure that female employees can live up to their potential over the long term.
Actively hiring women for career-track positions
We have been actively hiring females for career-track positions since 2014.
Women as percentage of new graduates hired as career-track employees
Women as percentage of new graduates hired as career-track employees
Earning certification as a City of Osaka Leading Company for Women’s Empowerment
We’ve earned certification as a Leading Company for Women’s Empowerment from the City of Osaka in recognition of our initiatives in this area.
Earning certification as a City of Osaka Leading Company for Women’s Empowerment
Establishing an HR help center
We created an internal help center that all employees can use to seek advice related to gender equality from the Human Resources Department, either using their real name or anonymously.

2. Initiatives to ensure individuals with disabilities can live up to their potential

Actively hiring individuals with disabilities
We actively hire individuals with disabilities.
Establishing an HR help center
We created an internal help center that all employees with disabilities and their coworkers can use to seek advice from the Human Resources Department, either using their real name or anonymously.

3. Initiatives to ensure individuals of all nationalities with a high level of skills and experience can live up to their potential

Actively hiring foreign nationals
We actively hire non-Japanese individuals.
Establishing an HR help center
We created an internal help center that all employees with disabilities and their coworkers can use to seek advice from the Human Resources Department, either using their real name or anonymously.

4. LGBT initiatives

Offering LGBT training for executives and managers
We offered a lecture on LGBT issues that attracted about 200 attendees, mostly executives and managers.
Offering training on the LGBT help center
We offered training for human resources employees to ensure that they could field requests for advice from employees and their colleagues concerning LGBT issues.
Establishing an HR help center
We created an internal help center that all employees with disabilities and their coworkers can use to seek advice from the Human Resources Department, either using their real name or anonymously.

5. Initiatives to ensure older employees can live up to their potential

Offering a reemployment program
We created a continued employment program for interested retirement-age employees as a way to meet demand for diverse employment following retirement by offering stable work opportunities to motivated workers in keeping with the spirit of the Act on Stabilization of Employment of Elderly Persons. The goal of this program is to enable older employees to make the most of their extensive knowledge, experience, and skills by contributing to Kurabo over the long term.
Establishing an HR help center
We created an internal help center that all employees with disabilities and their coworkers can use to seek advice from the Human Resources Department, either using their real name or anonymously.

Initiatives to Promote Flexible, Diverse Workstyles, and Work-life Balance

We’re dedicated to creating a workplace environment that’s conducive to flexible, diverse workstyles so that all employees can improve their own work-life balance.

1. Initiatives to reform workstyles

Reducing long working hours
We’re working to manage working hours in an appropriate manner using a time tracking system in order to reduce excessively long working hours.
Flex time system
At the Osaka Head Office, Tokyo Branch, and Technical Research Laboratory, we’ve introduced a flex time system that provides more leeway in employees’ working styles by allowing them to decide what time they start and finish work each day.
Offering “refresh holidays”
We’ve introduced a “refresh holiday” program that lets employees with 10, 20, or 30 years of continuous service take consecutive days off. We also offer monetary benefits to employees who have reached these milestones.
10 years of service: ¥100,000
20 years of service: ¥200,000
30 years of service: ¥300,000
Encouraging employees to take paid time off
We encourage employees to take at least four consecutive days of paid time off, including through an awareness-raising campaign.
Compiling a handbook on various benefit programs
We compiled a pamphlet offering easy-to-understand explanations of various programs and procedures to make it easier for employees to take advantage of available benefits.

2. Initiatives to help employees balance the demands of work and parenting

General employers action plan under the Act on Advancement of Measures to Support Raising Next-Generation Children
Objectives: April 2020 to March 2022
Objective 1
Improve use of parental leave during the period of time covered by the plan as described below:
・Male employees: During the plan period, increase to at least 15% the utilization of parental leave by male employees whose spouse has given birth (in combination with other in-house Kurabo holiday programs aimed at giving employees time off for childcare; minimum of one male employee utilizing parental leave).
・Female employees: Increase utilization of parental leave to at least 80%.
Objective 2
Increase the average number of annual paid time off days taken by each employee to at least 12.
Parental leave
Employees who have given birth or whose spouse has given birth are eligible to take parental leave until the child reaches one year of age. In special circumstances, this leave can be extended until the child reaches two years of age.
Other leave programs
We offer a variety of leave programs related to childbirth and childcare, including child nursing care leave, morning sickness leave, and childbirth leave for spouses.
Reduced working hours
We offer a program that allows employees to reduce the number of hours they work per day.
Staggered working hours
We offer a program that lets employees shift their working hours forward or backward.

3. Initiatives to help employees balance the demands of work and nursing care

Nursing care leave
Employees who are responsible for offering nursing care to a family member are eligible to take nursing care leave.
Reduced working hours
We offer a program that allows employees to reduce the number of hours they work per day.
Staggered working hours
We offer a program that lets employees shift their working hours forward or backward.