The MEC Group regards employees as the most important human capital which supports the sustainable development of the Group, and is working to embody the ideal image of human resources as being “capable of self-reliance, self-discipline, and solidarity”. As part of our efforts to develop human resources and improve the internal environment with the aim of creating human value from a short-, medium-, and long-term perspective, we have established the Human Resource and Internal Environment Development Policy as shown below.
Human Resource and Internal Environment Development Policy
- Realizing a corporate culture that allows employees to take on challenges
We will foster a corporate culture in which human resources with diverse personalities and values can take on the challenge of “creation and transformation” through autonomous self-propulsion and solidarity. - Supporting career and skill development
We will provide the education and training opportunities necessary for the sustainable growth of each employee and support both career and skill development. - Promoting diversity
We will work to create a rewarding working environment by acquiring diverse human resources, building a personnel system that rewards individuals with fair evaluations, and enhancing our talent management system to realize effective human resource allocation. - Improving employee engagement
We will improve employee engagement by promoting the development of systems and changing attitudes to accommodate a diverse range of human resources, and by improving work-life balance. - Building a favorable internal environment
We will create a favorable internal environment in which all employees can maintain good physical and mental health and continue to work safely and energetically.
Human Capital Strategy
The MEC Group based on our corporate motto and management principle, the MEC Group has formulated and implemented a human resource strategy based on human capital management that is linked to our management strategy to realize the corporate image set forth in the Vision for 2030 and medium-term management plan.
Human resource development
The MEC Group regards employees as the most important human capital that supports the sustainable development of the Group. In order to enable human resources with diverse personalities and values to embody the ideal image of human resources is “autonomous driving and solidarity”, we are systematically developing human resources with the aim of creating human value from a short-,medium-, and long-term perspective.
Education system
In order to realize the development of human resources “capable of self-reliance, self-discipline, and solidarity”, we are implementing various training programs and measures according to objectives and employee categories. Specifically, we have established training systems suited to our objectives and are endeavoring to improve the skills of employees, including training by rank in accordance with position and role, training to strengthen management skills to develop a management perspective for selected managers, and language skills improvement programs to meet the needs of global business development.
In particular, with regard to training to ensure that all employees have digital literacy, as stated in our Medium-term Management Plan, we will formulate training content to fill the gap between our current situation and our goal, based on the results of periodic employee level surveys since last fiscal year, and implement it as part of rank-based education.
Systems to support balancing work with childcare and family-care
(Red letters: Based on our regulations)
Indicators and targets
Indicator | Target(2030) |
---|---|
[1] Ratio of women in management positions | 30% or more |
[2] Gender wage gap | 10% or less |
[3] Percentage of men taking childcare leave | 85% or more |
※These are non-consolidated targets for the Company. No consolidated targets have been set.
General Employer Action Plan Based on the Act on the Promotion of Women’s Active Engagement in Professional Life and the Act on Advancement of Measures to Support Raising Next-Generation Children
In order to create an employee environment that is easy to work in and where employees can demonstrate their abilities and achieve a work-life balance, the following action plan shall be formulated.
- Planned period:
- From April 1, 2024 to March 31, 2027 (Three years)
- Target1:
- Provide female workers with opportunities related to their professional lives.
Increase the percentage of female workers in managerial positions to 30% or more. - Countermeasures:
- ・Have target employees (aspiring to become managers) take awareness training.
・Recruit management-level employees. - Target2:
- Numerical targets for balancing work and family life.
Increase the percentage of men taking parental leave to 85% or more “except for years in which no such person is eligible.” - Countermeasures:
- ・Explain the system in detail to male employees who are eligible.
・Share impressions and experiences from male employees who took advantage of the system.
・Deepen the understanding of supervisors at work and create an environment in which it is easy to take childcare leave.