Human Capital

Diversity and inclusion
NEOJAPAN aims to create new value through innovation by providing diverse human resources with opportunities to demonstrate their abilities to the maximum.
We plan to enhance our competitive strengths by building workplaces in which diverse human resources can demonstrate their own abilities and talents to the maximum regardless of factors such as gender, age, race or nationality, disability status, sexual orientation, religion or creed, values, career, experience, or workstyle.

Promoting women’s careers
We strive to maintain an internal environment in which women employees can continue to work with peace of mind through their life stages. Our General Business Owner Action Plan calls for increasing women as a percentage of new hires. We are currently focusing on training women to become candidates for managerial posts.

Promoting senior employees
We have adopted a system for reemployment after mandatory retirement age and strive to maintain an environment in which all applicants can continue to thrive after retirement. We will continue to develop these systems for senior employees.

Promoting employment of people with disabilities
We strive to build an environment in which each and every employee can demonstrate a broad range of abilities regardless of disability status. We also support retention and skills improvement for employees with disabilities, with the cooperation and support of outside job coaches.

Promoting human resources hired at overseas facilities
Our overseas subsidiaries in Malaysia, Thailand, the Philippines, and elsewhere operate under structures in which employees dispatched from the head office and those hired overseas work together. We strive to build an environment in which employees of overseas subsidiaries can demonstrate their abilities to the fullest through various opportunities, including on-the-job (OJT) training at the head office.

Results
Percentage of managerial positions filled by women
Employment of people with disabilities

Work-life balance
NEOJAPAN strives to build an environment in which employees can realize workstyles based on a sound work-life balance.
We aim to increase productivity by means including normalization of working hours, encouraging employees to take annual paid vacation, support for balancing work with childcare, and provision of an environment in which each employee can work with high motivation and vitality.

Normalization of working hours and encouraging employees to take annual paid vacation
We strive to increase productivity and normalize working hours. We also encourage employees to take long vacations by combining annual paid vacation with holiday seasons, including the Golden Week holidays in spring, the year-end and New Year’s holidays, and summer vacation. Our General Business Owner Action Plan also sets a target rate of taking annual paid vacation, as we seek to contribute to employee work-life balance.

Working from home
We have introduced a program under which employees who can work more productively at home are given the option to work from home for up to two days per week.

Encouraging employees to take childcare leave
We strive to develop an internal environment in which both male and female employees can thrive in their careers while balancing work and childcare. Our General Business Owner Action Plan sets the target for increasing the percentage of employees taking childcare leave, and we encourage employees to do so through provision of detailed information of the program and other measures.

Shortened working hours for childcare and long-term care
Employees caring for preschool children* or family members who require long-term care can shorten their actual working hours by up to three hours per day.
* May be extended through sixth grade

Spousal maternity leave
An employee whose spouse is giving birth may take one day off as paid spousal maternity leave.

Results
Percentage of annual paid vacation taken
Number of employees taking childcare leave

HR development
NEOJAPAN pursues systematic hiring and HR development to secure the human resources needed to support its business activities and to create its future.
HR development is based on on-the-job (OJT) training within the workplace. Through OJT training, each employee masters the expertise NEOJAPAN has built up over the years in technologies, products, and services. This OJT training is backed by various other training programs.

Training programs

• Training for new hires
• Product training
• Compliance training (preventing insider trading, information security training)
• Training for next-generation leaders
• Leadership training

New-employee development
NEOJAPAN continues to hire new graduates every year and undertakes systematic hiring and development. After hiring, new employees undergo general training before being divided by assigned section for specialized and on-the-job (OJT) training. This system provides attentive guidance suited to the individual, based on a training structure that allows employees to proceed steadily to master knowledge and skills.

Supporting skills improvement
Active learning and strengthened specialization by individual employees boost our competitive strength. We offer assistance and rewards to help with the costs of training under certification programs like the IT Passport, Registered Information Security Specialist, and Systems Auditor qualifications, to help employees improve their skills.

Health and safety
Based on its policies on occupational health and safety and mental health, NEOJAPAN deploys various occupational health and safety activities. Recognizing the health and safety of each employee to be a vital foundation of company activities, we strive to maintain safe, comfortable working environments and to improve employee health alongside efforts to eradicate workplace accidents.

Basic Occupational Health and Safety Policy
Based on Chapter 10 (Health and Safety) of the Rules of Employment and the Health and Safety Management Rules, NEOJAPAN strives to enhance health and safety management within the Company. We clearly identify basic matters necessary to prevent workplace accidents and promote not just employee health and safety, but the development of comfortable working environments.

Occupational health and safety initiatives
In cooperation with industrial physicians, external agencies, and other parties, the Health Committee under the responsibility of the Representative Director plays a central role in developing our occupational health and safety management system, in promoting health management through the following and other initiatives, and in the disclosure of related information.

• Conducting health checkups and following up on detailed examinations
• Following up on specified health guidance (remote and on-site examination support)
• On-site group dental checkups
• Health Committee meetings
• Regular checks and efforts to improve workplace health and safety conditions through site patrols
• Conducting stress checks
• Visitation influenza inoculations
• Holding health improvement meetings led by outside instructors
• Holding seminars for women
• Participation in and exchange with a health management forum organized by the health insurance society
• Regular communication of health information by members of the Health Committee
• Holding quit-smoking days
• Support for first aid training
• Installing AEDs at Company entrances