Diversity
Approach to Diversity
These initiatives include hiring international human resources, promoting the success of women, hiring persons with disabilities, fostering an understanding of LGBTQ+ issues.
We also advance measures aimed at enhancing job satisfaction and ease of working, such as projects for promoting women’s success, led by the Human Resources Department in collaboration with other departments. We additionally further the development of manuals that help employees better understand the various systems related to childcare leave and nursing. Our job title-based training programs focus on diversity, deepening understandings of work-style reform, childcare leave for male employees, LGBTQ issues, and communication with foreign national employees. To encourage the success of women, we formulate action plans based on the Act on Advancement of Measures to Support Raising Next-Generation Children and the Act on the Promotion of Female Participation and Career Advancement in the Workplace. Furthermore, we offer awareness-raising and education programs for establishing a balance between childcare and work via telecommuting and shortened working hours in order to support childcare leave.
Each office is aware of the legally mandated employment rate of persons with disabilities and promotes their employment by communicating with support groups and public employment security offices, and accepting internship programs. Certain sites achieved an employment rate of more than 10% and we are horizontally expanding our efforts there in response.
Initiatives
Internal Training
Internal job title-based training covers lectures on LGBTQ+ issues as well as content appropriate to each job. Training for office/department managers covers childcare leave for male employees while training for assistant managers covers how to communicate better with foreign national employees. Training for chiefs and new employees focuses on unconscious bias, with fourth-year training on achieving the ideal work-life balance. Each of these training programs focuses on receiving hands-on experience in workshops that cannot be gained from lectures alone. We will continue to provide opportunities and expand training content for participants to familiarize themselves with diversity and deepen their understanding.
Technical Interns and Specified Skills Programs
Over the 19 years of our technical intern training program (individual enterprise type), a total of 1,700 trainees have brought Japanese logistics and management methods back to their home countries. We began training in January 2023 to develop leaders in the airport ground handling sector, advancing to Technical Training No. 2, which features more advanced training content.
Many foreign nationals with specified skills have been working in the fields of aviation and food and beverage manufacturing since 2022 at several business sites, supporting the workplaces from the ground up. Last year, motor transportation was added as an eligible field for specified skills, and logistics warehousing is expected to be added. The transition from Japan’s Technical Intern Training Program to the Employment for Skill Development Program, to take effect in 2027, is expected to increase continuity and integration into the specified skills. We will further increase the number of opportunities to work in more divisions and promote diversity to create value.
Encouraging the Success of Women
Katariba training and questionnaire surveys were conducted for female career-track employees who are eligible for next-generation management positions, based on the action plan established by the Act on the Promotion of Female Participation and Career Advancement in the Workplace. In these activities, various ideas, thoughts, hopes, and expectations were shared for the promotion of female career-track employees to the positions of office managers, who are at forefront of our field operations, and also to the positions of general managers, who unite a number of offices and actively promote collaboration and cooperation with other divisions from a Company-wide perspective. The realization of these hopes and expectations will further empower the entire workplace, and we are committed to organization-wide reforms to ensure that the continuation of these activities and concrete actions will enhance and sustain the careers of our female employees.
Hiring People With Disabilities
Several KONOIKE Group logistics sites created successful workplaces that enable people with disabilities to work with motivation and satisfaction. These sites hire and treat people with disabilities as stable and important members of the workforce.
People with disabilities experience various work tasks during the internship period In doing so, we strive to understand each person’s unique characteristics and personality, allowing them to maximize their performance by engaging in tasks that align with their strengths. These sites assign dedicated leaders to oversee and offer constant support, as attention to detail is essential in their daily work. We are committed to expanding these workplace models horizontally to create environments that enable people with disabilities to work with fulfillment and vigor.