Diversity
Initiatives Toward Diversity
We pursue a variety of initiatives designed to foster a culture that supports diverse employees. These initiatives include hiring international human resources, promoting the success of women, hiring persons with disabilities, fostering an understanding of LGBT issues.
We also further 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, LGBT issues, and communication with foreign national workers.
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 and offer awareness-raising and education programs for establishing a balance between childcare and work via telecommuting 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 working to horizontally expand our efforts there in response.
Diversity Promotion Department Initiatives
The Diversity Promotion Department, established in 2019, has launched the following initiatives, among others, in addition to strengthening existing initiatives.
Encouraging an Understanding of Diversity
We renewed the contents of our job title-based training for career-track employees in 2022 and carried out workshops appropriate to their year of training. This revised training focuses on topics related to the Childcare and Family Care Leave Act that took effect in April 2022. 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. The fourth-year training on unconscious bias for new employees and chiefs now emphasizes topics such as creating life plans, understanding company systems, and receiving hands-on experience in workshops that cannot be gained from lectures alone. We will continue to provide opportunities for participants to familiarize themselves with diversity and deepen their understanding.
Recruiting Foreign Nationals
Over the last 17 years, we have developed human resources from Japan’s Technical Intern Training Program (Individual Enterprise Type) in which employees of overseas subsidiaries learn Japanese-style logistics and management methods while working at domestic sales offices. We resumed accepting technical trainees as of April 2022 after suspension due to the COVID-19 pandemic. We will also began accepting new technical trainees to cultivate leaders who will be active in airport ground handling from January 2023. In addition, we are actively recruiting and hiring foreign nationals from outside Japan for active participation in our Airport-Related Business by utilizing Japan’s Specified Skilled Worker visa system to play an active role in response to soaring demand.
Encouraging the Success of Women
As part of the action plan formulated in accordance with Act on the Promotion of Female Participation and Career Advancement in the Workplace, we launched Maternity Leave Reinstatement Seminars in the fall of 2022. These seminars are conducted individually with relevant employees their supervisors and focus on employee mindsets when returning to work after maternity leave as well as the creation of a work environment that enables these employees to maximize their own abilities. In addition, we have launched new small roundtable discussions as of FY3/2023 to provide a networking forum for female employees. During the current fiscal year, we will provide a place for young female employees and senior female employees to interact and build relationships where they can feel free to ask for advice. We will explore the creation of a mechanism to make it a company-wide gathering going forward.