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 LGBTQ+ 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 training programs by organizational level focus on diversity, deepening understandings of work-style reform, childcare leave for male employees, LGBTQ+ 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 is undertaking various initiatives as outlined below to strengthen its previous efforts and prepare for the future.
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 focus 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.
Foreign Human Resources
Over the last 18 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 offices in Japan. We began training in January 2023 to develop leaders who will be active in the airport ground handling sector, advancing to Technical Training No. 2, which features more advanced training content. Meanwhile, we are developing specified skilled overseas workers to meet the growing demand for airline services, with many foreign nationals in Japan already playing active roles in the industry.
Encouraging the Success of Women
We launched Maternity Leave Reinstatement Seminars, conducted individually with employees and their supervisors. These seminars focus on employee mindsets when returning to work after maternity leave and on creating work environments that maximize the overall workplace capabilities. In this way, we implement the action plan established by the Act on the Promotion of Female Participation and Career Advancement in the Workplace. In FY3/2025, we are exploring e-learning educational activities to increase participant numbers.
In an era that values diversity, management must incorporate the opinions of people from diverse backgrounds. This is also the goal of activities to encourage women's empowerment. We will continue to reform our corporate culture through training and e-learning on such topics across our organization to enable female employees to sustain their careers.
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 We are committed to expanding these workplace models horizontally to create more environments that enable people with disabilities to work with fulfillment and vigor.
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.
The mindsets of the worksites hiring people with disabilities is also important in promoting the employment of these individuals. To this end, we began requiring senior management to take the Universal Manner Certificate course. This course teaches participants how to act from the perspective of others, including people with disabilities and the elderly. We and will expand the course to all levels in the future.