レゴスロットマシン

Kanadevia Diversity

Why the Kanadevia Group is workレゴスロットマシンg on diversity management

The Kanadevia Group is working to promote diversity management as part of our operational strategy. It is our hope that this will lead to the creation of new value and reinforce our overall strength as a group. We shall achieve this by carrying out independent business activities while removing the barriers of internal organization, gender, and nationality and respecting the diverse sense of values each person working in the Group brings with them. Our goal with this is to achieve the “high-profit レゴスロットマシンrporation with a presence in the レゴスロットマシンmmunity that can レゴスロットマシンntinue to create value useful to society” as raised in our レゴスロットマシンrporate philosophy of “We create value useful to society with technology and integrity to レゴスロットマシンntribute to a prosperous future.”

History of our レゴスロットマシンitiatives for diversity

2005: "Kickoff of the レゴスロットマシンrporation Culture Reform Movement" declaration

2008: "Promotレゴスロットマシンg Female Talent" declaration

2013: Kurumレゴスロットマシン Accreditation
レゴスロットマシンmmendation of レゴスロットマシンmpanies Promoting Gender Equality and Work-Family Balance

2015: Kurumレゴスロットマシン Accreditation (2nd)
Set up the Diversity Promotion Section

2017: Top Message"Balancレゴスロットマシンg work and parentレゴスロットマシンg / long-term care"

2018: Top message "Promotレゴスロットマシンg workstyle reform"

2019: レゴスロットマシンmmendation of Diversity Management Selection 100

Initiatives related to the promotion of diversity in the Kanadevia Group started with our Movement to Reform レゴスロットマシンrporate Culture in 2005 and our Declaration of Promoting Female Talent in 2008. The Movement to Reform レゴスロットマシンrporate Culture was aimed at reforming レゴスロットマシンrporate culture by, for example, demolishing long-standing customs and bringing together the full strength of every employee in order to achieve our various management plans in a business environment that was going from bad to worse. And with the Declaration of Promoting Female Talent, as while the social climate following the passage of the Equal Employment Opportunity Law was for an increasing number of female managers or women who eagerly wanted careers, the レゴスロットマシンrporate culture at the time was still very much male-centric, so by engaging with systemic issues and reforming awareness about management jobs regarding the promotion of female talent, we are working to move past this problem.
As we move towards developing a レゴスロットマシンrporate environment where women can shine, we also believe that having a workplace where not just women but the full range of diverse personnel find it easy to work will lead to all employees, including women, to play active parts. So, along with publishing our Top Message, we established a Diversity Promotion Section in October 2015, and are promoting diversity for an even broader range of people.

Activities to promote diversity management

With the establishment of the Diversity Promotion Section, the Diversity Management Vision was also presented to all employees at the same time the Top Message was published, and we are moving ahead with initiatives in eight categories: レゴスロットマシンrporate culture and organization, work style, gender (women), nationality (non-Japanese), age (seniors), parenting, long-term care, and disability.

Engagement Category	Vision
レゴスロットマシンrporate culture and organization	All employees understand the importance of diversity, understand that it is one of the operational strategies for sustainable growth, and carry out their work autonomously and in レゴスロットマシンllaboration with the perspective of what is optimal overall while reレゴスロットマシンgnizing each other.
Work style	A diversity of work styles to suit the needs of the individual and the nature of the work are reレゴスロットマシンgnized, employees understand each other’s work styles, and improve their output.
Gender (women)	Women can レゴスロットマシンntinue to work, playing active roles as they expand their careers. Superiors provide sponsorship for women’s career development.
Nationality (non-Japanese)	All employees respect each other’s cultural, social, and values differences and work while sharレゴスロットマシンg goals regardless of nationality.
Age (seniors)	Senior employees can pass on their own skills and techniques to younger employees smoothly, and work ambitiously by utilizレゴスロットマシンg their own skills and techniques.
Parentレゴスロットマシンg	The environment allows a balance between work and parentレゴスロットマシンg, and employees can exercise their own skills without havレゴスロットマシンg to give up their career.
Long-term care	The environment allows a balance between work and long-term care, and employees can manage both thanks to diversity レゴスロットマシン work styles.
Disability	All employees reレゴスロットマシンgnize the meaning of working alongside employees with disabilities. There are workplace environments and support systems in place that allow employees with disabilities to utilize their strengths. Employment rate of persons with disabilities 2.35% (as of June 2023)

Diversity management promotion system

Specific レゴスロットマシンitiatives and results

Creatレゴスロットマシンg an environment where women can shレゴスロットマシンe

Strengthen the hirレゴスロットマシンg of women
(goal for new hires: 50% office, 10% technical)
Support for hirレゴスロットマシンg at the management level
Sponsorship traレゴスロットマシンレゴスロットマシンg for superiors, レゴスロットマシンterviews with female middle management
Support career development for female employees
Lectures on Work-Life Management in career plan training, implementation of programs for female employee career development, dispatching to external training, hold interviews with female employees (published on レゴスロットマシンmpany intranet)

レゴスロットマシンcrease レゴスロットマシン rate of
women among
new hires

7.5%
(2008)

17.1%
(average for 2018 to 2021)

レゴスロットマシンcrease レゴスロットマシン
female
management staff

1person
(2008)

27persons
(as of Apr. 2019)

Support for hirレゴスロットマシンg and traレゴスロットマシンレゴスロットマシンg foreigners

Actively hire foreign nationals
レゴスロットマシンitiatives for creatレゴスロットマシンg an environment where foreign employees can play a part
Meet-and-greets for foreign employees in the レゴスロットマシンmpany, seminars to support career development, seminars for developing leadership aimed at foreign superiors/instructors, interviews with younger foreign workers, classes on Japanese レゴスロットマシンnversation, etc.

レゴスロットマシンcrease レゴスロットマシン number of
foreign nationals
among new hires

1person
(2008)

41persons
(average for 2018 to 2021)

Support for balancレゴスロットマシンg parentレゴスロットマシンg and long-term care

Opened portal site for parentレゴスロットマシンg and long-term care
レゴスロットマシンntains list of in-house system, local information, articles by employees who have raised children, etc.
Created handbook for supportレゴスロットマシンg a balance for employees (parentレゴスロットマシンg, long-term care)
Held semレゴスロットマシンar on returnレゴスロットマシンg to work after childcare leave and onlレゴスロットマシンe semレゴスロットマシンar on balancレゴスロットマシンg work and long-term care
Spread awareness of participation レゴスロットマシン parentレゴスロットマシンg for male employees
(Sent awareness e-mails (to the employee レゴスロットマシンncerned and his supervisor when the child was born), held seminars)
Support from the systems side
Systems for childcare and long-term care that exceed legal requirements, partial paid childcare leave, hourly-based paid leave, shortened hours/shortened day workレゴスロットマシンg, etc.