The KAYABA Group regards the diversity of human resources as an important factor for realizing sound operations. Accordingly, we aim to build a corporate culture that accepts and respects diverse values, cultures, and customs, while featuring open communication and maintaining flexibility in management strategies and product development.
Specifically, we are training human resources who can uphold our Corporate Spirit, employing diverse human resources, and positioning the right employee in the right position.

We are strengthening the management foundation and awareness campaigns for helping women thrive in the workplace. As an activity of raising the number of female employees in positions which provide opportunities for promotion, we obtained opinions from female employees through roundtable discussions and provided unconscious bias training to Directors and General Managers of the domestic KAYABA Group in FY2023. We will continue to develop an environment in which female employees can play an active role in such ways as offering step-up training in FY2024 which gives participants an opportunity to think about their own careers.
We established an employer action plan based on the Act on Advancement of Measures to Support Raising Next-Generation Children*1 and the Act on Promotion of Women’s Participation and Advancement in the Workplace.*2 We announced the plan on the website of the Ministry of Health, Labour and Welfare (Support Area for Work-Life Balance*3 and Database of Companies Promoting Women’s Active Engagement*4).
Also, in May 2023, we received the Eruboshi certification in recognition of our past activities.

*1. Act on Advancement of Measures to Support Raising Next-Generation Children: This law was enacted in order to create an environment in which children, who will be responsible for the next generation of society, are born and raised in good health.
*2. Act on Promotion of Women’s Participation and Advancement in the Workplace: This law requires companies to create a system in which women can balance both work and life by enhancing the workplace so that women can make active efforts.
*3. Support Area for Work-Life Balance: This website displays the action plans developed by companies and information that supports companies and employees who are trying to balance work and family life.
*4. Database of Companies Promoting Women’s Active Engagement: This website publicizes action plans developed by companies and their reports on women’s activities in the company.

We are progressing with initiatives aimed at the creation of a workplace where people with disabilities and those without disabilities can work and enjoy job satisfaction. We are widening the scope of the work that people with disabilities conduct as well as increasing the workplaces they can enter, thereby raising the hiring rate of people with disabilities. In September 2019, KYB established the Work Support Center, which conducts activities aimed at promoting employment and increasing the retention rate in cooperation with each department within the Company, government offices, schools, and various associations. At the end of March 2019, the disabled employment rate was 1.88%, and it has risen to 2.55% as of the end of March 2024. This surpasses the legal employment rate of 2.50%, which came into effect on April 1, 2024. Going forward, we will continue our efforts to hire people with disabilities.

Disabled Employment Rate / Legal Employment Rate of Persons with Disabilities

Note: The scope is for KYB.

In order to prepare an environment in which employees can work with peace of mind and to support work-life balance, we have introduced a remote work system, flexible-hours system, childcare / care giver temporary leave, reduced working hour system, and a spouse transfer leave system. Through these systems, we promote diverse working styles, increase productivity through business rationalization, and avoid long working hours through promoting the taking of annual paid vacation, thereby increasing employee engagement. Regarding the childcare system in particular, we aim to inform Company members about our systems related to childbirth and childcare by providing a guidebook for childbirth and child raising for female employees, male employees, and the management. Also, we have set up consultation desks at each worksite. Through these efforts, we are working to promote the active participation of male employees in childcare.

Average Number of Paid Holidays, Days Actually Taken and Usage Rate

At the KAYABA Group, training human resources so they can contribute to the achievement of our Corporate Spirit (norms, vitality, love, creativity) is part of the basics. To provide them with the necessary attributes,we have a human resources training program which consists of eight qualities and two skills. We think that the transparency of selecting persons for higher positions is an important element of human resouce development and we are working to improve the related system. Specifically, we clarify the required attributes and achievement standards for each position, review the requirements for an executive promotion based on the attributes, and conduct on-the-job training that incorporates elements that improve the attributes.