Materiality

Diversity

Imagining People, Creating the Future.

At H.U. Group, we believe that a culture of respect and mutual recognition of all employees with various attributes and circumstances such as gender, disability, race, nationality, sexual orientation, gender identity, childcare and nursing care is the foundation of the company.
Under the concept of "Imagining People, Creating the Future," we strive to create an environment and culture where each and every employee can play an active role in their own way, in addition to promoting diversity and inclusion to achieve sustainable growth and to strengthen competitiveness of our company.

  • About Diversity in the H.U. Group
  • Specific Efforts towards Diversity Promotion
  • Results
  • Target/KPI

About Diversity in the H.U. Group

In addition to its Diversity Policy, the H.U. Group advocates respect for diverse values under the Mutual Respect section of the Values and Traits under its Group Philosophy system, ensuring diverse human resources regardless of nationality, age, or gender. Employees range in age from the late teens to 60s, and about half of new graduates hired in recent years are women. Furthermore, we are focusing on promoting the success of women, setting a high ratio of female managers and those returning to work after childcare leave, and otherwise developing measures to create an environment in which more women can play active roles, with the most recent rate of childcare leave and ratio of return from childbirth/childcare leave being 100% and 98.8%, respectively.
We believe that, based on our Diversity Policy, a workplace environment that ensures elimination of unreasonable differences in treatment, satisfactory treatment regardless of the choice of the form of employment, and freedom of choice from a variety of workstyles provides the opportunity to make the most of the capabilities of each and every employee. For this reason, we have adopted the same pay system for employees with the same qualifications and duties, which respects diversity, in addition to compliance with the relevant laws and regulations applicable in each country and region where we do business.

Specific Efforts towards Diversity Promotion

H.U. Group emphasizes the perspective of respecting the individual, and on top of this, believes that various attributes such as gender, age, race, nationality, disability, personality, religion, hobbies, and preferences represent the individuality of each individual.
We provide diversity education and harassment education for all employees as well as diversity management education for managers, who have a greater deal of influence, to ensure that they can practice it in the workplace based on the perspective of "respecting the individual."

  • 育児との両立
  • 介護との両立
  • 不妊治療との両立
  • LGBTQ
  • エイジ
  • 女性の活躍
  • グローバル
  • 障がい者

Achievements

External Evaluation in Women's Empowerment

MSCI Japan Empowering Women Index (WIN)

The index is composed of stocks of companies with excellent gender diversity scores among the "MSCI Japan IMI" covering Japanese stocks. Our company has been selected as a constituent for five consecutive years since 2019.

* The use by H.U. Group Holdings, Inc. of any data of MSCI ESG Research LLC or its affiliates (“MSCI”) and the use of MSCI logos, trademarks, service marks, or index names herein do not constitute a sponsorship, endorsement, recommendation, or promotion of H.U. Group Holdings, Inc. by MSCI. MSCI services and data are the property of MSCI or its information providers and are provided “as is” and without warranty. MSCI names and logos are trademarks or service marks of MSCI.

MMSCI Japan Empowering Women Index (WIN)

Certification as a Company Promoting Diversity and Inclusion

Diversity and Inclusion AWARD "Standard"

We have been certified as a company currently promoting diversity and inclusion.

Diversity and Inclusion AWARD Standard

Target/KPI

By the fiscal year of 2024
Ratio of female managers and above

Every employee envisions their own career in their own way, and the company provides them with options to support their self-realization. As part of this, we regard women's empowerment as one of the material issues and are working to support their promotion to managerial positions.

Ratio of female managers and above 22%

By the fiscal year of 2024
Rate of men's childcare leave

To support work-childcare balance of employees in childcare, we are promoting use of childcare leave　and vacation by creating a workplace environment and culture that facilitate use of childcare leave regardless of gender, so that every employee can take childcare leave.

Rate of men's childcare leave 90%

Materiality

Specific Efforts towards Materiality

Work-childcare Balance

To ensure work-childcare balance of employees, we have been engaging in a variety of efforts such as education for all employees, distribution of handbooks, and at some group companies, partial paid leave and support payments.

Work-nursing care Balance

To ensure longer careers of employees, we have been engaging in a variety of efforts that, in accordance with the Caregiver Leave Regulations, allows them to apply for nursing care leave for family members requiring nursing care and that at some group companies, allows them to compensate for a certain amount of income by the Caregiver Leave Compensation System.

Work-fertility treatment Balance

The Carryover Paid Leave Regulations allow employees to carry over paid leave that has passed the normal expiration date. The vacation can be used for fertility treatment.　

LGBTQ

In addition to forbidding discrimination, such as introducing a partnership system and clearly stipulating the prohibition of SOGI harassment in our rules and regulations, we have also been engaging in a variety of efforts to create an environment in which employees can continue to work in their own way.

Age

To allow elderly employees to choose a workstyle that suits them more, we support their further success within the company through a position/role retirement system, as well as their formation of a second career through a new career plan support system (early retirement system).

Women's Participation

We provide an environment that hires, promotes to management, improves rates of return from childcare leave, and engages in other measures to encourage women to work longer careers within the H.U. Group to ensure that female employees can express their individuality and demonstrate their abilities.

Globalism

In addition to forbidding discrimination on the grounds of race, religion, and nationality, we have been engaging in a variety of efforts to ensure that each and every employee can express their individuality in their workplace.

People with Disabilities

H.U. Cast was established in April 2019, and after receiving certification as a special subsidiary, we have created a place where employees can express various individualities and have been gradually expanding our work contents, promoting the employment of people with disabilities.
In addition to shared-office contract work and cleaning and testing preparation work, we also contribute to local community through, for example, information sessions and student internships for external students and their parents.
For more information, please visit H.U. Cast's website［https://hucast-hugp.com/］.

H.U. Group Holdings, Inc. All rights reserved.