Each operating company within the Nichirei Group has continued to implement diversity initiatives.
So why did we establish a Diversity Promotion at Nichirei, the holding company, at this time?
There were two challenges that the Group needed to address.

The first is “coordination across the Group and the implementation of initiatives.”
Prior to this, within the Nichirei Group, diversity promotion initiatives had been carried out by each operating company, with activities tailored to the specific challenges faced at each company.
However, since diversity is a critical issue common to the entire Group, we faced the challenge of sharing and implementing measures across the Group as a whole, as well as further strengthening collaboration between companies.

The other was “women’s advancement.”
Although each company had been implementing initiatives focused on creating a comfortable work environment for women, there was no Group-wide target for the percentage of women in management positions, and challenges remained, such as “a lack of a clear path for women to participate in decision-making.”

The turning point came in April 2024.
With the aim of accelerating the planning and execution of Human Resources initiatives, the holding company’s Human Resources was reorganized into a three-division structure. In addition to the “Human Resources Development” and the “Human Resources Planning”*, the “Diversity Promotion” was established to drive diversity initiatives across the Group.

*Starting in fiscal year 2026, the structure is consist of three departments: the Diversity Promotion , the Human Resources Planning , and the Human Resources and Labor Management.

The Diversity Promotion focuses on “Securing and Developing a Diverse Array of Human Resources,” one of the five material matters identified by Nichirei. Hamanishi of the Diversity Promotion describes their mission as follows:

The Nichirei Group’s diversity initiatives are organized around three main pillars: “Assessing the Current Situation,” “Understanding and Penetration,” and “Implementing of Measures.”

First, we conduct an “Assessing the Current Situation” to identify on-site challenges based on data and employee feedback.

We gather data and identify trends through regular company-wide surveys of all Group employees and “engagement surveys” that measure employees’ motivation to contribute to their work and workplace. Furthermore, we collect unfiltered feedback through individual interviews to gain insights for implementing fact-based initiatives.

At the same time, we are gradually rolling out initiatives to “Understanding and Penetration” of diversity, from the executive level down to the front lines. Through study sessions for executives, training for managers, and “Diversity Week”—a Nichirei Group-wide internal event aimed at promoting diversity—we hope to provide opportunities for employees to learn about the concept of diversity itself.

In parallel with these efforts to assess the current situation and foster understanding and acceptance, the Diversity Promotion is working on four major “initiatives.”

① Promoting Women’s Advancement

We are implementing a wide range of initiatives, including the Group-wide “Project to Promote Women’s Advancement,” which incorporates feedback from female employees working on the front lines at Group companies, and the “Practical Leadership Program” for female candidates for management positions within the Group. Along with fostering a corporate culture that enables women to thrive, we are working to increase the proportion of female managers and provide support for their development and retention.

*Specific details of these initiatives will be introduced in Part 2.


② Supporting Diverse Work Styles, Including Balancing Work with Childcare and Elder Care

In addition to regularly holding caregiving seminars and encouraging male employees to take paternity leave, we have been placing renewed emphasis on supporting the balance between work and childcare since last fiscal year. Specifically, we distribute the “Touch Work Letter” to provide information to employees before and after maternity and childcare leave, and we hold online “Career Seminars” that employees can attend from home—even with a child on their lap—before returning to work.

③ Promoting the Employment of People with Disabilities, Primarily Through Special Subsidiary Company

Companies are required by law to employ a certain percentage or more of people with disabilities; this percentage is known as the “statutory employment rate.” Regarding initiatives for the employment of people with disabilities based on this statutory employment rate, we are advancing recruitment and training activities primarily through Nichirei Aura, a Nichirei special subsidiary company*. In preparation for future increases in the statutory employment rate, we are discussing the division of roles among each company and the types of work to be assigned, and are exploring the optimal structure for the Group as a whole.

*A Special Subsidiary Company is a subsidiary certified by the Minister of Health, Labor, and Welfare under the Act on the Promotion of Employment of Persons with Disabilities. It is established with the aim of increasing employment opportunities for people with disabilities and creating a work environment where they can work with peace of mind.

④ Promoting understanding of the LGBTQ community from senior management to frontline staff

Furthermore, starting with “LGBTQ Study Sessions” for executives—designed to teach accurate knowledge about LGBTQ issues and appropriate ways to interact with LGBTQ individuals—we have expanded this initiative into e-learning programs for all employees. By gradually broadening the scope of participation, we are promoting understanding of the LGBTQ community.

By implementing our initiatives along these three pillars—“Assessing the Current Situation,” “Implementing of Measures,” and “ Understanding and Penetration”—we are gradually advancing our efforts to foster understanding and penetration of diversity. In the annual Group-wide employee survey conducted since 2024, we have seen an approximately 10% increase in both the level of understanding and the degree of acceptance.

"Establishing the Diversity Promotion has broadened the scope of our initiatives,"says Kato, who was transferred to the department at the same time it was launched and is now working to develop and implement initiatives focused on promoting women’s advancement.

Hamanishi also shared her thoughts on diversity initiatives as follows:

We listen to the voices of each and every employee and consider measures based on the facts, challenges, and data that emerge from those conversations. Then, within an environment where psychological safety is ensured, we build on our efforts through ongoing dialogue.

By repeating this process, we aim to embed diversity not as a special initiative, but as an integral part of our daily work and decision-making.

The Nichirei Group aims to achieve this.

[Part 2: The First Step in Promoting Diversity. Advancing Women’s Empowerment at the Nichirei Group (tentative title)] (Scheduled for release in July) will introduce the specific initiatives the Nichirei Group is undertaking to promote women’s empowerment!