Diversity Promotion
Work-Life Balance
MJC strives to support each and every one of our employeesto showcase their best performance at work all the while being able to fully tend to their families, working toward a harmonious coexistence of home life and work.
Based on the philosophy of increasing productivity by way of building trusting relationships with our employees, we are proactively pushing for open, mutual communications with them, encouraging the uptake of paid leave, in order to realize true work-life balance.
Acquisition rate of childcare leave and reinstatement rate
| 2022 | 2023 | 2024 | ||
|---|---|---|---|---|
| Acquisition Rate (Number of Employees) |
Women | 100% （3 people） |
100% （6 people） |
100% （5 people） |
| Men | 23.8% （5 people） |
30% （6 people） |
50% （11 people） |
|
| Return Rate | 100% | 100% | 100% | |
We promote creating a workplace environment where employees, regardless of gender, can take childcare leave if they wish.
Support for Balancing Caregiving and Childcare, and Promotion of Leave Acquisition
| 2022 | 2023 | 2024 | |
|---|---|---|---|
| Paid Leave Utilization Rate | 82.9% | 85.9% | 89.1% |
Employees who care for family members or pre-school children are entitled to five days of paid leave per year for caregiving and nursing. Additionally, we have introduced a short-time work system that allows for a reduction of working hours by up to two hours for childcare.
Furthermore, to promote the use of annual paid leave among all employees, the management regularly checks the utilization rate of paid leave every six months, continually working to enhance these systems.
Creating an Environment Where Employees Can Continuously Work
We focus on creating systems and an environment where employees can work with high engagement, promoting flexible working arrangements such as telecommuting and support systems for balancing childcare, caregiving, and medical treatment.
We particularly respect the wishes of employees who require hospitalization or regular medical visits due to illness, and we have established support systems to help them balance their treatment and work.
Additionally, we strive to promote the use of leave and to curb long working hours, creating an environment where employees can balance work with life events. This approach enhances employee satisfaction and helps prevent turnover.
Promotion of diverse human resources
Engagement survey
| 2021 | 2024 | |
|---|---|---|
| Response Rate | 91% | 94% |
To create an environment where employees can work with a sense of purpose and fulfillment, we conduct engagement surveys to identify organizational challenges and link them to improvement activities.
Through analysis by Willis Towers Watson, the company conducting the surveys, we re-evaluate our strengths and areas for improvement. Based on these insights, each department formulates action plans and implements concrete measures.
This initiative encourages each individual to reflect on the company's current state and future, increasing opportunities for direct dialogue between management and employees, as well as among employees themselves. This fosters a corporate culture where diverse talent can thrive.
We will continue to conduct regular surveys and support departmental activities to enhance engagement.
Unconscious bias training
With the aim of fostering an organizational culture where diverse talent can thrive, we revised our tutor training for new employees starting in 2024 and incorporated unconscious bias training. Additionally, during the December Human Rights Week, we conducted unconscious bias training for our managers.
To create a workplace environment where each individual can actively and vibrantly contribute, we are not only reviewing our employment systems to make them more supportive but also working on improving our organizational culture.
Percentage of all employees Ratio of women
| 2022 | 2023 | 2024 | |
|---|---|---|---|
| Number of female employees / Total number of employees |
209/ 1,118 |
218/ 1,147 |
225/ 1,155 |
| Proportion of women | 18.7％ | 19.0％ | 19.5％ |
| Changes in female representation | +0.2％ | +0.3％ | +0.5％ |
Gradually but steadily, we have been increasing the percentage of women in our workforce.
Ratio of women in management positions
| 2022 | 2023 | 2024 | |
|---|---|---|---|
| Number of female managers / Total number of managers |
10/ 197 |
12/ 195 |
16/ 198 |
| Proportion of women in management | 5.1％ | 6.2％ | 8.1％ |
| Changes in female representation | -0.2％ | +1.1％ | +1.9％ |
We are working to create an environment where women are motivated to pursue management positions and continue to work.
Difference in wages between men and women (ratio of women's wages to men's wages)
| Category | Wage gap between men and women(Difference ratio of women’swages to men’s) |
|---|---|
| All labourers | 80.2% |
| Of those who are employed full time | 81.8% |
| Of those who are employed on a part-time or contract basis | 67.7% |
Annotations
Additional notes on data calculation
- Period
- Operational year 2024
- Included members
- Permanent staff, contracted staff
- Wage
- Pay, bonuses, allowances (various)
Supplementary information on the differences
The company does not set different conditions for entry-level salaries or subsequent salary increases and promotions based on gender. However, the low proportion of female employees in management positions (8.1%) is a cause of differences in wages between male and female members.
Promotion of activities by persons with disabilities
| Jun-22 | Jun-23 | Jun-24 | |
|---|---|---|---|
| Employment rate of persons with disabilities | 2.3% | 2.3% | 2.5% |
| Required employment rate | 2.3% | 2.3% | 2.5% |
We support career development by understanding the unique characteristics of each disability and discussing suitable tasks and roles with each employee. We will also continue to promote the improvement of workplace environments and the understanding of diversity.