Diversity and Inclusion
We believe that the source of our competitive strength lies in our people, and we, thus, value an environment that fosters mutual respect and encourages each individual to utilize their unique strengths and abilities.
We position our employees as 'human capital' and recognize the need to create a workplace where people with diverse values and attributes can thrive. We are implementing various measures for hiring and retaining a diverse range of individuals. We not only give everyone an equal opportunity for promotion to management and executive positions through appropriate operation of the personnel system, but we also foster an organizational culture that accepts and makes the most of diversity while supporting each employee’s success through various training programs. This will help ISK make the most of people from various backgrounds, including women, foreign nationals, the elderly, and people with disabilities.
We promote innovation to create an organization generating new value through the incorporation of diverse perspectives.
Securing human resources rich in diversity
We strive to hire globally minded people with high aspirations and the love of a challenge, regardless of their gender or nationality, or whether they are hired as new graduates or Mid-Career Hires. We strengthen our foundation of diverse human resources by hiring mid-career workers , former employees, and referrals.
Mid-Career Hires as percentage of regular workers
| FY2022 | FY2023 | FY2024 |
|---|---|---|
| 64% | 57% | 45% |
Gender Equality and Work-Life Balance Support Initiatives
Due to the nature of our industry, the percentage of female employees in our company tends to be relatively low. While the percentage of female managers has increased for three consecutive years, it still stands at only 5.5% as of the end of March 2025. Gender equality is a key element of our diversity promotion strategy, and we will continue to work towards creating an organization where all employees, regardless of gender, can experience a sense of fulfillment in their work.
The results of a survey conducted among female employees revealed that many respondents expressed concerns about balancing work with life events such as childbirth, childcare, and elder care. As part of our efforts to foster a culture that respects employees’ life events, we are actively promoting the use of parental leave, particularly for male employees, and both the utilization rate and average number of leave days taken are steadily increasing.
Promotion of Employment of People with Disabilities
With the aim of promoting both the development of the agricultural industry, one of our core business sectors, and the employment of people with disabilities, we took part in the Agricultural-Welfare Collaboration promoted by the Ministry of Agriculture, Forestry and Fisheries. By connecting people with disabilities with farmers who are struggling with labor shortages, this initiative aims to achieve both job creation for people with disabilities in areas where there are limited employment opportunities and to help revitalize local agriculture. Currently, four employees are involved in sorting and packaging agricultural products, and these products are then shipped to the market, thereby contributing to consumers and the agricultural industry. Going forward, we will continue to accumulate expertise in support systems and operational methods to ensure stable employment on-site, while also developing new job opportunities and expanding existing ones within our various business locations, with the aim of utilizing diverse talent and creating more employment opportunities.
Pleasant Work Environment
We have systems such as flextime and shortened work hours for child care. So that employees can more easily and effectively use these systems, we are gradually revising them in response to society’s changes and employee needs, in addition to revising the requirements for employees using these systems.
To invigorate our organization and adapt to the needs of employees’ changing work patterns and work-life balance, we have expanded the ways that employees can take days off, such as hourly-basis time off, and we have revised the requirements for taking accumulated holidays.
With an eye to extending ISK’s retirement age to 65 and allowing employees to enjoy a long and healthy work career, we are studying different ways to hire people and new types of working arrangements.
Gender and sexual diversity initiatives
We are committed to creating an environment where all employees, regardless of their sexual orientation or identity, can thrive and succeed. We conducted an in-house training workshop for HR personnel led by an outside instructor. We are also focused on reviewing and strengthening our internal systems and procedures, such as with regard to information handling and the handling of employee inquiries. In April 2025, we revised the definition of “spouse” in our company policies and procedures, extending eligibility for benefits, such as leave for special occasions, caregiving leave, company housing, and various other allowances and benefits, to include same-sex partners.