Diversity and Inclusion

In aiming for sustainable growth and improved corporate value, we will flexibly recruit talent from a wide range of industries in accordance with the evolution of our business. This will include people who can supply diversified financial services, people who can help us enter new fields and people with specialized expertise, all regardless of nationality. We also provide support for experienced personnel we hire so that they can maximize their abilities in the workplace. We provide them with opportunities to acquire knowledge both in their specialized fields and in our main business areas.

In order to step up the active participation of women, we continue to target a ratio of 40% or higher for women graduate hires to total new graduate hires. In recent years, we have maintained this ratio at 50% or higher. In addition, we provide career development support such as various training opportunities so that women can take on leadership roles at an early stage of their careers. We also fully leverage the abilities and individuality of all of our employees by providing an environment in which they can balance active participation in work while providing childcare or nursing care. Through such measures, we plan to increase the ratio of women in managerial positions.

One of our initiatives for achieving the vision of our Human Capital policy is to help employees balance work with childcare or nursing care. We do this by establishing various support systems, as well as by informing employees of system changes in line with legal or regulatory revisions and by establishing and operating a system for providing individual consultation and support. For employees who apply for childcare or nursing care leave, we conduct individual interviews to understand their various concerns, worries and needs, and then create a plan to facilitate their smooth return to the workplace after taking leave.

• Childcare and nursing care leave of absence
• Child and adult nursing care leave
• Option of reduced working hours
• Exemption from overtime work
• Childbirth support leave
• Subsidies for babysitting expenses
• Creation of support plan and implementation of measures for returning to work after taking childcare leave
• Support for returning to work and for continuing work
• Distributing pamphlets and raising awareness within the Company regarding in-house systems related to childcare and nursing care
• Distributing pamphlets about childbirth to expecting employees

Through the use of telework and other means, we will achieve efficient and diverse work styles unrestricted by time and place and promote the creation of a comfortable work environment. Telework is available to all employees, and accounts for about 50% of days worked per week on average, post-pandemic.
In addition, JSF has set the rate of paid leave taken and overtime hours worked as important indicators, and encourages employees to reduce overtime work and take leave at an appropriate frequency and duration. We also pay attention to changes in employees’ work conditions, such as the psychological burden of work and stress caused by the work environment. Employees who are dealing with issues are identified and followed up with quickly to help improve conditions.