Diversity

  1. JAC TOP
  2. Sustainability
  3. Diversity

Women in the workplace

To promote "Fairness" one of our corporate "Philosophy & Policy", we are creating a work environment where everyone can work professionally regardless of gender.

Percentage of female employees 43%、Percentage of women in management 22%

The percentage of female employees in our company in Japan is 42%, which is higher than the national average of 27%. The percentage of female managers is 20%, which exceeds the national average of 9% (as of 2021). Many female employees are professionally working in all levels in our company.
In order to contribute to the recent Act on Promotion of Women's Participation and Advancement in the Workplace, we set a goal of raising the percentage of women who are of senior consultant or higher level, recognized as professional consultants to 40% by the end of March 2026, and have undertaken initiatives toward this end. As of September 2021, the percentage is 33%.

Multinational employees in the workplace

Employees with diverse nationalities are working in our company. We are creating a work environment where everyone can work equally without feeling any differences due to nationality.

Non-Japanese employees in the Japan-based workplace including subsidiaries 
27 people from 12 countries

Childcare support system

Since 2007 we have implemented our Employee Childcare Support Project, in order to contribute to measures aimed at tackling the declining birthrate in Japan and allow employees with children to balance work and childcare while continuing to build a career.
A childcare allowance of up to 100,000 yen/month (up to 9 months old) – 30,000 yen/month (from the first to the third year of primary school) per child is provided to employees with children, so that they can return to work early without taking a career break.

Action plan based on the Act on Advancement of Measures to Support Raising Next-Generation Children

As part of our efforts to create a work environment where all employees can fully employ their abilities, we have formulated the following action plan in accordance with the Act on Advancement of Measures to Support Raising Next-Generation Children, so that employees can balance work and child rearing.

Note

1. Planning period
5 years from 1st April 2020 to 31st March 2025
2. Contents
  1. (1) Childcare allowance system (implemented from April 2007, revised in September 2013)
    • The actual expenses paid to the daycare or nursery school are covered, up to 100,000 yen/month (per child, maximum amount changes depending on the age).
    • Until 31 March of the year when the child reaches 9 years of age
  2. (2) Follow-up of employees on parental leave
    1. Before parental leave
      Continuous guidance before parental leave (explanation of various procedures to take before/after childbirth and during parental leave)
    2. During parental leave
      Continuous delivery of materials that show the company’s news such as in-house newsletter (MJJ), personnel notifications and organisation chart updates
    3. Before reinstatement
      Continuous pre-reinstatement guidance (confirmation of the reinstatement date, conditions after reinstatement, etc.)
  3. (3) Continuous application of shorter working hours

    Creating an environment where employees can return to work easily by using the flexible working hour and shortened working hour systems.

  4. (4) Continuous application of child nursing care leave (paid)
    It meets the legal requirement (before entering elementary school) and can be applied to children until the sixth grade of elementary school.
  5. (5) Continuous application of the external counselling system (in partnership with the Japan Industry Counselor Association)
  6. (6) 6. Newly implemented career discussion (career consultation) system.

Established on 24th March 2010
Partially revised in April 1st 2020

Efforts to hire people with disabilities

Since October 2013, we have been hiring people with disabilities to work at a farm in Ichihara City, Chiba Prefecture, where they can make full use of their skills.
The harvested crops are regularly purchased by our employees at the in-house spot sales, sharing the success of people with disabilities and the joy of harvest.

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