The JAPEX Group recruits and promotes various talents regardless of gender or nationality. We are also developing a corporate and organizational culture where all employees can demonstrate their abilities, improving the workplace environment, and reviewing our personnel system.
JAPEX established the JAPEX Diversity Policy in January 2016. The vision of this policy is to strengthen corporate competitiveness by ensuring that employees with diverse background in terms of age, gender, nationality, carrier, and work style to continue to grow as self-directed professionals.
We have formulated an action plan based on the following three principles set forth in this policy to promote diversity activities.
- Secure excellent human resources.
- Maximize employee capabilities.
- Improve productivity and raise awareness of business innovation.
Career Support System
JAPEX has introduced a system to support employees in continuing their careers and career advancement by allowing them to demonstrate their inherent potential without being affected by various life events.
- Support for childcare costs for sick children and business trips
- Actual expenses paid by the company for childcare for sick children and extended childcare for business trips to double-income full-time employees (until children reach the fourth grade of elementary school)
- Childcare support for employees returning to full-time work
- Actual childcare costs paid by the company when double-income employees with children under the age of three return to full-time work after maternity leave, childcare leave, or reduced working hours
- Unpaid leave when an employee's spouse is transferred overseas
- A 10-day unpaid leave for long-term stays at the destination of the spouse
- Job return system for employees whose spouse has been transferred overseas
- Reemployment system for employees who retired due to overseas relocation of their spouse
Dealing with Unconscious Bias
Unconscious bias is something that we all have, cultivated through our individual experiences to date. However, if we do not realize this bias and impose it on others, it may hinder the exercise of each person's individuality and the growth of the organization.
As part of efforts to raise awareness of diversity, JAPEX holds seminars for managers on how to recognize and deal with unconscious bias.
Efforts to Recruit Women to Management Positions
JAPEX has formulated action plans based on the Act on Promotion of Women's Participation and Advancement in the Workplace and the Act on Advancement of Measures to Support Raising Next-Generation Children, taking action to achieve our targets.
Target for the end of FY2025 (Action plans based on the Act on Promotion of Women's Participation and Advancement in the Workplace)
- Increase the number of female managers from 19 (as of the end of 2020) to 25 or more.
- Increase the number of female department managers.
- Increase the ratio of female new-graduates to 30% or more.
- Increase the ratio of male employees taking childcare leave from 44.1% (in FY2019) to 80% or more.
Obtaining the "Kurumin" certification
In August 2018, JAPEX obtained the Next-Generation Certification Mark (nicknamed "Kurumin") certification from the Tokyo Labor Bureau of the Ministry of Health, Labour and Welfare as a childcare support company that balances work and childcare according to the action plan based on the Act on Advancement of Measures to Support Raising Next-Generation Children (April 2016 to March 2018).
Obtaining the "Eruboshi" certification
In February 2021, we acquired the "Eruboshi" certification mark (third level) from the Tokyo Labor Bureau of the Ministry of Health, Labor and Welfare, based on the Law for the Promotion of Women's Activities, as a company with excellent implementation of initiatives to promote women's activities.