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Initiatives for Employees with Disabilities

The IDEC Group strives to realize a workplace environment in which employees with disabilities can work vigorously. We strive to build workplaces that are easy to work in and where employees can voice their opinions and seek counsel from their colleagues.

As of the end of March 2022, the IDEC Group overall has 54 employees with disabilities, and its ratio of employees with disabilities is 3.56%.


Promotion of Empowerment of Women

As part of our initiatives to create an environment and culture where diverse human resources can take up a challenge, we are promoting empowerment of women.

In FY2022, management training sessions, with invited external lecturers, were conducted for executives (division general managers) and deputy division general managers, who are expected to play a key role in empowerment of women. In addition, the development programs for women and men, as candidates for next-generation executives, were also introduced. Our target is to have at least 15 female managers* by FY2025. (*Including female associates in the position of leader with subordinates)

We have compiled an action plan aimed at building a workplace environment in which women can fully demonstrate their abilities and work according to their own wishes.

Action Plan for Promotion of Empowerment of Women and Advancement of Measures to Support Raising Next-Generation

*Regarding the Act on Advancement of Measures to Support Raising Next-Generation, the period and goals for the plan from April 1, 2020 to March 31, 2023 have been changed to the plan under review.

1. Planned period Three years from April 1, 2022 to March 31, 2025

2. Contents

Goals Measures
1 【Goals based on the Act on Advancement of Measures to Support Raising Next-Generation】
Set the childcare leave acquisition rate at over 90% for both women and men.
From April 2022 : Inform a male employee  whose spouse has given birth and his superior about the childcare leave system.
2 【Goals based on the Act on Promotion of Empowerment of Women】
Expand systems that support flexible working styles.
From April 2022 : Consider introducing a work system that is not restricted by time or place, such as a Discretionary Labor System.

From April 2023 : Start operating a Discretionary Labor System.
3 【Goals based on the Act on Promotion of Empowerment of Women】
Aim for 15 or more female managers.
From June 2022 : Plan and implement training programs for all female employees in main career track positions.
*"Female managers" include leader-class employees who are candidates for the next managerial position.

The IDEC Group promotes various initiatives aimed at creating workplaces in which all women can actively and positively participate.


Retired Re-employment Program

The IDEC Group aims to be a company where employees who have reached mandatory retirement can continue to work regardless of age as long as they remain healthy, willing and capable.

Based on the Retired Re-employment Program, all employees who wish to continue working until 65 years of age are to be reemployed (we implemented this before it was compulsory by law). Accordingly, middle-aged and elderly employees can actively engage in long-term career development and maintenance of health and stamina with an eye to life after retirement at ease.

Global Human Resources Development

The IDEC Group promotes diversity through conducting recruitment of new graduates and mid-career human resources regardless of nationality and receiving foreign technical interns and so on.

Also, through establishing language training and overseas trainee systems for Japanese employees, we conduct initiatives aimed at enhancing international communication ability and understanding for foreign cultures. Interchanges between global human resources contribute towards vitalizing the company and securing a stable supply of human resources.


Human Resources Data

See the following for data on numbers of employees, recruitment performance and other aspects of human resources.