© ES-CON JAPAN Ltd.
Sustainability
Commitment to DE&I
DE&I Initiatives
1. Attitude towards DE&I
ES-CON JAPAN Group has established "sustainability management" as one of its action principles, which was formulated in November 2023. Five material issues have been identified as key themes in sustainability management, one of which is "utilizing diverse human resources." Diverse perspectives and ideas are essential to creating new value, and we believe that creating an environment where employees with diverse backgrounds can thrive and generate innovation will be an unwavering driving force toward realizing Long-Term Vision 2030.
By promoting DE&I (Diversity, Equity, and Inclusion), we aim to foster a corporate culture where each employee is respected and everyone can take on challenges with peace of mind.
2. General Employer Action Plan
ES-CON JAPAN Ltd. have formulated a general employer action plan based on the Act on Advancement of Measures to Support Raising Next-Generation Children and the Act on Promotion of Women's Participation and Advancement in the Workplace, with the aim of promoting support for employees who are raising children or caring for the elderly and balancing their work and family responsibilities, and creating a workplace where all employees, including women, can continue working and thrive. We are promoting initiatives to achieve the following goals.
Planning period
April 1, 2025 to March 31, 2027 (2 years)
the goal
- Create opportunities at least once a year to help employees balance work and family life and foster a sense of career development (both laws)
- Increase the average number of days of childcare leave taken by men to 14 days or more (both laws)
- The number of employees working an average of 45 hours or more of statutory overtime per month will be gradually reduced as follows:
(Fiscal year ending March 2026: 10 people ⇒ Fiscal year ending March 2027: 5 people) (Women's Activity Act)
Details of the initiative
Create opportunities at least once a year to help employees balance work and family life and foster a sense of career development (both laws)
From April 2025
- Providing a forum for interaction between managers and those aiming to become managers in the future
- Consider developing employees from a medium- to long-term perspective, such as creating career plans for each employee together with their superiors.
- Conduct training to help employees develop a career development mindset
- For employees on or raising children on childcare leave, we will provide follow-up interviews to support work-life balance and career development before, during, and after childcare leave.
Increase the average number of days of childcare leave taken by men to 14 days or more (both laws)
From April 2025
- We aim to promote the taking of childcare leave by publicizing in the company newsletter information about treatment during childcare leave, wages, placement and other working conditions after childcare leave, the contents of ES-CON JAPAN childcare leave regulations, which exceed the legal standards, and other information related to childcare.
The number of workers who work an average of 45 hours or more of overtime per month will be gradually reduced as follows (Women's Activities Act)
From April 2025
- Monitor employees' monthly overtime work status and issue alerts to employees working long hours and their superiors.
- We will work on a department or group basis to ensure that overtime hours do not exceed 45 hours in each employment management category. We will also monitor to ensure that the average monthly overtime work of each individual does not exceed 45 hours.
3. Creating opportunities for women to play an active role
As part of our goal to steadily promote "utilizing diverse human resources," one of our material issues, ES-CON JAPAN have set a goal of increasing the female hiring rate to 35% or more each fiscal year. In order to achieve this goal, we recognize the importance of creating an environment where women can work with peace of mind and thrive, and are working to enhance our systems to support employees in balancing their work and family lives.
Specifically, we have established various leave systems for childcare and nursing care, as well as introduced a system of reduced working hours that exceeds legal standards and an exemption from overtime work. We will continue to work to further support work-life balance so that employees can work in flexible ways that suit their individual circumstances.
Childcare and nursing care support system (example)
- Childcare leave system
- Childcare leave system
- Child care leave system
- Shortened working hours system
- Nursing care leave system
- Nursing care leave system
- Staggered working hours system
- Work-from-home system
4. Work-life balance support
(1) Encouraging men to take childcare leave
In order to support the work-life balance of all employees, not just women, ES-CON JAPAN has set "increasing the average number of days of childcare leave taken by men to 14 days or more" as one of the goals of our General Employer Action Plan. We believe that men's active involvement in childcare not only helps maintain a balance within the family and supports the active participation of female employees, but also has a positive impact on the career development of men themselves. We aim to spread understanding in the workplace and create a company environment where it is easy for men to take childcare leave.
(2) Telecommuting System
ES-CON JAPAN have introduced a work-from-home system to help employees improve their work-life balance by reducing the burden of commuting and making effective use of their time. This system allows for flexible working styles, and we are mindful of the need to maintain high productivity while valuing private time.
(3) Staggered working hours/flexible working hours system
ES-CON JAPAN have introduced the following systems to enable each employee to work in a way that suits their lifestyle and circumstances.
Staggered working hours system
While the standard working hours (8 hours between 9:00 and 18:00) are the standard, employees can adjust their start and end times in 30-minute increments within a 2-hour range (this may vary depending on the work location).We offer flexible working styles that suit individual circumstances, such as avoiding rush hour traffic or accommodating family pick-up and drop-off times.
Flextime system
We have introduced a flextime system that allows employees who need to care for children or elderly relatives to set more flexible working hours. Employees can freely adjust their working hours to suit their circumstances, such as if their child suddenly becomes ill or a family member needs to go to the hospital, and maintain a work-life balance.
(4) Establishment of no-overtime days/days encouraging employees to take paid leave
We are taking the following measures to help ES-CON JAPAN Ltd. employees balance their work style and lead healthy, fulfilling lives both physically and mentally.
No overtime day (day when employees leave work on time)
We have designated every Wednesday as a no-overtime day and encourage employees to leave work on time. This creates an environment that makes it easier for employees to balance work and family life, childcare/nursing care, hobbies, self-study, and other personal life.
Setting up days to encourage employees to take paid leave
We recommend taking paid leave on weekdays between consecutive holidays (Golden Week, summer and winter holidays, etc.). By encouraging employees to take long vacations, we aim to refresh them and increase their motivation for work. In addition, ES-CON JAPAN Ltd. has a large number of annual holidays, 127 days (for employees working at the head office in fiscal year 2025), which allows employees to take ample rest and work while also enjoying a fulfilling private life.
5. Creating opportunities for diverse human resources
(1) Employment of people with disabilities
ES-CON JAPAN Ltd. are actively working to employ people with disabilities. In order to provide a workplace that is easy for people with disabilities to work in, we have created an office environment with multipurpose restrooms and barrier-free elevators in all offices, with the exception of a few.
We are particularly focusing on creating employment opportunities for people with disabilities in regional areas. By providing work opportunities for people with disabilities living in regional areas, where job openings tend to be scarce compared to urban areas, we are actively contributing to the revitalization of regional employment and, ultimately, regional revitalization.
Cordiale Farm 's Employment of People with Disabilities
Some of the disabled people who live in rural areas and are employed by ES-CON JAPAN are working at indoor farms operated and managed by JSH Co., Ltd., where they are engaged in work centered on hydroponic cultivation.
Employment rate of people with disabilities in ES-CON JAPAN Group
(2) Reemployment after retirement
ES-CON JAPAN Ltd. have a re-employment system in place that allows employees to work as contract employees even after retirement, providing an opportunity for senior employees with ample experience to continue to play an active role by mentoring younger employees and performing highly specialized tasks. This promotes the transfer of knowledge and skills between generations and contributes to the growth of the entire organization.
(3) Mid-career recruitment
ES-CON JAPAN Ltd. actively welcome personnel with diverse values and expertise, aiming to build a flexible corporate structure that is resilient to change. Mid-career hires with diverse backgrounds make the most of their prior career experience and knowledge to bring new perspectives and innovation to ES-CON JAPAN Ltd., strengthening our business operations and promoting mutual growth among employees.
