Basic Approach

Nihon Nohyaku ensures that employees with diverse values (nationality, age, gender, sexual orientation, gender identity, workstyle, etc.) can each demonstrate their capabilities at their full potential. To do this, we implement diversity training and workplace discussions which aim to promote understanding and dissemination of the importance of ensuring diversity, and the anticipated effects of doing so. We will continue to carry out initiatives such as providing training courses for women to further promote their active participation in the workplace, promoting the hiring of foreign nationals, creating a barrier-free environment to eliminate restrictions for persons with disabilities, and taking measures to ensure employment until the age of 70.

General Employer Action Plans

To create an environment which ensures that children, who will form the next generation of society, are born and raised in good health, the “Act on Advancement of Measures to Support Raising Next-Generation Children” was enacted in 2005, and the “Act on the Promotion of Women's Active Engagement in the Professional Life” (or “Women’s Engagement Promotion Act”) was enacted in 2016. We have formulated and published “Action Plans” based on each of these laws and regulations.

• Nihon Nohyaku Action Plan to Support Raising Next-Generation Children (Japanese) (January 1,2024) (PDF: 218KB)
• Nihon Nohyaku Action Plan (Japanese) (as of April 2024) (PDF: 114KB)

Promoting Female Participation in the Workplace

As part of our efforts to promote female participation in the company, we are advancing the appointment of female employees to the positions of General Manager and Chief Manager.
While our ratio of female managers was 2.0% in April 2011, this ratio has increased to 10.3% in March 2024 as a result of our efforts to promote a change in the mindset of male managers toward promoting the active participation of women, in addition to training and motivating female employees to become managers.

We have set targets to reach a ratio of female managers of 13% in March 2027 and 22% in March 2031 for further promoting their active participation.

Employment of Persons with Disabilities

As of the end of March 2024, our employment rate of persons with disabilities was 1.48%. We plan to hire two new people with disabilities in FY2025, and currently we employ nine people with disabilities (as of the end of May 2024). As part of our social responsibility, we aim to meet the legally mandated percentage of employees with disabilities (one person short in October 2024), and we will continue activities to recruit those with disabilities and work to create a workplace environment where they can work with peace of mind.

Appointment of Non-Japanese Employees

As of October 2024, we employ six non-Japanese employees. Moreover, we appointed non-Japanese Presidents from overseas Group companies as Executive Officers of Nihon Nohyaku in 2011 and 2021. We will continue to actively recruit foreign nationals and appoint them to managerial positions to develop human resources with the qualities of an officer. We additionally hired one non-Japanese employee as a full-time employee in FY2023, and the ratio of non-Japanese employees amongst full-time employees in March 2024 was 1.3% in Japan. As a specific numerical target, we have set the ratio of non-Japanese employees amongst full-time employees at 2% by March 2027.

Mid-Career Recruits

Based on the belief that “innovation arises from diversity,” we actively recruit human resources who have garnered experience at other companies. Around one-third of our employees are mid-career recruits, and the ratio among executives and managers is approximately the same. We will continue to conduct mid-career recruitment, hiring personnel such as executive managers, researchers with advanced skills in specific fields, experts in new fields for our business expansion, and DX specialists. As of the end of March 2023, the ratio of mid-career recruits among all employees of Nihon Nohyaku was 33.6%. In addition, we introduced the following systems in April 2024 with the aim of diversifying our mid-career recruitment methods, incorporating new values and revitalizing the company.

1. Career Entry
A system that enables employee referrals and allows those who wish to join the company to register their career and desired job type in advance.

2. Job Return
A system for former employees who left the company due to unavoidable circumstances or who have gained experience at other companies to rejoin the company.
As a specific numerical target, we will maintain our current one-third ratio of mid-career recruits among employees.