In addition to promoting the success of female employees, we are striving to ensure diversity through the appointment of core human resources based on individual abilities, regardless of gender, nationality, or whether they are new graduates or mid-career workers. We also support diverse workstyles by introducing a flextime system, a reduced working hour system that fits well within legal requirements, a leave system for childcare and nursing care purposes, and encouragement for employees to take annual paid leave. In addition, we will strive to expand other measures that cater to diverse values and life stages.
*The initiatives described are those of Nishi-Nippon Railroad Co., Ltd.
With the rise in the number of female employees in recent years, the quantity of women in management positions has also increased, expanding the scope of their activities. As of April 2026, there are 103 female employees in management positions: 2 in the position of general manager, 30 in the position of section manager, and 71 in the position of assistant manager. We continue to formulate and implement action plans to improve work comfort and create an environment in which female employees can play an active role.
On December 7, 2021, we received the third level of the “Eruboshi” certification from the Minister of Health, Labour and Welfare, which recognizes companies that have made excellent efforts to promote the advancement of women.
▼“Eruboshi” certification mark
The percentage of female hires for the three-year period beginning in FY2023 is as follows.
|
FY2023 |
FY2024 |
FY2025 |
||
|
Total of all occupations |
38% |
35% |
36% |
|
|
Of which, excluding crew |
55% |
54% |
57% |
|
|
Local Market Division |
23% |
20% |
22% |
|
|
Of which, excluding crew |
45% |
40% |
44% |
|
|
International Logistics Division |
64% |
66% |
69％ |
|
Since 2005, we have been actively recruiting foreign nationals. As of April 2026, 15 foreign employees are active in the company, and 8 have been promoted to assistant manager positions. In addition, our overseas subsidiaries, which are the overseas bases of our Group, hire locally and actively promote non-Japanese to management and administrative positions.
The following table shows the percentage of foreign nationals among the Company’s hires for the three-year period beginning in FY2023.
|
FY2023 |
FY2024 |
FY2025 |
||
|
Total of all occupations |
1% |
1% |
1% |
|
|
Of which, excluding crew |
1% |
1% |
1% |
|
|
Local Market Division |
1% |
1% |
1% |
|
|
Of which, excluding crew |
2% |
2% |
1% |
|
|
International Logistics Division |
0% |
1% |
1% |
|
The Company hires and promotes mid-career workers to management positions as appropriate. As of April 2026, there were 5 managers, 18 section managers, and 39 section managers in mid-career positions.
The percentage of mid-career hires for the three-year period beginning in FY2023 is as follows.
|
FY2023 |
FY2024 |
FY2025 |
||
|
Total of all occupations |
47% |
45% |
41% |
|
|
Of which, excluding crew |
26% |
23% |
21％ |
|
|
Local Market Division |
58% |
54% |
48% |
|
|
Of which, excluding crew |
29% |
21% |
17％ |
|
|
International Logistics Division |
24% |
25% |
25% |
|
In January 2011, Nishitetsu Willact Co., Ltd. was established as a special subsidiary to provide outsourced clerical work, various printing and bookbinding services, and cleaning services. The employment rate of persons with disabilities in our company (including Willact) is 2.74% as of May 2026 (the legally mandated employment rate is 2.7%).
Until now, the mandatory retirement age was 60, with a reemployment system in place allowing continued work until age 65. However, to better utilize the skills and experience of our employees, we extended the retirement age to 65 as of April 2025.
For automobile drivers, we have a system in place that allows employees aged 65 and over to continue working as senior staff members until the age of 72
To support diverse workstyles, we are promoting the introduction of various systems and initiatives.
|
Flextime system |
We are striving to reduce working hours and improve work-life balance by flexibly setting working hours in accordance with the demands and conditions of the work. Since 2017, we have eliminated core hours to allow for a more flexible work schedule. |
|
Special work system for childcare and family care |
We allow employees to choose to work shorter hours or fewer days depending on their circumstances, such as being responsible for childcare or nursing care. • Childcare: Until the child enters junior high school (or until the child graduates from junior high school for crew members) • Nursing care: Period of time for which care is required (no upper limit) |
|
System of preserved annual leave for the purpose of nursing children and caring for family members, etc. |
Employees who have a child who has not yet entered junior high school or who have a family member in need of nursing care can save up to 50 days of expired annual paid leave and use it to care for the child or family member. (Up to 55 days per year can be taken together with child nursing care leave and family care leave.) |
|
Childcare leave system |
We allow employees raising children from age one until they enter elementary school to take leave for the necessary period. |
|
Nursing care leave system |
The period for nursing care leave is set at three years (1,095 days). |
|
Career return system |
This system allows employees who have resigned due to reasons such as marriage, child-rearing, or nursing care to be rehired if they meet certain conditions. |
|
Life Career Leave System |
Employees with at least three years of continuous service who are undergoing fertility treatment are allowed to take leave for up to one year. It is also possible to take leave for other purposes, such as acquiring qualifications. |
In accordance with the Act on Advancement of Measures to Support Raising Next-Generation Children, we have formulated an action plan to create an environment in which employees can work with peace of mind while raising children.
▼Certification mark, nicknamed “Kurumin”
On January 15, 2016, Nishitetsu was certified by the Ministry of Health, Labour and Welfare as a “General Employer Conforming to the Standards of the Act on Advancement of Measures to Support Raising Next-Generation Children” for the third time since 2011.
|
Indicator |
Indicator |
Actual (current fiscal year) |
|
Percentage of female workers in management positions |
10% by FY2035 |
7.1％ |
|
Percentage of male workers taking childcare leave |
95% or more |
96.3% |
|
Percentage of annual paid leave taken |
80% or more |
92.1% |
Since the Group is pursuing specific initiatives in accordance with the business characteristics of the Company and each Group company as well, it is difficult to state the indicators and targets for the consolidated companies. For this reason, the targets and results related to the indicators are those of the Company.
Since the Company hires and promotes based on individual ability and not on attributes, it has not set targets for the hiring and promotion of foreign nationals and mid-career hires.
