At Nitto, we focus on gender equality in order to create a workplace environment in which anyone can play an active role.
Globally, we promote initiatives to achieve gender equality that are appropriate for the regional characteristics of each area.
March 8th is International Women's Day, and every year on this day, each area communicates to its employees that this is “a day to appreciate women.”
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Although we recognize that gender equality is an important issue throughout the world, we are focusing on empowering women particularly in Japan as they have had few opportunities to play an active role up till now. DE&I Promotion OfficerThere are about 30 DE&I promotion officers in Japan, and they are responsible for not only fostering and developing DE&I awareness throughout the whole Nitto Group but also training, promoting, and assigning female leader candidates in their organization. DE&I promotion officers wear a badge based on Nitto DE&I promotion logo so that everyone can immediately recognize them.
 We are one of the thirty DE&I promotion officers at Nitto Group.We have a responsibility to assign, promote, and train women so that they can play an active role in Nitto Group.       * DE&I Promotion Officer was originally the Empowering Women Officer, but the name of the position was changed when Nitto accelerated its DE&I promotion activities. |
In April 2022, we launched the FLOWER Program* to develop female leaders in Japan. We work on creating a work environment where everyone feels rewarded and satisfied with their role, aiming for “Creation of innovation”, “Improved competitiveness” and “Retaining talents”, for a business to ensure a sustainable flow of output.
One of these efforts is the promotion of women’s empowerment. The goal of this initiative is to develop female managers that can lead the organization and teams. This nine-month program fosters the necessary mindset and business skills through such activities as lectures by management, mentor system, and mindset skill training.
* FLOWER Program is an abbreviation for the Female Leaders OWnership EmpoweRment Program. The name embodies the idea of blooming into a large flower regardless of gender.
With the goal of realizing a workplace comfortable for anyone, Nitto Group is working to create a comfortable environment even at production worksites, which have been difficult for women to work at. One of these efforts was the launch of the “Iki-iki production line” at Toyohashi Plant in 2022.
To brighten up the workplace environment, which until now has been insular, we are not only developing physical aspects to eliminate the gloomy image, such as establishing a “Communication Desk”, but also expanding support for soft elements, including providing training for departments where people will work and establishing mentors who are not superiors to improve retention. We are also laterally introducing similar initiatives to other sites, too, which has resulted in more women working on production lines, and in FY2023, twenty new female graduates joined the company as members of the Manufacturing Dept.
Furthermore, we are focusing on environment friendly manufacturing, and plan to further increase the number of production lines on which organic solvents are not used.
Nitto has set the following action plan and goals based on the Act on the Promotion of Women's Active Engagement in Professional Life, which came into effect on April 1, 2016.
Create an environment in which women can play an active role as managers and manager candidates.
Period: April 1, 2021–July 1, 2024
Although there is no major difference between men and women in tenurethe number of years of continuous service, the percentage of managers who are women is low.
There is a shortage of female employees who want to climb further up the corporate ladder (General department manager or above) after being promoted to manager management (skills and motivation).
There are also few female candidates because of resignations or changes in career path following a major life event (marriage, birth, spouse's transfer, etc.)
Ratio of female managers (section leader or above) of 7% or more
Ratio of male employees taking childcare leave of 30% or more
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