diversity
table of contents
diversity
We are working to create an environment where all employees, with their diverse personalities and values, can work energetically and feel motivated.
Specific initiatives
Holding a networking event for female employees
Targeting young women, we will teach them about work styles and other information so that they can use it to form their career plans.
Initiatives to create job opportunities
In 2015, we began producing vegetables using hydroponics with the aim of creating a new job field for people with disabilities.
In 2019, we established our own vinyl greenhouse “Fukuro Farm Chiba Farm” (Chiba City, Chiba Prefecture), and in April 2022, we established “Fukuro Farm Koibuchi Gakuen” in a section of the Koibuchi Gakuen Agriculture and Nutrition College in Ibaraki Prefecture. This allows people with disabilities who want to work in agriculture to work.
We welcome visits from special needs schools and welfare facilities for people with disabilities who are interested in our initiatives, as well as companies that are having difficulty hiring people with disabilities.
Contact: General Affairs Department Persons with Disabilities
…Fukuro Farm Chiba Farm…
Address: 1390 Shimoda-cho, Wakaba-ku, Chiba City, Chiba Prefecture
Farmers Market Co., Ltd. Shimoda Farm premises
Business: Production and sales of Swiss chard and leaf lettuce using hydroponics
…Fukurou Farm Koibuchi Gakuen…
Address: 5965 Koibuchi-cho, Mito City, Ibaraki Prefecture
Koibuchi Gakuen Agriculture and Nutrition College premises
Business: Hydroponic leaf lettuce production and sales
This video introduces the Chiba Owl Farm.
▮Inquiries regarding Owl Farm
General Affairs Department Persons with Disabilities 03-5421-7778
Eruboshi (promotion of women's empowerment)
Our company has received the highest certification in recognition of our efforts to promote the advancement of women.
In the third action plan, we will focus on the continued employment of women and the ratio of women in managerial positions, and will set the following goals and advance initiatives.
<Action plan period> Third action plan
April 1, 2023 - March 31, 2028
<Goal>
- By the end of March 2028, increase the proportion of women in section manager-level positions (chief positions) from the current 7.9% to 10% or more.
- Maintain a rate of over 35% for male employees to take leave for childcare purposes ( “Childcare Leave”, internal system “Special Dad Leave” )
- Maintain a return rate of over 90% for female employees after taking childcare leave
*However, this excludes resignations due to external factors such as spouse's transfer.
<Initiative details>
Measure 1 | Improving the educational system for women's empowerment
- Expanding the lineup of seminars specializing in women's careers
- Providing e-learning on women's health
- Considering the use of external counselors
Measure 2 | Internal dissemination to increase awareness of the work-life balance support system (childcare and work)
- Introducing examples of male employees obtaining childcare leave
- Introducing available work-life balance support systems and welfare services, e.g. pamphlets for employees and managers, etc.
Mid-career hiring ratio
As people are expected to live to 100 years old and working lives are becoming longer, our company is actively recruiting mid-career employees.
| 2021 | 2022 | 2023 | |
|---|---|---|---|
Regular employee Mid-career hiring ratio | 28% | 33% | 33% |
Announcement date: May 16, 2024
Achievements left behind
48 years since its establishment.
We have a proven track record because we have focused on what is important.
It has a long track record in both the public and private sectors.
Number of projects per year
500 PJ
Annual number of business partners/customers
200 companies
Maximum number of trading years
47 years
Total number of qualified persons
1,870 people