Labur Practice

In order to provide a work environment where each and every employee can reach their full potential, MHI Group formulated the MHI Group Global Code of Conduct and is working to foster a corporate culture and establish various systems to serve such a purpose.
In regard to payment, working hours, and labour standards, we carefully comply with the laws and regulations of each country and adhere to the laws and regulations of Japan such as the establishment of labour conditions that prohibit employees from working more than eight hours a day and 40 hours a week. Through such measures, we are working to provide an even better work environment for our employees.
Moreover, we are concluding collective agreements with labour unions and compiling opinions regarding topics such as living wages, bonuses, occupational health and safety, improvements to various systems, and business conditions. In doing so, we are maintaining a dialogue between labour unions.
For MHI Group to achieve sustainable development and maximize the creation of shared value with society, diversity (gender, age, nationality, disability, etc.) is required in the human resources that form the basis of business activities. For this reason, we are working to strengthen diversity management, and established a diversity promotion organization within the HR Department.
Specifically, we have incorporated diversity management into position-based training to raising awareness among managers, and opened a dedicated website on the intranet to provide information on diversity promotion.
To promote advancement of women at work, we are creating and executing plans to foster a corporate culture where women can play more active roles. We also support the "Declaration on Action by Groups of Male Leaders Who Will Create a Society in Which Women Shine," published by the Cabinet Office. In addition, in 2014 MHI set a target to increase the number of female managers in positions of section manager and higher in the Company threefold by 2020, which was also identified as our company’s priority issue. As planned, the goal was successfully achieved in April 2020.
Our current phase of activity addresses four themes: increasing the number of female employees, offering career support for female employees, appointing female managers strategically, and fostering a corporate culture that supports diversity management. Under these themes, we are considering flexible working styles by creating frameworks and environment for female to further develop their careers. In the course of these efforts, in April 2019 we appointed our first female executive officer. Moreover, in July 2020, MHI received "Three Stars," the highest "Eruboshi" (Note) rank, in all five evaluation categories: recruitment, continued employment, working hours, proportion of women in management positions, and diversity of career courses.
For differently abled people, we aim to promote social independence and provide opportunities to play active roles in accordance with their abilities and aptitudes. We continuously consider a workplace environment, equipment, and facilities, that supports our employees and provide consulting services. In December 2018, we also created new workplaces where differently abled people can play active roles, and conducted recruitment activities in collaboration with the Employment Support Center, which is a public institution that helps differently abled people to find work and supports companies in employing such people. We plan to expand the number of workplaces that are friendly to these employees in more regions. Through these efforts, we are working to ensure that more and more differently abled people become interested in our company and make them feel at ease in applying to work with us.
Since 2003, we have formulated a system for reemploying workers who reach mandatory retirement age of 60. We also implemented the Employment Extension System in 2013 to realize more balanced treatment and improved employee benefits.
In addition, with the diversifying beliefs among our employees, we opened up our meeting rooms as prayer rooms and began offering places for worship. We are also working to promote the involvement of highly skilled employees with experiences in various workplaces and considering the possibility of providing same-sex couples with the same welfare benefits as legal marriages.

  • "Eruboshi" is a certification awarded by the by Minister of Health, Labor and Welfare to the companies that meet the standards for making exceptional contributions to the promotion of active roles for female employees, based on the Act on Promotion of Women’s Participation and Advancement in the Workplace.

Number of female managers at MHI

  • FY2020
    258(Consolidated) (Note)
  • People in positions of section manager or higher as of April 2020. Figures are for MHI and Mitsubishi Power, Ltd. (Coverage: 29% of employees)

Performance Data