Talent Attraction and Retention

In order to create an environment that makes it is easy for employees to work and also have a family, MHI is making efforts to expand its various support systems that give consideration to childcare and family care.
In November 2011, MHI established a child-planning leave system, which can be used for infertility treatment, and hourly paid leave, whereby employees can use their leave in increments of one to two hours according to their circumstances for purposes such as childcare and family care. We also expanded the periods for family-care leave and family-care work shifts, so that employees can take up to one year of total family-care leave and take advantage of family-care work shifts for up to when family care will no longer be necessary. In order to provide more flexibility to our employees for their workstyles, we introduced a telework system for employees raising children, providing nursing care, or who are pregnant, in April 2016 and expanded its application to all employees in August 2019.
Furthermore, the periods for family-care leave and family-care work have been expanded; and each can be used for a total of up to one year.
In addition, the systems for childcare leave, childcare work, family-care leave, and family-care work all now exceed statutory minimums.
Information about the systems and procedures regarding childcare and family care are available on our intranet so that employees can access it easily.
Our effort extends beyond the introduction of new support systems. With the goal of facilitating a smooth transition back to work, we also engage in activities such as regularly holding roundtable talks regarding the transition from childcare leave back to work with previously returned individuals to support members of the Group returning to work from childcare leave. We also hold seminars regarding nursing care to prevent employee resignation for elderly care.
We hold regular committee meetings regarding working hours in order to reduce overwork. Moreover, we promote improved worker productivity by aiming for effcient workstyles through means such as the introduction of telework and flextime systems. In addition to ensuring work–life balance for our employees, we are expanding our set of employee benefits to facilitate a diverse variety of lifestyles. To help our employees to feel more settled at our Company, we have introduced a variety of employee benefits, including measures to support housing in company residences and dormitories, property accumulation savings and employee stock ownership plans, and retirement payouts and pension plans. As the driving force behind sustainable development and growth for MHI Group, it is crucial that, as a business, we enable all of the diverse human resources who support us to work actively. To this end, we will promote Group employee engagement and improve organizational strength. We will also concentrate on 1) internal sharing of strategies, visions, and goals, 2) reform of work practices, including more flexible delegation of authority, review of rules, and improvement of work processes and content, and 3) review of our HR systems and their operation.
Through making active use of employee awareness surveys, we will implement these measures throughout the Company on a continuous basis.

  • Returning to work after childcare leave

    2018
    98.0%
  • Remaining in work after childcare leave

    2018
    98.8%

Nursery Operated

Performance Data