Labour 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.
To realize a work environment free of all forms of discrimination and harassment, MHI addresses these issues in the MHI Group Global Code of Conduct as well as in the “Harassment Prevention Leaflet” posted on the Company’s in-house website accessible by all employees. In these resources MHI proscribes all forms of discriminatory treatment and harassment, including sexual harassment. Harsh consequences for infringement of good labor practices in these regards are clearly defined in the “MHI Employee Work Regulations.” MHI has also put in place structures enabling all Company stakeholders, both within and outside the framework of MHI, to seek consultation on labor issues. These include both in-house consultation offices as well as consultation services available through the Company website.
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. Concretely, as part of measures to create systems to prevent the interruption of employees’ careers, we have endeavored to enhance our unique systems and systems that go beyond those required by laws and regulations, including childcare leave and work systems, fertility treatment (child planning) leave, reemployment (career return) systems, and various types of support grants. Furthermore, since 2014, we have been promoting various initiatives under 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. As a result, we successfully achieved our target set in fiscal 2014, to increase the number of female section managers and higher in the Company threefold of 2014 level by 2020. Moreover, in July 2020, MHI received the highest ”Three Stars” of “Eruboshi” (Note) certificate, by fulfilling criteria in all five evaluation categories: recruitment, continued employment, working hours, proportion of women in management positions and diverse career courses. We will continue to promote flexible workstyles and create systems for further career advancement.
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. In 2021, we began operating workplaces with a focus on beautification of the premises in two regions. 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

  • FY2021
    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)
  • FY2022
    Ratio of women in employees 12.5%
    Ratio of women in managerial positions 4.4%
    Ratio of Women in General Manager 3.3%
    Ratio of Women in Executives 4.1%
    Ratio of Women in Profit Center Managers 4.2%
  • As of April 1, 2021 (Data coverage: 89.8% of all consolidated employees)

Performance Data