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Respect for Diversity (welcoming diversity)Empowerment of female employeesWork-Life Balance Initiatives

Respect for Diversity (welcoming diversity)

 KWE Group offers an environment with zero tolerance for discrimination, a workplace where each person can work and perform their duties fairly, regardless of race, ethnicity, nationality, gender or disability. KWE Group launched a personnel exchange program, allowing local employees in various countries all over the world to challenge themselves by seeking opportunities within the Group in a different country. By compiling data on outstanding local human resources in each company, it becomes possible to assign appropriately skilled personnel to assignments beyond the framework of each of the companies.

 KWE started a track-based personnel system in 2013 so that our employees who want to fulfill their domestic responsibilities such as child-raising and nursing care or want to pursue a professional career can work extensively without undue worries. There are three tracks: “main career track” that involves transfers requiring domestic and/or international relocation, “area-specific track” for employees who want to work their entire career in the same area, and “customs clearance track” for employees who want to refine their skills as a customhouse business professional.

Corporate Efforts to Empower Female Employees

 In 2016, KWE developed a three-year action plan in line with the enforcement of Japan’s Act on Promotion of Women’s Participation and Advancement in the Workplace. KWE has expanded on this action plan in FY2019 to further improve career opportunities and work environments for women in its ongoing campaign to combat sexism.

 Goal 1 Providing Opportunities and Incentives for Female Employment

 Specific actions

  • On April 2019, KWE initiated studies and trials on alternative work styles that may improve the hiring and retention of female employees, including telecommuting practices and hourly annual leave revisions at the associate and management levels. It is our hope that by April 2020, we may present the results of these findings for company-wide implementation.

 Goal 2 Increasing Leadership Opportunities for Women in the Workforce

 Specific actions

  • On April 2019, KWE’s Human Resources Department began a collaborative investigation with respective departments to study company-wide measures in its efforts to empower and support female employees seeking leadership and management careers, such as career counseling services, interview support, department/regional transfer plans, etc. It is our hope that by April 2020, we may present the results of these findings for implementation at the local, regional, and global levels.

[Reference Data (Percentage change by gender)]

1.Number of workers by gender

Number of workers by gender

2.Number of managers by gender

Number of managers by gender

3.Number of assistant managers by gender

Number of assistant managers by gender

Work-Life Balance Initiatives

 KWE understands that our employees are more than just employees—they are substantial individuals who contribute to their personal well-being as well as those of their families, friends, and communities. As such, KWE has a responsibility to support its workforce, ensuring that they are given opportunities to fulfill their personal aspirations and responsibilities as they dutifully support KWE:

[Main Programs Associated with Childrearing and Nursing]

  • Childbirth leave
  • Maternity leave
  • Child nursing leave
  • Child rearing leave of absence
  • Shortened working hours for child rearing
  • Nursing leave of absence
  • Shortened working hours for nursing
  • Re-employment program for retirees

*As of March 2019

[Employee Characteristics(KWE Japan)]

1.Number of employees

Number of employees

2.Average age, Average length of service

Fiscal year 2016 2017 2018
Male: Average age 40.5 40.9 40.9
Male: Average length of service 14.1 years 16.0 years 16.3 years
Female: Average age 32.2 32.3 32.7
Female: Average length of service 7.1 years 8.2 years 7.8 years

[Number of Women in Managerial Positions(KWE Japan)]

Number of Women in Managerial Positions(KWE Japan)

*As of April 1.2019

[Number of Employees Who Have Taken a Childrearing Leave of Absence (KWE Japan)]

Number of Employees Who Have Taken a Childrearing Leave of Absence (KWE Japan)

*Number of employees who started to take a child rearing leave of absence in the fiscal year

[Post-parental Leave Worker Return to Work Rate (KWE Japan)]

Post-parental Leave Worker Return to Work Rate (KWE Japan)

[Post-parental Leave Worker Retention Rate (KWE Japan)]

Post-parental Leave Worker Retention Rate (KWE Japan)

[Number of Employees who use the Shorter Working Hours for Childrearing Program (KWE Japan)]

Number of Employees who use the Shorter Working Hours for Childrearing Program (KWE Japan)

*Number of employees who used the Shorter Working Hours for Child Rearing Program for each fiscal year