Guided by our corporate philosophy of “empathy and sincerity,” which forms the foundation of our business, we are committed to contributing to society as a core management principle. Based on this belief, we respect the diversity of our people and strive to create a workplace where each and every employee can work with energy and thrive.
■ Our Approach to Local Recruitment
To continue to grow sustainably together with the local communities in which we conduct business, the Nitta Gelatin Group recruits employees locally at all of its sites. In the main part, local employees make up the majority of staff at our overseas Group companies with non-Japanese employees accounting for about 70% of all staff in the Group as a whole. Local hires are also appointed into managerial and executive positions within overseas Group companies.
■ Supporting the Active Participation of Women
At Nitta Gelatin, the Human Resources Department provides guidance before maternity leave and offers follow-up support afterwards to help women on their return to work. By creating an environment in which each individual can play an active role regardless of gender, we aim to increase the percentage of female managers to 15% or higher by the end of March 2027. In such ways, we are making various efforts to create an environment where women can play an active role in the workplace.
We have defined our ideal candidate profile and established talent management policies to bring this vision into reality. We strive to create an environment where every employee can maximize their potential, and we are deeply committed to proactive human resource development.
Specifically, we provide training programs tailored to each career stage—from new hires,mid-career employees,managers and department heads—aimed at developing required skills and enhancing management capabilities. Feedback from these programs is shared with supervisors to further support each employee's professional growth.
In addition, we focus on nurturing the next generation of leaders through corporate philosophy training and career advancement programs.
To foster global talent, we offer language training alongside an e-learning platform featuring approximately 300 topics. This enables employees at all levels, from young professionals to executive management, to acquire skills aligned with their individual challenges and career goals.
Alongside these talent development initiatives, we launched an annual employee engagement survey in fiscal 2021. Based on the insights gained, we are actively working to continuously improve our workplace environment and drive organizational culture reform.
■ Leave System
We offer a comprehensive range of leave options, including paid leave, hourly leave, half-day leave, maternity and paternity leave, childcare leave, nursing care leave, volunteer leave, and refreshment leave.
■ Flexible Work Styles
Nitta Gelatin supports flexible work styles through systems such as flextime and telework, along with a comprehensive leave system, to create a work environment that accommodates time and location constraints.
■A Workplace That Supports Mental and Physical Well-Being
At Nitta Gelatin, we do not place the responsibility for health management solely on individual employees—we also support their well-being as a key management priority. In addition to regular health checkups, we recognize the importance of mental well-being and conduct stress checks to properly assess employees’ mental health and promote their overall health.
We have also introduced chat-based and video-call medical consultation services, allowing employees and their families to easily seek advice from doctors about physical or mental health concerns. This further enhances our support for their well-being.
■ Supporting the Active Participation of Older Employees
Nitta Gelatin has introduced a selective retirement age system to enable older people, with their experience and skills cultivated over many years, to take on wider and more active roles in later life. The purpose of this system is to support a so-called life redesign by allowing employees to choose their own retirement date from anywhere between the ages of 50 and 60.
For those people coming up to retirement age, we also provide support on gaining employment at other companies. Conversely, any employee who wishes to continue working after retirement can do so under our re-employment program, up to the age of 70. Employees with particularly advanced expertise can continue contributing in specialized “Meister” roles.
