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Inclusion and Diversity
The NEC Group Code of Conduct strictly prohibits people at NEC from acting with prejudice on the grounds of race, belief, age, social position, family origin, nationality, ethnicity, religion, gender, sexual orientation, and gender identity, as well as physical or mental disability, and strictly prohibits actions that belittle individuals, including bullying, harassment, child labour, and forced labour. Furthermore, the NEC Group Human Rights Policy sets out and advocates detailed policies for our initiatives on human rights based on the NEC Way and explicitly states that in all types of corporate activities we must respect the individuality of each person and not act in any way that may harm their dignity.
It is one of NEC’s management strategies to firmly establish a culture that is truly based on inclusion and diversity (I&D) in this way. We believe this is a source of innovation, and we are promoting initiatives on the following points.
- Set out diverse human resources as one of NEC’s priority management themes from an ESG perspective—materiality—and develop employees who lead teams that are able to understand and accept different values and cultures and thrash out various ideas to create social value and drive innovation
- Understand unconscious bias correctly and provide equal employment and career opportunities through management, regardless of age, nationality, gender, sexual orientation, and gender identity, as well as physical or mental disability
NEC’s ultimate goal is to “transform its organizational structure and culture into one that transforms individual differences into strengths, responds with agility to change, and continues to compete strongly and win.”
The Inclusion & Diversity Group, led by a corporate executive, works with related departments within NEC to promote a variety of measures, which include providing support for and promoting the understanding of women’s career advancement and active participation, and the employment of people with disabilities and sexual minorities (LGBTQ). This group is also engaged in measures related to smooth onboarding of non-Japanese employees working in Japan and midcareer hires. In this way, we are fostering our in-house culture by proposing and implementing measures to enable these kinds of diverse internal human resources to make full use of their individuality and uniqueness to work and participate at their full potential.
To ramp up these efforts one step further, in fiscal 2022 NEC established the I&D Steering Committee chaired by the CEO, and the I&D Acceleration Team as Companywide entities. Under the strong leadership of senior management, managers, and other personnel in charge gather to hold theme-based discussions where participants propose ideas to promote I&D, and then decide upon and implement specific actions. The committee posts the contents of its meetings via the company intranet and discloses decision-making processes of senior management internally.
Measures and Main Fiscal 2022 Activities
Promotion of Global Recruitment of Human Resources
To achieve global business expansion, NEC is working to recruit non-Japanese individuals in its research, technology, sales, and corporate administration departments.
|Hiring of non-Japanese employees in each division
|October entry system
|Establishment of a prayer room
Promoting Women’s Career Advancement and Active Participation in the Workplace
As a global company, we believe it is preferable to have more female employees participating in management decisionmaking and leadership positions, and we are conducting initiatives aimed at the following three targets:
|Targets (to achieve by April 1, 2026)
|Targets and progress
|1. Ratio of women or foreign nationals among directors, Audit & Supervisory Board Members (KANSAYAKU), and corporate officers: 30% by fiscal 2026
(as of June 30, 2022)
|2. Ratio of women in all management positions: 20% by fiscal 2026*1
(as of April 1, 2022)
|3. Ratio of women among all employees 20%: by fiscal 2026
(as of April 1, 2022)
Scope: NEC Corporation
- *1Managers, employee data, corporate governance, etc. (Data collection)
Joining the 30% Club Japan
NEC joined the 30% Club Japan in 2020 with the goal of improving the gender balance among our corporate officers. This goal also coincides with NEC’s aim of realizing a sustainable society—a goal the Company pursues based on the Purpose of the NEC Way.
NEC endorses the aims and activities of the 30% Club Japan. As a member of the club, we will tackle a range of measures to improve the gender balance among our corporate officers.
Talent Management Program for Female Employees
The goal of this program is to identify promising human resources from a wide range of female employees and increase the number of women in all management positions.
Therefore, we have developed and implemented a systematic, position-based development program for our human resources, with the aims of encouraging their further contribution as leaders who epitomize our Code of Values and producing corporate officers in-house.
- Providing our human resources at the assistant manager level with leadership development programs, forums, panel discussions with women in senior positions, and workshops for their supervisors
- Making a conscious effort to ensure a strong percentage of promising female employee participation in our human resource development programs at every level
- Holding roundtable discussions with officers and the CHRO regarding promising human resources
Events, Training, and Promotion Activities Inside and Outside NEC
|In-house online event for International Women’s Day
|Unconscious bias training
|“Welcome Back” seminars—Design your workstyle and career
|Career development for women in sales
|Activities to promote diversity led by women in management positions
|Involvement of senior management
Efforts to Promote the Use of Childcare Leave Among Male Employees
We are working to encourage male employees to take advantage of childcare leave by conducting interviews with both employees who have taken leave and their supervisors and then sharing their experiences within the Company.
Promoting Employment of People with Disabilities
NEC currently employs 399 people with disabilities, which is the total for NEC Corporation, NEC Friendly Staff, Ltd., and NEC Management Partner, Ltd., as of June 1, 2022. These employees work based on the principle of “doing on your own the things you can do and helping each other with the things that cannot be done alone.” As of 2022, NEC Corporation exceeds the statutory employment rate of 2.3%, but some Group companies have yet to reach this rate.
|Employment liaison service for people with disabilities
|Measures for recruiting new graduates for fiscal 2024
|The NEC Group I&D Promotion Meeting
- *2Measures to improve conditions that are barriers for disabled workers so that they can exercise their abilities effectively
Signatory to The Valuable 500
NEC has agreed with and become a signatory to The Valuable 500 initiative for promoting active participation of people with disabilities in the workplace, which was launched at the World Economic Forum Annual Meeting in Davos, in January 2019. In addition to continuously promoting initiatives to create environments that allow employees with disabilities to demonstrate their full potential, we will also strive to realize safety, security, fairness and efficiency to enable a rich range of social activities by supporting people with disabilities through employment and contributing to society through support for parasports.
Special Subsidiary Company: NEC Friendly Staff, Ltd.
In March 2003, NEC Corporation established NEC Friendly Staff, Ltd., as a special subsidiary company for employing people with disabilities, including people with intellectual or mental disabilities. The subsidiary’s head office is located at the NEC Fuchu Plant, and employees work at offices in Tamachi, Abiko, and Tamagawa. As of June 1, 2022, the company employs 145 people with disabilities.
The company’s employees support the Group’s businesses in many ways. As well as providing long-established services, such as cleaning services and services for the conversion of business-related documents into electronic format, the subsidiary’s employees are helping other Group companies adapt to telecommuting and other workstyle changes by assuming more tasks on a consignment basis. For example, the subsidiary provides support for the launch of online training, checks postal mail sent to employees working from home and forwards it, and performs various types of dispatching. In addition, as a long-term expansion measure, the subsidiary has been tasked with carrying out operational work related to the large amount of learning data created by the development division of the Group’s AI/DX business. These services improve the work efficiency of NEC’s other employees as well as helping to strengthen the management of compliance. Going forward, NEC will continue expanding the work of the special subsidiary company by having it provide an even wider range of administrative support services.
Supporting Diverse Workstyles for Seniors
|Dispatch and placement arrangements to locations inside and outside the Group
In creating a workplace environment where every individual can fully express themselves without fear of discrimination, we believe that having a correct understanding of LGBTQ issues and increasing the number of “allies”*3 are top priorities. Also, to provide LGBTQ employees with equal opportunities to use our systems, since fiscal 2020, we have provided training for management to better understand LGBTQ issues as well as training for employees who work at our primary consultation desk to ensure LGBTQ employees who use the service can do so with a sense of safety and peace of mind.
- *3Someone who understands the situation of, and strongly supports, LGBTQ individuals
|Launch of an ally community and the promotion of understanding among employees
|Revision of internal regulations
|Participation in DIVERSITY CAREER FORUM 2021 as a sponsor
|Rated “Gold” in PRIDE Index 2021
|Toward fair recruitment activities
- *4Publicly stating a person’s sexuality to a third party without consent of said person
Inclusion of Mid-career Hires
We hired roughly 600 new graduate hires on par with the previous fiscal year. In light of the increasing number of midcareer hires, we are implementing the following initiatives.
|Training for employees responsible for conducting interviews
|After joining NEC
Mid-career hires have diverse approaches and perspectives based on their experience working at other companies outside NEC. These employees serve as the catalyst for cultural transformation by putting forth ideas to improve existing operations in their assigned places of work.
Initiatives in the Local Community
NEC continues to promote awareness and understanding of I&D within local communities and address issues through the following corporate citizenship activities.