Working Environments That Maximize Potential

In Medium-Term Management Plan 2029, we have defined the type of people we seek. To nurture the human resources we desire, we provide each employee with opportunities for growth and challenges for them to take on. By appropriately delegating authority, we create working environments where employees can learn and take on challenges in unique ways, while employees with exceptional strengths can fully demonstrate their capabilities, leading to career advancement and more significant roles. Furthermore, by developing a foundation that recognizes employees’ individual strengths and expanding opportunities for the taking on of challenges, we aim to build an even stronger organization.

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Human resource development system

We have a human resource development system in place that supports the growth of each employee. For new-graduate hires and mid-career employees, we not only help them develop basic skills as members of society but also provide them with opportunities to enhance their knowledge and interact with others so that they are able to smoothly acclimate to their new roles and take on more significant roles in the future. We also support management personnel at all levels of the hierarchy, from new managers to existing managerial personnel, through management programs that enable them to gradually gain the requisite skills, knowledge, and mindset. These efforts lead to the creation of working environments where management personnel can lead their organizations and teams in achieving their goals as well as fully demonstrate their abilities.

Human resource development system

Support for self-directed learning

We are also committed to helping employees achieve their career goals through self-directed learning. We have provided a venue via which employees can freely access the content they would like to learn through a platform by using our online self-learning tools. We also share recommended learning models and information on popular content.
Furthermore, we launched MCG Learning City, a platform for self-directed learning. Here, employees act as a guide to share knowledge and learn from each other through a number of opportunities to gain new insight and grow together.

Internal job postings

We promote the use of an internal recruitment system based on the belief that the Company and its employees should choose and empower each other. Positions that need to be filled are disclosed monthly on the in-house portal, and employees can apply for these positions freely without the approval of their supervisor. Through this internal recruitment system and our company-initiated transfers, we provide opportunities for employees to pursue their desired career paths on their own volition while ensuring the strategic and flexible deployment of personnel. This allows us to create growth opportunities based on individual aspirations and expertise while optimizing our organizational structure.

We are working to build a more diverse organization and create an environment that encourages the exchange of diverse opinions. We believe the active participation of individuals with different views and characteristics leads to the creation of new value and invigorates the workplace. Accordingly, we place great importance on respecting the individuality of one another.

Diversity at the decision-making level

We promote diversity at the decision-making level by incorporating the ratios of female employees, non-Japanese employees, and multi-career employees at the decision-making level into our management of sustainability (MOS) indices, a sustainability indicator. By advancing succession planning and leadership development programs that take diversity into account, we will enhance diversity among decision-makers and leverage more multifaceted perspectives in our management practices.

Promoting employment of people with disabilities

In addition to actively providing employment opportunities to people with disabilities at its various business sites, the Group has established special-purpose subsidiaries. Along with administrative duties, these subsidiaries have expanded the scope of their operations to include video editing, data processing, programming, and other work involving the use of digital technology as well as remote operations through an online environment with the aims of enhancing the skill sets of employees with disabilities and improving the Group’s overall productivity.

Reception work being conducted remotely online

Fostering an inclusive corporate culture

We hold an event week each year in conjunction with United Nations International Women’s Day on March 8. In 2025, various events on the theme of “Accelerate Action” were held over five days. These events included a video on our past diversity promotion initiatives, a discussion between the CHRO and Group employees, a seminar on psychological safety, and a networking event for women in shift work positions with other companies. The events served as an opportunity to understand the value of diversity and to reflect on the importance of fostering a culture of respecting each other’s differences.
In recognition of these initiatives as well as our efforts to ensure an inclusive workplace culture, we were presented with the Best Workplace Award, the highest honor in D&I AWARD 2024, which recognizes companies that demonstrate outstanding commitment to diversity and inclusion.

Riko Challenge

We are participating in Riko Challenge, an initiative launched by the Gender Equality Bureau Cabinet Office to foster interest in the science and engineering fields among female junior and senior high school students. Currently, the percentage of female students entering science universities in Japan is extremely low, and this poses a significant barrier to our diversity, equity, and inclusion efforts, as we primarily recruit graduates from science universities. We believe this initiative is essential not only from a social responsibility perspective but also from the standpoint of securing talented people for the Group. Accordingly, we have also become a member of the Riko Challenge Support Group, actively conducting activities to raise awareness of the science and engineering fields, such as organizing study tours for female students.

Paternity leave

We are working to create an environment that allows our male employees to actively participate in childcare. Our various initiatives in this regard include posting testimonials from other fathers who have taken paternity leave on the intranet, conducting interviews and training sessions on special days dedicated to childcare leave, and holding online seminars for fathers. As a result of these efforts, the ratio of male employees taking paternity leave increased to 82.2% in fiscal 2024.

We are committed to creating psychologically safe workplace environments so that our employees can continue to grow by confidently performing to the best of their abilities. To eliminate harassment and create respectful and open workplace environments, we conduct human rights awareness training, implement workplace-specific measures based on employee survey results, and promote other initiatives to enhance psychological safety.