ベラ ジョン カジノ 出 金 時間ights & Diversity

The Yamato Group established the "Yamato Group ベラ ジョン カジノ 出 金 時間ights Policy" in 2021 based on the UN Guiding Principles on Business and ベラ ジョン カジノ 出 金 時間ights, with the aim of realizing a enriched society as stated in the Group's Management Philosophy. This commitment indicates the Yamato Group's intention and direction to respect ベラ ジョン カジノ 出 金 時間ights through a resolution of the Board of Directors. Based on this policy, we will strengthen our efforts to respect ベラ ジョン カジノ 出 金 時間ights.

We have established a Basic Policy on Diversity with the aim of creating a workplace environment that respects the diversity of employees, fosters diverse ベラ ジョン カジノ 出 金 時間esources, and enables them to engage in active roles. Based on the Yamato Group's "DNA" and core value of management by full participation (we all represent the company), we promote diversity throughout the Group by creating a workplace environment where diverse ベラ ジョン カジノ 出 金 時間esources can play an active role and fostering diverse ベラ ジョン カジノ 出 金 時間esources.

The Yamato Group distributes mini-booklets explaining its Group Corporate Philosophy to all employees, to enlighten them about the Group's stance on ベラ ジョン カジノ 出 金 時間ights and the importance of respecting ベラ ジョン カジノ 出 金 時間ights.
We also distribute a group-wide harassment handbook, and conduct training to prevent harassment at each Group company. In particular, we educate management personnel, using videos, to enable them to respond appropriately when they receive a report or consultation on ベラ ジョン カジノ 出 金 時間ights issues, including bullying or harassment.

Note: In fiscal 2021, we conducted a survey of all employees on the actual state of harassment in the workplace (twice a year). We have set action targets for creating workplaces that are free of harassment (on an individual workplace basis) and created opportunities to implement them (once a year).

The Yamato Group engages with outside experts on ベラ ジョン カジノ 出 金 時間ights risks and considerations in its business activities. At a stakeholder dialogue held in November 2019, Ryusuke Tanaka, Program Officer of the International Labour Organization (ILO) office in Japan, gave opinions on ベラ ジョン カジノ 出 金 時間ights issues across a wide range of topics, such as labor and supply chain. Going forward, we will continue to incorporate valuable opinions from third-party perspectives into the identification of material issues and consideration of strategies, and make use of them in future initiatives.

It is said that many sexual minorities work in the transportation industry because the differences in the appearance of uniforms worn by male and female employees are minor in comparison with other industries. In FY2019 (the fiscal year ended March 31, 2019) we conducted executive training, with members of LGBT minorities taking to the stage to speak to executives, in order to help create a workplace environment where sexual minorities can engage in active roles in the future.
To solve concerns that LGBTQ people have and create work environments where employees can work energetically, we have established an external LGBTQ consultation desk. At the consultation desk, external counselors who have knowledge and understanding of LGBTQ (LGBTQ people and professional counselors) provide consulting services so that privacy will be taken into consideration and the desk will be user-friendly.

As a measure for promoting women to management roles, we implemented a training program for women aiming to be sales office managers in fiscal 2022. Through group mentoring, we have implemented follow-up consultations with superiors and external mentors to eliminate concerns that could arise upon becoming managers.
Additionally, we have created development plans and implemented training for managers under the theme of eliminating unconscious assumptions and bias to support the development of women who aim to become sales office managers in collaboration with their superiors.
Going forward, as well as holding consultations for those eligible to participate in the program regarding advancing their careers, we aim to increase the number of women in management by introducing systems that support diverse workstyles through the Company intranet and sharing information about female manager role models through the utilization of in-house newsletters.

The Yamato Group continues to create employment opportunities for persons with disabilities based on our Corporate Stance, which states that we will actively support the independence of persons with disabilities and other socially vulnerable people. Yamato Transport has assigned personnel in charge of promoting the employment of persons with disabilities nationwide, and holds monthly meetings on a regional basis to share issues and examples of good initiatives for promoting employment, engage in recruitment activities, and provide support to help employees stay in their jobs.
As of March 2023, the number of Group employees with disabilities was 2,951, and the employment rat was 2.85%. We will create opportunities for people promoting the employment of people with disabilities to learn, including training with external experts, to deepen their understanding of working with people with disabilities and enhance systems in the workplace. We will strive to promote the employment of people with disabilities.

The Yamato Group has established universal design guidelines to design facilities that customers and employees can use more at ease and more comfortably.

The Yamato Group employs approximately 8,000 non-Japanese employees. We provide multilingual documents and notices about employment and safety and work manuals for non-Japanese employees in English, Chinese, Nepali, and Vietnamese. We also provide multilingual support in our employee awareness survey, investigate opinions on job satisfaction and ease of working for non-Japanese employees, and reflect our findings in efforts to improve the workplace environment.
To develop a working environment that enables non-Japanese employees to demonstrate their skills with peace of mind and ensure they are not the only person left behind, we set up a consultation center (available in English, Vietnamese, and Nepali) on a trials basis in the Kansai area from April 2023 and in the Tokyo area from May 2023.
We will expand this nationwide based on the results of the trial.

We organize the Yamato Life Plan Seminar, which provides employees approaching retirement about pension plans, how to work after retirement, and financial planning after retirement. Employees can participate in the seminar with their spouses, and receive assistance for them and their families to transition smoothly to their second life after retirement.