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For the HTS Group, diversity means that employees of different gender, nationality, generation, skill, and career, having various attributes, individuality and values can fully demonstrate their potential and create new ideas and businesses using their diversified ways of thinking.
In 2012, we established the Diversity Promotion Center with the aim of creating a pleasant workplace where various human resources of the entire Group can play an active role.
The HTS Group is actively promoting diversity. With the progress of globalization of the market, promotion of diversity is an important management strategy, an indispensable condition, so to speak, as a prerequisite, for the Group to win the competition both in Japan and overseas. In today's global market, including in Japan, it is not possible to win business the way we did it in the past.
It is not possible to meet the ever-diversifying needs of customers simply by thinking about things with a single focus and proceeding based on this as in the past, nor is it possible to draw an image of the future as a company. Therefore, it has become necessary for employees with various attributes, individuality, and values to fully demonstrate their respective abilities and to generate new ideas and businesses from diverse ways of thinking. This is the diversity that the Group is considering, that is, "Making all personnel work to their full potential."
In the past, the logistics industry itself was primarily male-dominated, and unfortunately the HTS Group was not in a state where it was possible to say that diversity was progressing.
However, the activities of women, foreign human resources, and people with disabilities are steadily progressing. Currently, we have set numerical targets for FY2020 and promoted initiatives, creating mechanisms and systems, reforming employee awareness, and working styles, etc.
As stated in our management philosophy, the Group's goal is to permanently continue to contribute to customers and then to the creation of a prosperous society through high-quality logistics services.
To achieve this, we will further accelerate our efforts to promote diversity.
President and CEO
With an aim of "respecting differences between individuals and allowing all to reach their potential in the workplace," we incorporate factors that may promote better understanding of employees about diversity in training by rank and strive to raise awareness of the entire Group.
Since FY2014, The HTS has been holding lectures by outside lecturers for the purpose of deepening understanding of diversity, promoting organizational efforts, and reforming employee awareness.
HTS positions the active participation of women as an essential issue for a global company and has implemented various initiatives. In FY2013, we established KPIs for the active participation of women to accelerate our initiatives to achieve the targets.
KPIs for the active participation of women：
By FY2020 (1)ratio of female managers: 10% (2)Promotion of female officers
|Promotion of female officers||In June 2014, we welcomed the first female outside director and achieved KPI.
[Future goals] Development of officers from within the company
|Number of female managers (persons)||13||19||19||26||34|
|Ratio of female managers||1.8%||2.7%||2.7%||3.7%||4.7%|
To promote active participation of women, we trust young female employees with assignments with greater responsibilities to give them opportunities to gain knowledge and experience as well as raise their motivation, and systematically promote them to assistant managers and managers.
|Number of female assistant managers (persons)||46||48||56||66||61|
|Ratio of female assistant managers||7.3%||8.1%||9.7%||11.5%||11.1%|
There is the opportunity to participate in the "Career Seminar for Young Female Employees" held by the Hitachi, Ltd., and female employees who are in the third year at the Company are participating.
This sets up a place for individuals to think about their own careers early after joining the Company, to dispel vague anxieties such as anxiety over the future, the balance between work and private life, balance with life events, etc., while paying attention to the surrounding environment, and also provides an opportunity to receive guidance and strategies for their own careers.
We are working to increase the hire rate for new graduate females and thereby secure more female personnel.
Scope: HTS, domestic group companies
Appendix: Non-consolidated basis
|Ratio of female employees in new graduates hired (FY2019)||39.1%|
The HTS Group believes that it is essential to establish a workplace where employees can maintain a work-life balance even when they face a serious life event. We have a system to provide assistance for a work-life balance of employees that goes beyond the legal requirements to ensure that they can continue to work with a sense of security while raising their children or caring for their family members.
By facilitating employees' awareness through aggressive provision of necessary information, we will strive to develop an environment and work climate that allows diversified work styles.
There is an opportunity to participate in "Pre-maternity Leave and Return-to-Work Support Seminars" held by the Hitachi Group. These seminars are attended by superiors as well as those who are eligible to take leave, and by discussing together working styles and aspirations for the time after reinstatement, these are useful for a smooth return to the workplace and career development after reinstatement.
We will raise awareness of the overall support system for balancing work and childrearing and raise the understanding in the workplace for men taking childcare leave, and meanwhile promote work style reforms, including reducing overtime and holiday work, and promoting the taking of annual paid leave, etc.
|Number of childcare leave taken by male employees (persons)||4||8.3%|
|Number of childbirth leave for prospective fathers taken*|
* Number of employees whose spouse gave birth during FY2019: 48
|Number of those who took childcare leave (persons)||9||9||16||14||14|
HTS is making various efforts to build a foundation for developing global human resources.
Currently, employees of various nationalities such as China, South Korea, Thailand, Russia and Kenya are actively working.
By FY2020, we have set a numerical target (KPI) of 3.0% for foreign employees, actively hiring them, and promoting the diversification of human resources.
The HTS Group is making various efforts with the goal of creating a workplace where employees with disabilities can play an active role.
We implements a variety of group-wide initiatives on hiring persons with disabilities, including taking on personnel for practical training from special needs schools and cooperating with the support office of universities.
We also prepare the work environment by setting up laborsaving equipment especially geared toward persons with disabilities and creating barrier-free environment.
We will continue to hire persons with disabilities as well as to tailor the work environment to these individuals.
*1 Scope: HTS, domestic group companies
*2 Reference: Statutory employment rate and average private enterprise employment rate as of June 1st of each year
HTS is rehiring all applicants for re-employment after retirement age of 60. Through life plan training and interviews before retirement, we support the active participation of the elderly who can make the most of their careers and promote the creation of a work environment where they can demonstrate their abilities.
|Re-employment of the elderly||100%||100%||100%||100%||100%|
In acknowledgement of the Center's various initiatives and achievements, HTS was chosen by the Ministry of Economy, Trade and Industry (METI) as one of the nation's "Diversity Management Selection 100" in 2015.
In October 2018, we received "Eruboshi (L Star) Certification (Stage 2)" from the Ministry of Health, Labor and Welfare as a company which made excellent efforts for the promotion of women's active participation and advancement in the workplace.
The following is the data including Diversity.