In the "Vision2022" Long-term Management Vision, "Share the Next Values!" vision statement, and Medium-Term Management Plan, the NRI Group states that the linking and mobilization of diverse human resources, or the promotion of Diversity & Inclusion (D&I), is the Human Resources Strategy for supporting the growth of the Group.
We strive to create a workplace environment that provides each one of our employees, who have diverse values and individualities, with growth opportunities, the chance to work, and prospects for embracing challenges regardless of their race, nationality, gender, age, disability, sexual orientation, and gender identity, while utilizing their different skills and abilities.

• Promoting Diversity and Inclusion (D&I)
• Promotion of Women’s Participation and Advancement in the Workplace
• Support for Balancing Work with Childbirth, Parenting and Nursing Care
• Promoting the Success of Mid-Career Hires
• Supporting Workplace Participation by Persons with Disabilities
• Efforts Regarding Sexual Minorities
• External Recognition/Ratings

Promoting Diversity and Inclusion (D&I)

Promoting the Success of Female Employees

Main Efforts for Promotion of Women’s Participation and Advancement in the Workplace

• Training for female managers (with female executive mentors/instructors)
• Training for female manager candidates
• Dispatching employees to external training for the goal of cultivating female managers
• Supporting training for balancing work and parenting (for employees that return to work from childcare leave and their superiors)
• Three-way interviews (for pre-childbirth leave employees and their superiors)
• Creating guidebooks for employees that are pregnant or child-rearing and their superiors and colleagues, with information on balancing work and parenting
• Conducting D&I seminars for managers
• Providing e-Learning (for managers and regular employees) on unconscious bias
• Employee discussions (example themes: male employee participation in parenting, soon-to-be parents, and the reality of shortened work hours)

Goal of Promotion of Women’s Participation and Advancement in the Workplace

Action Plan

Status of Female Employees at NRI (FY2020)

1.Hiring

2.Continued Employment/Work-Style Reform

3.Evaluation/Promotion

Supporting the Balancing of Work with Childbirth, Parenting and Nursing Care

Main NRI Systems for Childbirth and Parenting

System	Applicable Period and Description
Shorter work hours during the gestation period	Until childbirth, dependent on the condition of the employee's health during the gestation period
Paid maternity leave	Up to 10 days a year
Partner childbirth leave	Five days within three months of the scheduled date of birth or the actual date of birth
Childcare leave	Until the day before the child turns one year old Can be taken until the child turns two years old, under special circumstances
In-office nursery	From seven months old until two years old (until the child's third birthday)
Shorter work hours for childcare	Until the end of the academic year where the child is in the third year of elementary school
Exemption from working overtime or working on days off due to parenting	Until the end of the academic year where the child is in the third year of elementary school Exemption from working overtime or working on days off
Limits on working overtime due to parenting	Until the end of the academic year where the child is in the third year of elementary school Employees can select an (1) Exemption from working overtime or (2) Exemption from late night work/work on days off
Select/shift work for parenting	Enables the start time/end time of work to be shifted in accordance with parenting responsibilities, within a certain range
Child nursing leave	Up to 10 days a year Half-days and single hours can also be taken

Main NRI Systems for Nursing Care

System	Applicable Period and Description
Nursing care leave	Up to 365 days per person requiring nursing care Can be divided into up to three periods
Shorter work hours for nursing care	Up to a total of three years per person requiring nursing care Can be divided into up to two periods
Exemption from working overtime or working on days off due to nursing	Exemption from working overtime or working on days off
Limits on working overtime due to nursing	Employees can select an (1) Exemption from working overtime or (2) Exemption from late night work/work on days off
Select/shift work for nursing	Enables the start time/end time of work to be shifted in accordance with nursing responsibilities, within a certain range
Nursing care leave	Up to 10 days a year Half-days and single hours can also be taken

Promoting the Success of Mid-Career Hires

Supporting the Workplace Participation of People with Disabilities

NRI actively strives to employ people with disabilities. On July 1, 2015, we established fully-owned subsidiary NRI Mirai, Ltd. (hereinafter "NRI Mirai") for the purpose of further promoting the employment of people with disabilities, and the company was certified as a "special subsidiary*2" as defined in the "Act Promoting the Employment of People with Disabilities*1" on October 1.

NRI Mirai provides employees with various disabilities work opportunities such as setting of meeting rooms and libraries, supporting training, collecting/ delivering internal mail, managing of miscellaneous goods, and "healthkeepers" (in-house physical therapists) work at massage rooms located at our main offices. We will continue opening up opportunities to promote the participation of those with disabilities.

• ※1 

  Act Promoting the Employment of People with Disabilities (law promoting the employment of people with disabilities):
  This law was enacted for the purpose of ensuring stable occupations for people with disabilities via measures for promoting employment based on an obligation to hire people with disabilities. The law was revised on April 1, 2018 to require private companies with 45.5 or more employees to maintain a ratio of at least 2.2% people with disabilities. This was further increased to 2.3% for private companies with 43.5 or more employees in April 2021.

• ※2 

  Special subsidiary:
  Refers to a subsidiary that gives special consideration to promote the employment of persons with disabilities, and in doing so meets certain requirements. Obtaining certification from the central government allows persons with disabilities employed by this type of subsidiary to be deemed as being employed by the parent company.

Status of people with disabilities employed at NRI (as of June 1 each fiscal year)

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