Respect for Human Rights and Human Capital

Business and Financial Risks

Decline in competitiveness and number of recruits due to the decline in the domestic population

Decline in retention of younger employees due to decreased sense of belonging to the company

Economic and Social Opportunities

Contribution to earnings by improving employee skills

Improvement of employee morale and loyalty by realizing a comfortable workplace that respects work-life balance

Action Policies

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  Secure diverse talents

  Secure diverse talent that matches our philosophy and values (new graduates and mid-career workers, regardless of nationality and gender)

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  Strengthen mid-career recruitment

  Strengthen mid-career recruitment through employee referral system, rehiring of retired employees and alike

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  Create a comfortable working environment

  Foster a corporate culture of mutual respect and peace of mind

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  Enhance training programs

  Expand opportunities for employees to learn through enhanced training programs

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  Improve management skills

  Improve management skills by conducting awareness surveys of younger employees (1 to 5 years of working experience at the company) and having HR advisors provide individual support (visits and interviews)

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  Improve the workplace environment and various systems

  Improve the workplace environment and various systems, including support for balancing work and family life

Examples of Initiatives

Support for promotion of non-Japanese employees

Japan's working population is shrinking due to the accelerating aging of the population and the declining birthrate, and the labor shortage is becoming increasingly serious due to the aging of the workforce and other factors. In addition, there is a need for human resources with the knowledge, skills, and experience to respond to the increasing performance of automobiles and the diversifying needs of customers. The NTH Group is actively recruiting and training foreign nationals, and as of September 2023, we have 82 foreign nationals on our payroll. In order to encourage foreign national employees to play an active role, it is necessary to foster a corporate culture that respects each other and allows them to continue working with peace of mind. To this end, Nissan Tokyo Sales conducts diversity and inclusion training for both foreign and Japanese employees.

In FY2023, a "Challenge Program [Language Acquisition (Japanese)]" was also implemented for non-Japanese employees. This program offered two courses: "Japanese language group training by outside instructors" and "unlimited Japanese language learning for 6 months through e-learning". Thirty foreign national employees took part in the program at their own request or upon the recommendation of their supervisors or other members at their workplaces. In the Japanese language group training, participants learned the use and intonation of "honorific", "humble" and "polite" expressions unique to the Japanese language through role-playing simulating actual customer service at a dealer. Participants commented that they wanted to learn more Japanese and that communication in Japanese was easier than before. In order to expand opportunities for foreign employees to play an active role in the company, we will continue to put in place a system to promote the improvement of management skills and the workplace environment.