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Our Relationship with our Employees

Under our Management Commitment to conduct all corporate activities with a deep respect for humanity, we work to provide and maintain a positive work environment while facilitating a high level of job satisfaction for every employee.


Respect for human rights

Our Management Commitments state that "we conduct all of our corporate activities based upon a deep respect for humanity" and our action guideline states that "we always strive to maintain a healthy working environment, respect the human rights of each person, and will never engage in discrimination or any other violation of human rights." Thus our commitment is clear: we will never conduct any unreasonable act of discrimination or harassment based on place of birth, nationality, race, ethnicity, creed, religion, position, gender, age, sexual orientation or physical characteristics and are working to cultivate a culture of respecting human rights. We all accept and respect each other and the personality and individuality of everyone.

Respecting diversity

Promoting female employees' active participation

Nippon Shokubai has been working actively to ensure genderneutral recruitment and institutional development. We have formulated an action plan for fiscal 2016–2020 that is intended to increase the number of female employees in managerial positions (or above the level of section manager). Our goal is to double the number relative to the fiscal 2015 year-end levels by the end of fiscal 2020. As one measure for this plan in fiscal 2017, we gathered female managers and others and conducted a workshop with them as well as giving management training for their superiors. Based on the results of these workshop and training, we are advancing new initiatives to further support female employees.

Employment of foreign nationals

In anticipation of further expansion of our business across the globe, we continue to hire foreign nationals in Japan as well as in our Group companies in other countries.

Re-employment system

This system corresponds to measures that address the rescheduling of the pension eligibility age and is intended to help stabilize the lives of retired employees. The period of re-employment extends until the age of 65. This initiative contributes to an employee's sense of security, self-worth, job satisfaction and motivation, as it provides ongoing employment in a familiar work environment.
Note: Re-employment rate of retired employees (non-consolidated): 85.7% (fiscal 2018)

Employment of people with disabilities

We are committed to employing people with disabilities and giving them active roles at each of our workplaces and at our designated Group subsidiary, NS Green Co., Ltd.

Promoting work-life balance

Providing balanced assistance for work,
child care and nursing care

Japan's low birth rate and aging population remain pressing issues, and it is essential that all sectors of society continue to support child care and nursing care. Private enterprises are also required to create an environment that supports a balance between work, child care and nursing care. We are responding to these social realities by working to create an environment and infrastructure that provides a variety of systems to support employees with their parenting and nursing responsibilities while employed. We have also published a guidebook that summarizes our balanced support system, and we continue to keep our employees broadly informed and educated.

KuruminThe Osaka Labour Bureau of the Ministry of Health, Labour and Welfare granted us an authorization for complying with Standards for General Employers under the Next Generation Nurturing Support Measures Promotion Law.

Reducing excessive working hours and encouraging the taking of leave

At Nippon Shokubai, the Working Hours Management Committee has been established by both labor and management to check the monthly overtime work hours of each employee and work to reduce them. Employees who have worked for long hours are encouraged to attend an interview with an industrial physician or receive a health check using a medical questionnaire. Based on the results of the health check, the employee's supervisor receives guidance or instructions from the industrial physician. To encourage employees to take leave, the company has introduced a system to allow paid leave to be taken by the hour. We are thus working to create a working environment friendly to employees by paying attention to their work-life balance.

Providing Balanced Assistance for Work and Nursing Care/Providing Balanced Assistance for Work and Child Care
*Click the image to enlarge.

Notes: Number of employees using child care leave of absence: 24 (Total number of employees for fiscal 2017)
Number of employees using reduced working hours system for child care: 242 (Total number of employees for fiscal 2017)

Human capital development

Human resources management system

Framework of Human Resources System for Managerial Employees

Work to invigorate our people and organizations forms the basis of the second half of our Medium-term Business Plan "Reborn Nippon Shokubai 2020 NEXT" and the sustainable growth of our Group. With the theme "Think & Act," which means always being conscious of one's accountability in order to maximize value for the customer, we have implemented a human resources management system based on Management By Objectives (MBO). We continuously review the system itself and its operation, and we are creating an improved environment in which employees are given the freedom to achieve the desired results.

Provisions for managers

Managers are the drivers behind what needs to be accomplished under our medium- and long-term business plans and our "Vision for 2025." Because these managers are motivated by the concept "Think & Act," which means always being conscious of one's accountability in order to maximize value for the customer, this system is designed to reward those who demonstrate their best efforts in fulfilling their roles.

Provisions for non-managerial employees

We are committed to continually maintaining the current system. We conduct evaluator training, for example, with the objectives of setting more challenging and ambitious goals and maintaining the impartiality of employee evaluations, as well as maintaining and increasing relationships of trust between managers and those working under them in the workplace through evaluations and feedback.

Structure for human resources development

We have listed the following four items as "personnel objectives" to cultivate leaders who take the initiative and assume responsibility for a task without leaving it to others to perform.

(1) Self-starters capable of taking the initiative in identifying and resolving issues
(2) Personnel capable of flexibly adapting themselves and their organizations
(3) Personnel capable of demonstrating experience and expertise
(4) Personnel capable of working with a diverse international community

Developing human resources for leaders

We are implementing a variety of measures to cultivate leaders who can drive the organization. In 2018, we gave training to manufacturing managers and line managers. We are planning programs to develop human resources capable of innovating and holding dialogue meetings for section managers. To support efforts to encourage employees to be independent thinkers, we provide opportunities that include self-directed training and distance learning in addition to "rank-based training" that employees participate in at each step of their careers, and support their studies.

Developing human resources who will be active globally

Nippon Shokubai has over 10 overseas affiliated companies, in which over 50 Japanese expatriates are working. As our overseas sales revenue accounts for around 50% of our Group's total sales, it is increasingly important to develop human resources who can play active roles on a global scale. Under these circumstances, we have organized a program to dispatch young employees to our overseas affiliates as trainees for short periods of time. Starting from fiscal 2015, we use foreign trainers to provide training for employees who are likely to be seconded overseas to give them various multicultural skills.

Human Resources Development Support System


Managing mental and physical health

To maintain and improve the mental and physical health of our employees, we have introduced various measures to help them to manage their health. Administered by our industrial physicians and occupational health staff, these efforts revolve around the health promotion office in each of our business offices. Specifically, we conduct general and specialized health examinations and provide tailored health advice in cooperation with the Nippon Shokubai Health Insurance Union. Together, we arrange health checks with dentists in addition to family health checks and the like. We also offer educational activities such as in-house lectures and physical strength measurement sessions. We have formulated a Mental Health Plan aimed at staving off mental and physical illnesses. At the same time, we are working to improve productivity and create a bright and lively workplace by providing stress checks and rank-based training focusing on mental health education for all employees.

  • Internal conference

  • Physical strength measurement

Toward a sound labor-management relationship

Nippon Shokubai and the Nippon Shokubai Labor Union, a member of the Japanese Federation of Energy and Chemistry Workers Unions, maintain a dialogue based on mutual respect. Respecting the three rights of labor and through a good labor-management relationship based on mutual understanding and trust, we are addressing the resolution of various issues and achievement of goals through cooperation. Regarding collective bargaining, we have specified the scope of negotiations, procedures, the method of settlement, and other matters in collective labor agreements so that various issues can be properly solved and overcome through dialogue. Moreover, meetings of the central labor-management council and meetings of the branch labor-management council at each plant are held periodically as forums for exchanging opinions between labor and management. The company and the union have concluded a union shop agreement under which all our regular employees join the union.