Maximization of Human Capital

Promotion of Diversity

NICIGAS believes that it is important to actively incorporate the ideas and knowledge of diverse human capital, including those from other companies, in order to respond to changes in the external environment and continue to take on new challenges. We will work to create an environment where all employees, regardless of ages, genders, nationality, background, educational background, or life goals, can fully demonstrate their abilities and thrive.

Mid-career professionals’ active roles

Mid-career employees, who account for more than half our employees, are increasingly taking on active roles and making significant contributions. For example, an employee with a background in the hotel industry has created a sales etiquette manual to ensure courteous communication. We are improving the qualities of management and service by proactively enacting opinions of new perspectives (our issues and ideas for improvement).

Women’s participation and career advancement

Since deregulation, the scope of women’s participation in the workforce has expanded in line with the expansion of operations in the New City Gas and Electricity businesses. Recognizing the importance of initiatives in the sales department for women’s participation, we have relocated human capital through organizational restructuring. In the administrative department, the participation of women in management positions, including the head of the Human Resources Department and the head of the Financial Department, is gradually increasing.

NICIGAS has developed a range of systems to support diverse working styles, including childcare leave and flexible working hours, to enable women to continue working for longer while dealing with life events such as childbirth (for more information, please refer to “Improving Employee motivation: create a positive work environment”). Lastly, training for female employees. For FYE 03/25, we held a leader training session for female employees in managerial positions and above. The training involved teams working on challenges and thinking about their own roles within the team, and through activities such as these, the women were able to clarify their own leadership style, which in turn led to the formation of career plans for female employees.

Active participation of diverse generation

We appoint talented employees regardless of age. To date, our track record includes having a third-year employee to sales office manager, appointed a 32-year-old employee as head of the sales offices, and a 37-year-old employee assigned as a regional head of the branch office where he directs more than 200 sales representatives.
Senior employees with their experience are also active. After retirement, they continue to work at their own wish and contribute to creating an open and friendly workplace environment while also being involved in the training of younger employees. In 2021, we extended the retirement age from 60 to 65.

In-House Coming-of-Age Ceremony

NICIGAS is also focusing on recruiting post-high school graduates, and many of its younger employees are active. In December of the year that eligible employees turn 20 years old, Nippon Gas Unyuseibi CO., Ltd. and safety department hold in-house coming-of-age ceremonies, presenting commemorative gifts and holding social events.

Active participation of foreign employees

We appoint talented employees regardless of their nationality. As of the end of March 2024, there were 25 foreign employees, including temporary staff. They are expanding their areas of contribution, such as negotiating in their native language. In light of the increasing number of multinational customers, we plan to continue promoting the active participation of foreign human capital.

Active participation of employees with disabilities

NICIGAS holds recruitment briefings at special support schools and accepts interns in order to recruit employees with disabilities. We are also improving the working environment through the introduction of DX so that employees can make use of their skills after joining the Company. For example, in the safety inspection department, employees with visual impairments are playing an active role in “remote safety inspection services,” which allows them to complete safety inspections without visiting customers’ homes in person. At the Headquarters, more employees are able to play an active role by communicating via email and chat rather than by telephone. NICIGAS also provides support for improving skills, such as by holding business writing training sessions for employees with hearing impairments.

Active participation of employees caring for family members

NICIGAS has set up a consultation service where employees can talk to specialists about their concerns regarding the care of family members. This system allows employees to consult with outside experts about useful information all at once, such as nursing care costs, insurance, and applications for nursing care certification, etc., when family members require nursing care, and it is linked to support for balancing work and nursing care.

KPI and Targets

We are setting the following KPI and targets for NICIGAS' diversity and inclusion initiatives, and are monitoring progress.