Human Resources Management
Basic Policy on Human Resources
Hanwa Founder Jiro Kita believed that a trading company is its
people, and he developed the business under his philosophy
that the prosperity of a company and the welfare of its
employees are inseparable like the two halves of a whole.
As the social environment changes, we believe that
adopting a personnel system and an employee welfare system
suited to the times and financial conditions so that all
employees find us a great place to work—including experienced
new hires, employees who are foreign nationals, and women in
career path positions—is vital to the development of our
company.
Creating a Safe Work Environment
We believe that a work environment and employment terms that
make employees feel safe lead to high performance.
We give ear to requests and opinions with the self
report collected annually and the Personnel Department
suggestion box available at any time, and we put them to use,
for example, to add to our employee welfare system.
We
are also working on an environment to facilitate teleworking,
including running a paper reduction project to streamline
tasks and promoting adoption of systems that include AI and
RPA.
Training Personnel
We are working on personnel development with the keywords
Professional and Global (P&G), and we are seeking personnel
that will specialize in their own field and exercise that
specialty successfully across many fields.
To foster such employees who can think for themselves
and take initiative, even when they are young, and create
business, we have prepared necessary training and
opportunities for them to take on various challenges.
In
FY2021, we will establish Hanwa Business School, an in-house
educational system. With varied training programs that can be
accessed online at any time, our hope is to achieve an
effective, efficient training program.
In-house Educational System “Hanwa Business School”
In June 2022, we established an in-house educational system “Hanwa Business School.” Hanwa Business School systematizes past training and departmental knowledge to conform to the times, and serves as a place for employees to learn by themselves. We are divided into eight faculties, including the Faculty of Literature to learn the Hanwa “DNA” and our history, the Faculty of Commerce to acquire knowledge of accounting and finance, and the Faculty of Business Administration to learn the theory and practice necessary for investment decisions, and we offer a variety of training programs. From FY2024, we will also start linking the new personnel system with Hanwa Business School training contents to help with the development of next-generation management human resources with both front-line and leadership skills, more than ever before.
Promote Diversity and Inclusion
Promotion of Women’s Empowerment
We formulate an action plan based on the Act on the Promotion of
Female Participation and Career Advancement in the Workplace
every three years to promote the participation of women. Under
the fourth action plan, which began in FY2023, we are actively
engaged in initiatives to promote the advancement of women, such
as actively recruiting women, increasing the number of female
employees involved in organizational decision-making, and
providing support for balancing work and life events. The main
goals are to maintain the percentage of female career-track
employees among new graduates hired at 30% or more, and to
increase the percentage of female managers to 3.7% by the end of
FY2025, with the medium- to long-term target of 10%. In order to
achieve our targets, we provide training for female employees as
an opportunity for them to reevaluate their careers, and we
support employees to proactively take on challenges by actively
encouraging them to switch from office work to career-track
positions. In addition, in light of the increase in the number
of dual-income households, we are also promoting awareness of
babysitter subsidies and other support measures to ease the
burden of childcare.
We will continue to create workplaces where everyone can
work with peace of mind, and to develop an environment where
women can actively participate in their own way
Promotion of Active Participation by Senior Employees
We are working on creating a work environment where personnel
with motivation and ability can continue to play an active role
regardless of their age. We introduced a senior personnel system
in FY2020 and have established a mechanism that allows employees
to continue working after the mandatory retirement age of 60
according to their wishes and roles. Regarding treatment after
retirement, we have designed the system with an emphasis on
fairness and satisfaction, taking into account evaluations and
expertise during active service, enabling work styles based on
roles.
We also consider the expertise and business experience
cultivated over many years to be important assets in the
sophistication of business operations and the development of
junior employees. By utilizing experience in management and
specialized fields and providing diverse opportunities for
activity including at Group companies, we are connecting this to
the succession of knowledge throughout the entire organization
and stable business operations. Furthermore, we support career
formation from a medium- to long-term perspective, such as by
providing opportunities for employees aged 50 and over to think
about their future careers and life planning. Going forward, we
aim for sustainable growth through the creation of an
environment where diverse generations can respect each other and
work together.
Employment of People with Disabilities
In April 2024, we established Hanwa Business Partners Co., Ltd. (HBP) to promote and stabilize the employment of people with disabilities. HBP began full operations in October 2024 and obtained certification as a special subsidiary under the “Act to Facilitate the Employment of Persons with Disabilities” in February 2025. HBP aims to create a workplace environment and systems tailored to diverse individuals, enabling everyone to maximize their abilities through mutual cooperation, regardless of the presence or type of disability. A special subsidiary is a subsidiary with special considerations for employing people with disabilities, and persons with disabilities employed at these subsidiaries are considered to be employed by the parent company or the group as a whole. As of April 2025, Hanwa Co., Ltd. and HBP together employ 50 people with disabilities, and the employment rate of people with disabilities in FY2024 was 2.6%, exceeding the statutory employment rate of 2.5%. In the future, we will actively expand our recruitment activities to respond to the statutory employment rate, which is set to increase in July 2026.
Please see below for data related to human resources management in our ESG disclosures.