Workplace and Work Environment

To realize its corporate philosophy and create a “workplace that provides a sense of purpose” as stated in its Code of Conduct, the Muninova Group has established Basic Personnel Guidelines, which guide the formulation of future personnel policies.

The Basic Personnel Guidelines position employees as valuable assets of the company and establish as the foundation of AIFUL’s personnel policies a commitment to enabling employees to live richer lives by achieving personal growth and a sense of accomplishment through work and having a sense of purpose. Based on such corporate culture, Muninova Group aims to pursue programs and an environment where each employee can perform to the best of their abilities with a high level of independence and carry out corporate activities that earn the trust of society.

Muninova Group has an internal hotline in place where employees can feel safe to report and seek advice on sexual harassment, workplace bullying, and harassment and discrimination related to pregnancy, childbirth, and childcare leave.

Muninova Holdings and certain consolidated subsidiaries have introduced employee engagement surveys in accordance with the international standard ISO 30414. By analyzing and utilizing the survey results, we strive to create a more vibrant organizational environment and enhance the value of our human capital.

Number of Eligible Employees: 2,078

Response Rate: 88.7%

Overall Score: 3.73 out of 5

*Eligible employees include full-time employees and executive officers of Group companies.

The overall score for the current consolidated fiscal year was 0.31 points above the industry average. Meanwhile, relatively lower scores were observed in the area of skills development and career development among non-managerial employees in their 30s to 50s. Based on these results, we will promote initiatives to visualize career paths by developing and publishing skill maps by job level and grade, as well as reskilling support through open-enrollment training programs for employees in their 30s. We will also continue to use the survey findings to enhance career support initiatives and improve the workplace environment.

The Muninova Group has an Employee Stock Ownership Plan for all employees.

This has led to an increase in employee asset formation and share price awareness.

This has led to an increase in employee asset formation and share price awareness.

To support employees’ career advancement through voluntary self-development, Muninova Group has introduced programs to assist in employees’ self-development. By offering support programs for obtaining qualifications, language studies, and correspondence learning as well as a book-purchase program, Muninova works to boost employees’ motivation in regard to self-directed learning and self-development.

To support the pursuit of diverse workstyles in accordance with changing social conditions, a flextime program is introduced at certain departments to improve employees’ work-life balance.

In addition to conducting legally required health checkups, we have established a system that enables employees to receive examinations at affiliated medical institutions nationwide. We promote participation through health checkup reminders and pre-examination web-based questionnaires. We also conduct annual stress assessments and strengthen mental health support through consultations with occupational physicians for employees identified as experiencing high stress and through workplace environment improvements. Furthermore, the health insurance association provides subsidies for comprehensive medical checkups, lung screening, and brain screening programs, supporting disease prevention, early detection, and the overall health and well-being of employees.

In preparation for disasters, we ensure that disaster provisions (e.g., helmets, drinking water, and rations) are available to all employees to assist them in returning home from work.