We are actively working to foster a corporate culture that turns employee diversity into a key strength of the ANA Group as a whole. We deeply value the diversity that characterizes our organization and groups as we strive to create workplaces that generate fresh value.
We value employee diversity,
believing that diversity and inclusion are wellsprings of
innovation and fresh value creation.
We are working to create workplaces where every individual can fully utilize and
maximally leverage their strengths.
We seek to create a group of unshakable trustworthiness and relentless innovation,
where everyone can derive positive motivation and meaning from their work.
ANAAS has a variety of work-life balance programs in place to support our employees who are engaged in parenting, caregiving, or other outside commitments. We want our employees to stay with us for years to come, so we continue to upgrade this programs through various proposals and internal projects.
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ANAAS has been recognized by the Minister of Health, Labour and Welfare for its programs to support employees in their parenting responsibilities.
The company received a "Gold" rating in the PRIDE Index, an evaluation index of workplace initiatives related to LGBTQ+. *The PRIDE Index is an index developed in 2016 by the voluntary organization "work with Pride" with the aim of realizing a workplace that is easy to work in for LGBTQ+ people.It is evaluated based on five indicators: declaration of action, community of LGBTQ+ people, awareness-raising activities, personnel systems and programs, and social contribution and external relations activities.
The ANA Group feels a natural responsibility to serve the public by offering jobs to people with disabilities—regardless of whether it has a legal obligation to do so. We also believe that including people with disabilities in our workforce is one of our group’s most valuable strengths.
For this reason, we make sure that all of our employees correctly understand “disability” as just one face of diversity. We want to make the most of each employee’s strengths as an individual with workplaces that foster confidence, pride, and self-actualization. Specifically, we are implementing the following initiatives in the hope of further energizing our corporate group.
※Count short-time worker as 0.5 person, Heavy handicaps as 2 person
※Legal employment rate 2.3%
※Recent 3 years
*Data based on the June 1, 2023 report on the employment status of persons with disabilities, which is required to be submitted to the Minister of Health, Labor and Welfare.
At ANAAS, we have lots of employments with handicapped person, Working with full support.
For an example, staff section we do…
Also, Line section we do…
This program welcomes back employees who needed to leave ANAAS for reasons beyond their control (parenting responsibilities, spousal transfer, family caregiving, or similar reasons).
| Eligible employees: | Those who were once fully-contracted ANAAS employees and who left the job due to parenting responsibilities, spousal transfer, family caregiving, or similar reasons. |
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In an effort to develop human resources capable of coming out ahead in all-out global competition, we are implementing overseas training programs with a focus on our younger employees. Participation in these programs develops their identity as true citizens of the world while fostering independence, action-taking, and an understanding of the need to develop logical opinions that can be readily communicated to others.
