Promoting Diversity DE&I
DE&I
MIRARTH Palette's Initiatives
MIRARTH HOLDINGS Group launched the DE&I Promotion Project Team "MIRAITH Palette" in June 2025.
This project aims to achieve a state in which the voices of diverse people are utilized in the management of MIRARTH HOLDINGS Group, which is set as a goal for FY2030 by promoting DE&I throughout MIRARTH HOLDINGS Group.
Specifically, we will sequentially implement initiatives to improve systems and environments, reform awareness and culture, and support career development.
The name MIRARTH Palette has a positive connotation that "new value is created by mixing diverse personalities (= colors)."
Promotion of Women's Participation and Advancement
MIRARTH HOLDINGS Group is working to create a workplace environment where women can work comfortably and demonstrate their abilities by providing working conditions that are appropriate for their life stages.
MIRARTH HOLDINGS and Takara Leben introduced the "Babysitter Discount Program" in May 2022 with subsidies from the Cabinet Office's Babysitter Dispatch Program, which helps employees raising children balance work and childcare. In October of the same year, we introduced a new work style called the "Mid-Career Management Track Program," allowing female sales staff to continue balancing work and childcare with peace of mind after returning from maternity and childcare leave.
Promoting the Use of Childcare/Nursing Care Leave and Paid Leave
Promoting Paternity Leave
Our group has set "Percentage of male employees taking childcare leave" as a KPI and promotes the acquisition of childcare leave by male employees. Through our internal newsletter, we introduce the system for taking childcare leave and share articles about roundtable discussions with male employees who have taken childcare leave with all group employees.
Takara Leben regularly posts interviews with employees who have taken childcare leave on the bulletin board, among other activities.
Pamphlet on Leave Programs
MIRARTH HOLDINGS and Takara Leben created pamphlets called "MIRARTH PPALETTE (Childcare Edition)" to support balancing work and childcare, and "MIRARTH PALETTE (Nursing Care Edition)" to support balancing work and caregiving, and distributed them to employees.
The MIRARTH PALETTE (Childcare Edition) outlines the procedures from applying for childcare leave to returning to work. It explains eligible benefits during leave and post-return work arrangements, and provides simulations from childbirth to return. It also features employee child-raising stories.
In today's world, where about one in five Japanese people is said to be a late-stage elderly person, the need for nursing care is increasing. In this context, "MIRARTH PALETTE (Care Edition)" provides information on how to use nursing care leave and paid leave systems, as well as on benefits.
By promoting the use of these leave programs, we aim to create a workplace environment that respects diverse life stages.
Employment of People with Disabilities
Our group is committed to creating an environment where people with disabilities can fully demonstrate their abilities and thrive vibrantly.
As part of this, Takara Leben employs three people with disabilities and one farm manager at the farm "Leben Village" in Chiba City, Chiba Prefecture, where they cultivate various vegetables. We are preparing an environment where employees with disabilities can work with peace of mind over the long term, while also increasing their employment.
Leben Village Vegetable Sales Events
We regularly hold sales events for vegetables harvested in Leben Village at our company and Takara Leben headquarters. We mail harvested vegetables to branches, sales offices, and group companies other than the head office. Additionally, sales from vegetables are donated to the NPO TABLE FOR TWO.
To deepen employee understanding of Leben Village, we also offer hands-on harvest experiences open to staff members.
Support for Employing Senior Talent
To promote the active participation of senior employees, our Company rehires employees and part-timers (limited to those converted to permanent employment) who wish to be rehired after reaching retirement age as contract employees until the day they reach 65 years of age (the day before their birthday).
The workplace, location, and job type upon re-employment will be determined based on a comprehensive consideration of factors such as ability, work attitude, work performance, health condition, staffing levels, and business conditions.