Promoting Diversity DE&I
Promoting diversity
MIRARTH Palette's Initiatives
MIRARTH HOLDINGS Group launched the DE&I Promotion Project Team "MIRRART Palette" in June 2025.
This project aims to achieve the goal set for fiscal 2030 of "diverse voices from diverse people" in the management of the MIRARTH HOLDINGS Group by promoting DE&I across our entire group.
Specifically, we will sequentially implement initiatives to improve systems and environments, reform awareness and culture, and support career development.
The name MIRATH Palette carries a positive meaning: "When diverse personalities (= colors) blend together, new value is created."
Women's Activity Promotion
Our group is committed to creating a workplace environment where women can work comfortably and fully utilize their abilities, by establishing working conditions that are tailored to different life stages.
As part of human resource development and creating a rewarding workplace environment, MIRARTH HOLDINGS and Takara Leben received subsidies from the Cabinet Office's babysitter dispatch program to help employees raising children balance work and childcare, and introduced the "Babysitter Usage Discount System" in May 2022. In October of the same year, we introduced a new work style called the "Middle General Position System," 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/elderly care leave and vacations.
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 roundtable articles with male employees who have taken childcare leave to 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 and vacation policies
Our company and Takara Leben created pamphlets called "MIRARTH PALLET (Childcare Edition)" to support balancing work and childcare, and "MIRARTH PALLET (Caregiving Edition)" to support balancing work and caregiving, and distributed them to employees.
"MIRARTH PALLET (Childcare Edition)" includes the workflow from childcare leave and leave application to returning to work, explanations of benefits during leave and post-return work arrangements, simulations from childbirth to return, and employee childcare 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 PALLET (Care Edition)" provides information on how to use caregiving leave and leave systems, as well as on benefits.
By promoting the use of these leave and leave systems, 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 can work with peace of mind over the long term, while also promoting further employment expansion.
Leben Village Vegetable Sales
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.
Additionally, to help employees understand and spread Leben Village, we hold harvest experience events that employees can participate in.
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.