Promotion of Diversity, Equity, and Inclusion (DEI)
General Employer Action Plan
Fourth General Employer Action Plan based on the Act on the Promotion of Women's Active Engagement in Professional Life (April 1, 2026 to March 31, 2028)
Initiatives from: April 2026
35% or more of recruits joining the Company will be women
10% or more of management positions in the Company will be women
85% or more of male employees take childcare leave, etc.
Seventh General Employer Action Plan based on the Act on Advancement of Measures to Support Raising Next-Generation Children (April 1, 2026 to March 31, 2028)
85% or more of male employees take childcare leave, etc.
Total monthly overtime hours (including on days off and legal overtime) will be kept within a company-wide average of 20 hours
Create an environment where employees who balance work and childcare are motivated and can actively develop their careers
Further promotion of flexible workstyles to help employees balance work with childcare and caregiving responsibilities
Taking advantage of revisions to the Child Care and Family Care Leave Law, we have revised our work regulations to further promote flexible workstyles to help employees balance work with childcare and caregiving responsibilities and to contribute to improving employee job satisfaction.
Support Group
While there are employees striving to balance childcare and work under various circumstances, we established a network meeting in the head office building for employees whose children have serious illnesses or disabilities, allowing them to exchange information and share their concerns and anxieties while balancing work and childcare.
An Interview with a Member of the network meeting for Employees with Children with Serious Illnesses and Disabilities
Parents of children with serious illnesses or disabilities often face
challenges in connecting with and talking to others in the same
situation. I learned of a plan to create a support group within the
head office for employees caring for children with serious illnesses or
disabilities, and despite some hesitation, I decided to join.
It was attended by many more people than I expected, and we were
able to discuss our home environments and our children’s situations.
There are a wide variety of disabilities, and listening to the experience
of children with different disabilities from own and stories of children
with the same disability but of different ages not only was informative,
but it gave me a sense of strength knowing that others in the Company
face similar situations. Also, having others listen to my experiences
with my child gave me some peace of mind.
While institutional support systems for raising children with serious
illnesses or disabilities have been steadily improving, I felt that creating
a space where employees can connect with each other is just as
important. This support group was also well attended by superiors
active within the Company, which encouraged me to continue to find
balance between work and family.
Employing People with Disabilities
Overview
We are actively hiring people with disabilities as well as working to create an environment in which employees with disabilities can work actively in various positions. As of June 1, 2025, we have approximately 770 employees with disabilities on a nonconsolidated basis and an employment rate of 2.51% (2.56% for the four applicable Group Companies), exceeding the statutory rate of 2.5%. That said, since some Group companies and other companies have not met the statutory employment rate, we will continue to actively hire Group employees with disabilities and work to create an environment in which they can utilize their capabilities and play an active role.
Initiatives of JR East Green Partners Co., Ltd.
To promote employment of people with disabilities throughout the Group, JR East Green Partners Co., Ltd. is taking on new business ventures, such as the sale of moss balls on the JRE MALL online shopping platform, design work, and cafe operations. Furthermore, in FY2025, we are opening new business locations in Sendai, Hachioji, Omiya, and Yokohama, expanding not only our business but also our areas of activity.
New Opportunities in Station Operations
To expand opportunities for Group employees with intellectual disabilities, we will assign employees with intellectual disabilities from JR East Green Partners Co., Ltd. to JR East stations, where they will actively assist customers and handle tasks such as closing ticket vending machines. We are working to expand fields in which employees with disabilities can play an active role across the entire Group.
Promoting the Development and Active Participation of Employees of Foreign Nationalities
We will support each individual’s long-term career development and accompany them as they continue to grow, regardless of nationality or residence status, so that all employees of foreign nationality can grow and thrive.
Promoting the of Employees of Foreign Nationalities
Technical Interns and Specified Skilled Workers Training Course
Technical Intern Training Program
With the aim of fostering international railway human resources, primarily in Asia, we accept technical trainees as part of our JR East Technical Intern Training program. Currently, we have 19 trainees (as of September 2025) from Vietnam, Thailand, and Indonesia working in rolling stock and track maintenance departments, and we provide training centered on on-the-job training. A new Employment for Skill Development Program is scheduled to begin in FY 2028.3, but the objectives of the Technical Intern Training program will continue to be utilized.
Specified Skilled Worker System
In 2024, the railway sector was added to the list of occupations covered by the Specified Skilled Worker System. In order to develop specified skilled workers in the railway sector, we invited participants from overseas and conducted a four-week “specified skilled worker training course.” Those who completed this training and obtained residence status have begun working for the Company or affiliated companies. From FY 2026.3 onwards, we will establish a platform for developing specified skilled workers that will also be open to railway-related companies outside the Group, and this will contribute to the securing of human resources and sustainable business operations throughout the railway industry.
Establishment of Overseas Strategic Positions
In order to acquire human resources with the skills and expertise to demonstrate their strengths in promoting and developing the railway business overseas, we have established “overseas strategic positions” as a new recruitment opportunity, primarily for foreign nationals. We will not only recruit in Japan, but also in Asia and other regions, and will appeal to a wide range of people overseas.
Promoting the Active Participation and Achievements of Employees of Foreign Nationalities
We strive to employ the best candidates regardless of nationality, and as of April 2025, we employ more than 100 foreign nationals in a wide range of areas. Based on feedback we received in discussions with foreign employees, we are working to create an environment where they can make the best of their abilities, such as by allowing them to bring dictionaries to internal promotion exams, providing furigana for exam questions, and allowing them to answer questions in English.
Initiatives to Promote Understanding of LGBTQ+ Employees
Thus far, we have expanded the scope of our human resource and benefits systems to include same-sex partners. As well as creating an accepting environment for all employees to work in, we are building awareness and understanding among all Group employees through universal compliance training. In fiscal 2025, we expanded the networking events for LGBTQ+ employees to the JR East Group.