Our basic policy is to maintain a safe and healthy workplace environment in compliance with labor-related laws and company regulations. We strive to prevent industrial accidents and ensure equal employment opportunities by providing fair opportunities for recruitment, employment, education and training, and promotion. We will also promote the creation of an open workplace that allows free and vigorous dialogue, achieve a work-life balance by supporting diverse work styles, and put in place an environment in which every employee can maximize his or her abilities. Through these efforts, we will realize sustainable corporate growth.
Maternity leave before and after childbirth and childcare leave system are available to support employees giving birth and raising children with peace of mind. This childcare leave system is also actively utilized by men, and the Company as a whole is promoting work style reforms. Before returning to work after childcare leave, employees are interviewed about their wishes, such as “How do you want to work in the future?” and “What kind of work do you want to do?,” and are given opportunities to consult about their work-related concerns and future career plans. Furthermore, we support the promotion of work-life balance for each employee by putting in place an environment where employees can return to work with peace of mind even after utilizing the childcare leave system, such as a system of shortened working hours for childcare (shortened up to two hours per day until the end of the third year of elementary school).
We positioned transformation of work styles as “one of our priority human capital investment measures,” and have introduced a super-flex system that has eliminated core working hours. This system enables flexible work styles that suit the lifestyles of individual employees, which is typical of Restar, as well as expands the scope of discretion of each employee to further improve work efficiency and productivity. In addition, we have put in place a system whereby employees can accumulate paid leave that has expired as “accumulated paid leave” to be used when they need time off for personal injury or illness, childcare, or nursing care of family members, etc. We support our employees so that they can engage in their work with peace of mind even in times of emergency, and we are constantly changing our work styles to keep up with the times.
Based on our belief that “human resources are the source of value creation,” we promote diversity, equity, and inclusion (DEI) to create a workplace where diverse and talented human resources can take on active roles. We are continuously investing in human capital by promoting work style reforms, improving engagement, revising evaluation and compensation systems, enhancing human resource development measures, and revitalizing the organization.
We are working to foster a fair, safe, and sustainable workplace environment by raising awareness among each employee through workplace improvement initiatives based on engagement surveys conducted across the entire Group, including overseas operations, as well as through the implementation of basic training programs covering compliance, harassment prevention, and information security.
In addition, we promote the medium to long term development of human capital based on the required competencies defined for each position, from new employees to management. For new graduates, we provide onboarding support such as new employee training programs and a tutor system to help them adapt to the workplace and perform effectively at an early stage. For mid career hires, we have introduced a structured onboarding process.
For each job level and position, we offer mandatory training programs designed to ensure the acquisition of the knowledge required for respective roles. Furthermore, we place importance on each employee’s motivation to learn and provide a variety of optional learning opportunities that employees can freely choose from, including e learning programs and selective external training.
Scenes from internal training programs
New employee training and business manners training
Regardless of nationality, gender, age, educational background, religion, or race, we actively recruits and develops talented individuals and promotes the creation of an environment in which people with diverse backgrounds can thrive.
Through these efforts, we aim to generate flexible thinking and new business opportunities, thereby achieving sustainable corporate growth.
Restar’s goal is to create an environment in which a diverse range of human resources can take on active roles, leading to the sustainable growth of the company. As part of this effort, we are actively working to promote the advancement of women. In terms of the percentage of female managers, from the perspective of ensuring diversity within the company, we are actively promoting the appointment of female managers, aiming for 10% by FY2030. We provide opportunities for women to grow as leaders by strengthening the development of candidates for managerial positions, expanding training programs, and supporting career development. In addition, to support flexible work styles in response to changes in life stages, we are focusing on creating a comfortable work environment by extending the shortened working hour system and expanding the eligible age for child nursing care leave. We respect work-life balance and aim to be an organization in which all employees can maximize their abilities.
By promoting the development of an environment in which people with disabilities can work with peace of mind, we not only provide employment opportunities but also support diverse human resources to maximize their potential by proposing opportunities to take on an active role according to each person's abilities. Restar will continue, as a company, to provide opportunities for diverse human resources to take on active roles.
Restar’s Health and Safety Committee, an organization that promotes occupational health and safety, sets out its basic policy as follows: “Respect the right of all employees to work in a safe and healthy workplace and to reject unsafe working conditions, while giving priority to ensuring employees’ physical and mental health as well as workplace health and safety, and striving to create a comfortable work environment to maximize the performance of all employees.”
We have established a system in which the Health and Safety Committee is an organization that promotes health and safety across the organization, monitors the workplace environment on a daily basis and examines continuous improvements. We work to reduce potential health and safety risks by sharing issues and best practices discovered in the workplace, as well as to ensure that employees have the correct knowledge about health and safety and are able to take action accordingly. In the event of an industrial accident, we will take appropriate measures for victims and ensure the continuity of operations through the following process.
We will continue to make improvements to realize a workplace environment where each and every employee can work with pride and peace of mind in a lively manner, and feel healthy and find their work rewarding. We hereby declare our commitment to "Health Management" in order to achieve employee happiness and company growth.
Representative Director President, COO
Shinichi Hayashi
Under the mission of "We help society evolve by leveraging information and technology to create and deliver new value and services.," the Rester Group has consistently set high goals and taken on challenges. To continue innovative growth in the future, we will promote health management with our employees' happiness and well-being in mind, based on the belief that people are our greatest asset.
Health Management Structure
The Company pays for the cost of medical checkups for employees, up to and including retests, and also pays for and subsidizes medical checkups for spouses. In this way, we take measures that value the health not only of employees but also of their family members. For smokers, we support employees who are trying to quit or reduce smoking by holding seminars and subsidizing the cost of visits to smoking cessation clinics as part of the “Smoking Cessation and Reduction Project.” In addition, we maintain and promote the health of our employees through various measures such as conducting periodic stress checks and in-house influenza mass vaccinations and promoting in-house club activities based on our sports promotion regulations.
Type of checkup | Eligible persons | Contents | Cost borne by |
Medical checkup at the time of employment | Employees | Checkup items per medical institution | Company |
Periodic medical checkup | Employees under the age of 35 | Basic medical checkup (Checkup A) | Company*1, 2 |
| Employees aged 36 or above and below 40 | Lifestyle-related diseases checkup (Checkup B) | Company*1 | |
| Employees aged 35 and 40 or above | Full medical checkup (Checkup C) | Company*1, 3 | |
Temporary medical checkup | Employees, etc., deemed to need health management by the health manager | Necessary items | Company*1 |
Medical checkup for spouse | Spouses of full-time directors, full-time corporate auditors, corporate officers, and employees*4 | Medical checkups B, C, D and women's lifestyle-related disease medical checkup (Checkup E) | Company*5 |
*1 The cost of reexamination (including a detailed examination) is also borne by the Company. However, expenses for subsequent and continuing hospital visits or hospitalization are excluded.
*2 Breast and uterine cancer screening options are also paid for by the Company.
*3 Individuals bear the cost of optional checks.
*4 Spouses who are dependents of the Company's health insurance are eligible.
*5 When the checkup is conducted at an institution covered by our health insurance association, the Company pays the full amount. In other cases, the Company bears the maximum amount which is the cost of checkups conducted at the institution of our health insurance association.
We promote the health maintenance and improvement of our employees through various measures such as promoting in-house club activities based on our company's sports promotion regulations. Currently, we have the following seven club activities that also foster camaraderie among employees.
Tennis Club
Baseball Club
Badminton Club
Cycling Club
Fishing Club
Bouldering Club
Soccer/Futsal Club
As its policy on human rights in the “RESTAR Group Code of Conduct,” the Company clearly sets forth that: “We will respect the human rights, individuality, personality and diversity of all stakeholders, and will not engage in or tolerate any form of discrimination or harassment. In addition, we will not engage in human rights violations such as child labor or forced labor, and with our business partners, we will continue our efforts to prevent human rights violations.” By thoroughly adhering to such policy as a social responsibility to be fulfilled by all officers and employees of the Group, we aim to realize a sustainable society and corporate management in which everyone feels comfortable and secure.
The Company has established the Compliance Hotline which is available to officers and employees of the RESTAR Group based on the whistleblower system. The Compliance Hotline is operated by a contractor to ensure the anonymity of whistleblowers and the confidentiality of their reports, and relevant internal organizations examine reports from the contractor to conduct investigations and determine countermeasures. In addition, separately from the whistleblower system, we have established an external consultation desk for harassment for the RESTAR Group’s officers and employees in Japan.
The Company had established the Regulations on Operation of the Group Whistleblower System which are applicable to the RESTAR Group’s officers and employees in October 2019, which were most recently revised in April 2024. In accordance with the Whistleblower Protection Act in Japan, the Regulations prohibit any disadvantageous treatment of whistleblowers or persons cooperating in investigations resulting from whistleblowing, such as personnel transfers or dismissals, limit the scope of information sharing, and ensure the protection of personal information.
The Regulations on Operation of the Group Whistleblower System provide that the whistleblower system accepts reports of organizational or individual violations of the Code of Conduct, company regulations, and/or laws and regulations. Human rights violations, including harassment, are also covered, and any reports on such cases are appropriately taken care of within the responsible department.
Based on its philosophy of “We help society evolve by leveraging information and technology to create and deliver new value and services,” the Company is actively working to address social issues related to the environment and energy, including by promoting the environmental business. In particular, it places an emphasis on environmental initiatives through solar power generation and vegetable factories in its Eco-Solution Business, support for technological development in the agriculture, forestry and fisheries industries, and support for sports promotion. We will continue our activities and contribute to the realization of a sustainable society in more diverse domains.
At its vegetable factories, the Company is promoting new ways of producing vegetables using electronics technology to address social issues such as the aging of farmers, labor shortages and the stable supply of food. Since the establishment in 2015, it has been innovating and solving issues in the agricultural sector. It currently operates five plants and one research facility across the country, one of the largest in terms of the scale of supply in Japan, led by leaf lettuce. It also contributes to stably securing food and promoting sustainable agriculture from the perspective of the SDGs (Sustainable Development Goals), and is expected to grow further given the need to cultivate more diverse varieties at vegetable factories and to respond to a food crisis. It is actively addressing the challenges faced by Japanese agriculture, such as the declining birthrate and aging population, shrinking farmer population, and declining food self-sufficiency, and promoting community-based business operations. We will continue to collaborate extensively with businesses, research institutions and municipal governments in Japan and overseas to continue technological innovation, and at the same time, will continue to create and develop new markets at all times.
The Company donates to the “Grant for Research on Innovative and Advanced Technologies in Agriculture, Forestry and Fisheries Industries,” a project of the Konno & RESTAR Foundation.
Kunihiro Konno (Representative Director Chairman and President of the Company) and the Company, the founders, established the Foundation with the aim to contribute to resolving social issues from more diverse perspectives. Through its establishment, we aim to contribute to the development of technologies in the agriculture, forestry and fisheries industries. Through our annual donations, we support the development of technologies in the agriculture, forestry and fisheries industries, and broadly support the evolution of technologies to resolve issues related to safe and secure “food” faced by countries and regions in Japan and abroad, such as natural disasters, labor shortages due to aging populations, and depopulation in rural areas. We will continue to focus on those efforts aimed at sustainable development of global society.
The Company values the importance of every employee leading a healthy and fulfilling life and is also actively involved in the promotion of sports. Two employees who belong to the Company have been delivering successful results in wrestling, and two employees are passionate about competing in para and deaf sports through daily training and participation in competitions in wheelchair rugby and deaf athletics. We will continue to not only support the improvement of our employees’ athletic performance, but also further strengthen our sports promotion activities and contribute to the spread and development of sports with the aim of revitalizing local communities and the company as a whole through sports.
Ayata Suzuki player (red uniform)
We implemented a drone donation for public facility inspections and disaster response to Kobe City's Town, People, and Work Creation Donation Utilization Project in Hyogo Prefecture, utilizing the "Corporate Hometown Tax Payment System (Regional Revitalization Support Tax System)." Our company not only engages in the sales of electronics such as semiconductors and electronic components, but has also been working on co-creation with companies and local governments that tackle social issues. We also simultaneously provide various solution proposals to support strengthening regional resilience in preparation for emergencies.
Going forward, our company will continue to consider the creation of sustainable social systems.
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Left: Mr. Hara, Director-General of the Construction Bureau
Right:(Photo courtesy of Flyability) Mr. Nishima, Director, Corporate Officer
