At Tricor, unlike the average Japanese company, we do not view diversity as a “new” initiative to be promoted going forward. Rather, we see diversity as something that is “right here and right now” in our culture, customs, and lifestyle. It is an expected and extremely important part of our business strategy.
Tricor wants to be a role model for the Japanese market by hiring a variety of people whether old or young, experienced or new, woman or man. We take pride in being a company promoting the development of professional women and it can already be seen as the ratio of female managers is very high in each department. At Tricor, through programs such as the HIPO Program (program for developing future leaders) and the Leadership Bootcamp, we are actively working to develop current and future Tricor leaders.
We are very conscious of work-life balance. This is an essential component of any professional’s life; and it is very important for maintaining mental and physical health, time spent with families, friends, and their communities, as well as time for oneself. At the same time, it is absolutely necessary to work toward growing one’s career. At Tricor, we support this balance while encouraging and supporting our employees to become better every day.
Internal networking opportunities have become an important method to increase an employee’s feeling of belonging. Through a monthly roundtable luncheon, a quarterly guest speaker event, company parties, trips and other team-building activities we encourage communication and interaction between employees.
Being a bi-cultural and bilingual organization, there are many levels of language ability at the office. Most of the Japanese employees speak English, and there are many foreign employees who are proficient in Japanese and other foreign languages including English, Mandarin, Cantonese and Arabic.
Finally, one of Tricor’s values is the active interaction between age groups. We recruit retirees out of retirement and even after our own employees have reached the mandatory retirement age, with the agreement between both the employee and the organization, the employee can be shifted to “senior employment” and can continue to advance his or her career. These senior employees in their 60s can be found in every department. For the employees in their 20s and 30s, we actively encourage the exchange of information, sharing of knowledge, and development of skills beyond generations and positions.
We hope you view Tricor as a preferred place to start or continue your career. We have been building an organization where people of all kinds can join and contribute to our team.