Human Resources Section, Human Resources & General Affiairs Department
In Human Resources, our goal is to create an environment where everyone can build their careers with confidence while valuing time with their families. Rather than choosing between work and life, we believe in building a workplace where both can coexist. To support this vision, we have focused on strengthening our systems and policies and fostering a culture where employees feel comfortable using them.
From Zero to Change: How HR and Leadership Transformed the Workplace Culture
Until 2020, the rate of paternity leave among male employees at Nagase Viita was virtually zero. The idea of fathers taking leave had yet to become part of the workplace culture, and many struggled to see it as a personal option.
Determined to change this, we introduced an action plan in line with Japan’s Act on Advancement of Measures to Support Raising Next-Generation Children, beginning with a company-wide effort to shift mindsets. Through consistent awareness efforts, including clear communication of paternity leave benefits, online training sessions, and accessible consultation channels, the uptake rate rose dramatically to 36% in fiscal 2021.
As momentum grew, managers increasingly sought guidance on how to support team members taking leave. Through open dialogue and practical support, understanding deepened and concerns were addressed. Over time, attitudes began to shift. More managers embraced paternity leave, and some leaders chose to take leave themselves.
Their decisions carried weight. As influential figures, they became visible role models, strengthening trust throughout the workplace. Today, the uptake rate has reached 64%. What was once seen as “exceptional” is steadily becoming the norm—an option employees can choose with confidence.
Quality Time with Family Through Paternity Leave: Enabled by a Culture of Mutual Support
Our efforts are beginning to make a real difference—empowering employees to make choices that feel right for them. One story that brings this to life comes from a manager in his 40s.
When his second child was born, he chose to take paternity leave. The decision, he says, was shaped by the regret he still carried from the birth of his first child. “Back then, we were in the middle of the COVID-19 pandemic. All I could do was watch as my wife handled childcare on her own. This time, I didn’t want to miss those irreplaceable moments with my family.” These were the words he shared after returning to work.
When he told his supervisor about his plans, the response was immediate: “Don’t worry. An organization shouldn’t fall apart because one person is away.” That simple remark spoke volumes. It reflected a workplace culture that had quietly evolved over time—one shaped by ongoing dialogue and support. With those words, his anxiety gave way to reassurance.
He admits that at first, he couldn’t help wondering how things were going back at the office. But once he saw that everything was running smoothly, he was able to fully embrace his time at home. That stability wasn’t accidental. His team had already been working to standardize processes and reduce reliance on any one individual. In the end, his leave didn’t just benefit his family—it strengthened the team’s resilience as well.
“With our second child, there was no ‘stranger anxiety’ toward me as her father.” That’s how he reflects on the time he spent fully engaged in childcare. Even now, he continues to use flextime and hourly leave to secure time for his family. “I want to cherish time with my family while staying focused and delivering results. It’s about being intentional with that balance.” His approach has become an encouraging example for other employees considering paternity leave.
to use flexible programs to maintain work–life balance.
A Workplace That Respects Every Choice : Our Commitment for the Future
Our approach to supporting work–life balance goes beyond childcare. Life rarely unfolds exactly as planned. At different moments, caregiving responsibilities, health challenges, or other unexpected changes may arise. No one should have to choose between their career and what matters most in life.
For that reason, leave programs are reviewed on an ongoing basis, and support systems are continually updated so employees can move forward professionally without setting aside personal priorities.
At the heart of these efforts is a simple belief: every individual deserves the freedom to choose a way of working that fits their life. Such choices should be met with understanding and support. Each person’s path is different, and every stage of life brings new responsibilities and values.
Together with employees, a workplace culture continues to take shape where every choice is respected—so that everyone can build their future with confidence and without compromise.
