Sustainability
We recognize the significant responsibility and role that logistics companies bear, and we are committed to contributing to society through our business activities. In addition to our initiatives in “Safety,” “Environment,” and “Quality,” we are also actively engaged in “Community and Social Initiatives” and “Creating a Workplace Where Diverse Talent Can Thrive.”
Building an appropriate operation management structure
To deliver our customers’ valuable cargo safely and securely, we are committed to thorough safety management.
In addition to regular health checkups and hygiene management, we work to eliminate traffic accidents and prevent excessive-hours operation by building an appropriate management structure.
Reducing CO2 emissions through the introduction of BEV trucks
To help address environmental issues, we provide driver guidance on matters such as rapid acceleration and idling, improving fuel efficiency and thereby contributing to CO2 reduction.
We are also working to reduce our environmental impact — including promoting the adoption of low-emission vehicles — as we strive toward a sustainable society.
As experts in refrigerated and frozen transport, we provide high-quality cold chain logistics.
To offer our customers even more reliable service, our Sano Chilled & Frozen Logistics Center and Fujisawa Sales Office obtained certification to JSA-S1004:2020 (Requirements for Cold Chain Logistics Services — Low-Temperature Storage Services and Low-Temperature Transport Services) in December 2024, and obtained the first-ever certification to the international standard ISO 31512 in March 2025.
Beyond our social contribution activities through our core business, we also contribute to achieving the SDGs through initiatives such as welfare support and reducing food waste using DENBA technology.
At Minaminihon Total Logistics Service, we are building a workplace where every individual — regardless of gender, age, or employment type — can make the most of their abilities and work with peace of mind over the long term. We are promoting the recruitment, development, and advancement to management positions of female employees, while continuing to improve our workplace environment. To make clear the progress of these efforts, we disclose information on the advancement of women in our workforce below.
Applicable Fiscal Year: [FY2025]
Applicable Period: [April 1, 2025 – March 31, 2026]
Results Regarding Women’s Advancement
| Disclosure Item | Category | Result |
|---|---|---|
| Percentage of female employees among managers | Company-wide | 8.7% |
Gender Wage Gap
| Worker Category |
Women’s Average Annual Wage as a Percentage of Men’s (Men = 100) |
|---|---|
| All workers | 66.7% |
| Regular employees |
84.1% |
| Part-time and fixed-term employees |
79.4% |
| Managers (reference figure) | 110.6% |
Notes on Calculation
Our wage system makes no distinction based on gender. Among employees at the section-manager level and above, women’s average annual wage exceeds that of men. The gender wage gap figures are considered to reflect a range of factors, including differing roles and responsibilities, positions, length of service, and working patterns between men and women. We will continue to promote the development of female employees and their advancement into management positions.
