Sustainability Topics (Society)

Nippon Gases Italia has obtained approval to manufacture Frutil, a plant protection product designed to promote post-harvest fruit ripening. Frutil is the company’s original blend of nitrogen and ethylene that enables unripe fruit to ripen safely and at the right time upon arrival at its destination, thereby helping to reduce food loss when delivering fruit to consumers.

Laboratory Corporation of America Holdings, more commonly known as LabCorp, operates one of the largest clinical laboratory networks in the world, which processes 2.5 million lab tests a week.
MATHESON supports the advancement of clinical testing by supplying dry ice for cold chain logistics and has steadily expanded its partnership with LabCorp year by year. Going forward, MATHESON will continue to strengthen this partnership by leveraging its reliable supply capabilities across more than 160 locations.

NSHD regularly convenes the Global HR Committee to share and discuss Group-wide human resource strategies and measures, and to create and functionally strengthen human resource networks by learning from each other's knowledge and expertise.
In July 2025, NSHD held the Third Global HR Committee with around 20 human resource executives and other representatives participating from Group companies worldwide. The meeting featured lively discussions and exchanges of views on the following themes:
・Sharing of each Group company's main human resource issues
・Medium-term management plans, well-being, and engagement surveys
・Promotion of diversity and inclusion (D&I)
・Global leader training
In particular, the Committee discussed the development of Group-wide guidelines and symbolic goals for D&I promotion, and conducted a workshop on defining the desired qualities of leaders for use in global leader training programs. Through these initiatives, NSHD will further accelerate Group-wide efforts to advance D&I and develop the next generation of leaders.

Workshop for global leader training

Since 2022, NSHD has been conducting engagement surveys. (For details on the engagement survey, please see here.) Reports from surveyed companies indicate that companies with high levels of sustainable engagement tend to outperform companies with lower levels. Accordingly, since 2024, we have been holding workshops for the engagement survey offices and managers of Group companies with the aim of improving their scores. The second workshop, held in May 2025, featured group discussions and case studies from Group companies with the following objectives: (1) learn how to interpret survey results and identify key issues; (2) experience the process of developing action plans in response to those issues; (3) understand the latest trends in engagement and apply them to action plans; and (4) take effective actions by learning from analysis and case studies across Group companies. By providing opportunities for Group companies to present their actual action plans and their outcomes, the workshop was an opportunity to learn from peers and share insights among participants.

Matheson hosted a roundtable-style webinar that brought together inspiring voices to share experiences, insights, and advice. The powerful stories shared by our outstanding panelists made the session truly meaningful and impactful. It served as a valuable opportunity to promote diversity, and to foster connection, growth, and a stronger future together. Women At Matheson (WAM), a newly formed Employee Resource Group, continues to expand the scope of its activities.

Participants in roundtable webinar

Since 2022, Nippon Gases Europe has been implementing an annual sponsorship program to support the career advancement of female employees. The sponsorship program is a framework for companies to support the visibility, networking, and skills development of selected employees, with the aim of enhancing their capabilities and leadership skills. Employees receiving the assistance gain opportunities to earn greater recognition within their company, build professional networks, and strengthen their leadership skills, all of which support the growth of their careers.
From its inception, this program has placed emphasis on advancing D&I, and has been developed with the aim of developing female leaders. Through its ongoing implementation, the program has enhanced internal diversity and contributed to the development of a corporate culture that fosters innovation and sustainable growth. The third sponsorship program will commence in October 2025. This round will feature new program content, with 16 female employees scheduled to participate. The program will continue to be structured around the three pillars of visibility, networking, and skills development, offering participants opportunities to grow toward realizing a future where diversity is embraced and everyone can thrive.
Looking ahead, we will continue proactive efforts to support female leaders and to foster a corporate culture where diverse perspectives drive innovation and sustainable growth.

Closing event of Sponsorship Program held last year

In the Southeast Asia & India subsegment, we launched a pilot Women’s Empowerment Working Group in April 2023, and then established a regional Women’s Empowerment Committee. Common KPIs for women’s empowerment were also established at the regional level in order to provide visibility on the state of progress on various initiatives. In FYE2025, each local affiliate formulated their own action plan for promoting women’s empowerment based on these KPIs. NSHS consolidated 76 action plans and presented them at the Annual HR Network Conference as the SEA+I Women’s Empowerment Forward Plan.

Participants at 8th Annual HR Network Conference
Advancing equitable career growth for women managers