Aiming to become a group where diverse human resources can demonstrate their individuality and thrive

"Now that Idemitsu Kosan is facing the biggest portfolio transformation since its founding, it is "people" that will "shape the transformation" - From various initiatives, it can be seen that Idemitsu Kosan has placed its human resources strategy at the core of its management. In particular, by promoting DE&I (Diversity, Equity & Inclusion) and supporting Bringing out the full potential of each individual, the company aims to be a group of people who continue to take on challenges without fear of failure even in uncertain circumstances.

T. SUGIUCHI "I feel that we have gradually fostered a culture of exchanging opinions regardless of gender, affiliation, or position. For example, when we introduced unconscious bias training for all employees a few years ago, we received many positive responses from participants such as, 'It was a shock,' 'I was able to gain a new perspective,' and 'I was able to become aware of my own unconscious prejudices.' Through this training, and with each additional session, I feel that we are becoming aware of the preconceptions and biases that we unconsciously hold, and that a culture of accepting diversity is certainly being fostered. In addition, at townhall meeting ^*1, which are a forum for dialogue with the president and other management, there is a free and open exchange of opinions, and I feel that a culture of accepting various values, regardless of position or gender, is becoming more widespread."

Y. NISHIYAMA"When I joined Idemitsu Kosan, I was surprised to see that they were making progress in creating a culture that accepts diversity, and that there were more people than I had imagined who valued their own values and ideas. Also, in terms of using the systems, some employees who return to work after childcare leave choose reduced working hours, while others return to work full-time. This means that they are able to choose their own work and private careers autonomously. I think that being able to choose how to work after returning to work of their own volition and having a culture and system in place that supports this is very important. As the Human Resources Department, we support employees by holding in-house seminars to introduce how to use childcare-related systems and examples from senior employees, and by providing advice as needed."

R.IWAO "One employee in his 40s who was working in sales took generational career training and realized that it was okay to decide for himself what kind of work he wanted to do. He took the plunge and obtained a career consultant qualification at his own expense. I was amazed at his energy and drive. After that, he was transferred to Career Design Department under the Career Challenge System ^*2 and is now thriving in a job that supports employees in their autonomous careers, making use of dialogue skills he gained from his sales experience."
Iwao, who said this, is one of the people who took advantage of the Career Challenge System to transfer from Manufacturing & Technology Department to the human resources department.

In order for individuals to demonstrate their abilities and individuality, in addition to a culture that accepts diversity, employees themselves need to independently develop their careers. Another major feature of Idemitsu Kosan's human resource development is that the company supports the career plans of its employees. In April 2024, the company established Career Design Department, which provides support for the formulation of autonomous life career plans for all generations, proposes diverse career paths, offers skill development menus, provides cross-boundary learning opportunities, and has established a system for career consulting.

• 1. A forum for direct dialogue between the president and other management and employees. Employees can make suggestions and ask questions to management. Held once every six months.
• 2. An internal recruitment system that allows employees to draw up career plans and voluntarily request transfers

What is the mission that Idemitsu Kosan must accomplish for its future?

R.IWAO "When it comes to recruiting, we tend to focus on achieving targets, such as the number of people we hire, but I don't want students to get so desperate to get a job offer that they don't lie about themselves. Rather than advertising Idemitsu Kosan, I want to say, 'This is the kind of company we are. Please compare us carefully with other companies.' That's why I was so happy when a student told me, 'I think I can work in my own way at Idemitsu Kosan.' I want to continue to provide applicants with the information they need to choose a company that's right for them."

T. SUGIUCHI "In order to transform our business portfolio by 2050 and to achieve carbon neutrality and a circular society, it is important to have goals that cannot be measured solely by numbers such as KPIs (key performance indicators). What we are aiming for now is to enable each individual to maximize their innate talents and individuality. To achieve this, we believe it is urgent to put in place a system that allows us to pool the power of each individual and create new value. I hope that in the future, even the concepts of minority and majority will become unnecessary, regardless of affiliation, age, gender, etc. It is not a matter of good or bad, but rather that it is fine for there to be all kinds of personalities, values, and opinions. Our mission is to create a workplace where individualities can clash in a healthy way."

The basic value in considering a human resources strategy is that diverse human resources can demonstrate their individuality and grow through their work. Idemitsu Kosan aims to realize "a group of human resources that is flexible, strong, and able to pave the way to the future, no matter what the future holds."

Toward realizing its vision for 2050, Idemitsu Kosan has something to "protect"

Now that we are in a transitional period of business structure reforms, there are many unpredictable aspects and it is difficult to see the optimal solution. What is it that Idemitsu Kosan is "protecting" as it continues to take on new challenges under these circumstances?

R.IWAO "In order to achieve each vision, we want to collaborate with other companies, universities, and organizations so that not only can people who empathize with our company's culture and climate sympathize, but also a diverse range of human resources will want to apply to our company. In order to attract people to work for us, we need to make the company an attractive place, so we want to continue to maintain initiatives and policies that maximize employee growth and engagement."

Y. NISHIYAMA "After joining Idemitsu Kosan, I had many opportunities to learn about the 'Idemitsu-ness', such as the company's history and culture. Everyone is very caring, and I feel that this is also part of the corporate culture. Furthermore, an attitude that values 'development and growth' has permeated the employees. From the standpoint of the Human Resources Department, I am very grateful that there is an environment that considers education and development as an investment. I would like to continue to protect this 'Idemitsu-ness' by not only traditionally inheriting Management Philosophy and the will of the founder, but also passing it on to the next generation while customizing it to suit the times."

T. SUGIUCHI "I believe that what we must protect is' People-Centered Management,' which has been The Origin of Management for over 100 years and is the foundation of Management Philosophy. Of course, the form and words we use will need to change with the times, but I want us to continue to uphold this unchanging value and work together to create the next 100 years."