Expanding DE&I
Basic approach
Idemitsu Kosan, which advocates ''people as capital'' and ''People-Centered Management'' places the utmost importance on enabling all people to play an active role. Our group established the "D&I Policy" in November 2019, and based on the "Idemitsu Group DE&I Policy," which was revised in June 2023, we have set "DE&I" as one of the priority issues that we will address as management.
Policy
Idemitsu Group DE&I (Diversity, Equity & Inclusion) Policy
Through the promotion of DE&I (Diversity, Equity & Inclusion), the Idemitsu Group aims to:
・Create new value through the interaction and synergy among people with
different backgrounds, knowledge, and experiences.
・Transform into an organization that continuously generates innovation
without being bound by existing values
To this end, we will
pursue the following:
・We will not tolerate discrimination of any kind based on job status,
employment status, age, gender*, educational background, place of birth,
nationality, race, disability, beliefs, religion, or marital status.
・We respect the diversi ty of each individual's personality, values, and life
career.
・We will strive to give appropriate consideration from a fair perspective to
enable each individual to maximize their potential.
・We will proactively incorporate and utilize diverse perspectives, values, and
abilities.
・We will create a workplace culture in which employees trust each other,
enhance each other's skills, and maximize the power of the organization as a
whole.
*Gender refers to sex, sexual orientation, gender identity, and gender expre ssion.
Governance
In October 2021, we established the D&I Promotion Committee (currently DE&I Promotion Committee) with the Representative Director and Vice President as the chairperson and Outside Director Kado as an advisor. I lead the identification of management issues related to DE&I promotion, goal setting, and planning of various measures. The committee will continue to solicit proposals and opinions from all employees this year, just as it did in 2022.Last year, the committee implemented a trial of a recommended childcare leave system that encourages participation in childcare regardless of gender, and this year, it will shift from D&I to DE&I. This has led to the transition of new employees, trials aimed at avoiding unwanted assignments, and reviews of workplace habits.
Strategy
From D&I to DE&I
Starting in June 2023, our company will develop "D&I" into "DE&I," and we are working even harder to create an organization with "equity."
By giving appropriate consideration to each individual's situation, everyone will have the opportunity to succeed and will be able to make the most of their abilities and contribute to the organization.
Metrics and targets
Initiatives
Employment status
As of March 31, 2023, the number of employees on a non-consolidated basis is 4,981, and the number of employees on a consolidated basis is 14,363. We are promoting initiatives that allow all employees to work with satisfaction, regardless of age, gender, nationality, disability, etc.
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Recruitment status
Our company has a recruitment concept of "NEXT BREAKTHROUGH" *, and is promoting recruitment in search of colleagues who can take on challenges on their own and co-create new value while respecting diversity. To avoid mismatches after joining the company, we place importance on letting employees know about our company as it really is, such as providing internships and points of contact with senior employees who are close to them. We are also working to increase employee motivation, improve the company culture, and expand systems, and strive to improve employee retention rates.
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Messages posted on new graduate recruitment websites, etc. As a company that has developed a wide range of businesses in response to the needs of society, what is essential to creating a new future by connecting the values and technologies we have cultivated over the years to harmony with society and the global environment are: It is the power of various people. We will continue to take on the challenge of "NEXT BREAKTHROUGH" with the power and thoughts of people with diverse values.
●Recruitment of new graduates
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The data in parentheses in the table above is for graduates and above.
●Career recruitment
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Efforts to recognize unconscious bias
Ancon Lecture (March 2023)
Our group continues to develop measures to recognize unconscious bias, believing that this will improve understanding of others, improve communication within the workplace, and contribute to creating a culture that facilitates innovation. To date, we have held e-learning sessions for all employees, lectures by external experts (participation required for department managers and above), and an interactive workshop called ''Ancon Dialogue,'' which has been attended by more than 1,500 people, including executives. In addition, to support promotion in each workplace, we are also conducting facilitation training for this workshop for desired departments. In fiscal 2022, we actively expanded these initiatives to group companies and promoted DE&I across the group.
●Results of past initiatives
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Total 6,169 people |
(Participation rate 92%) |
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