Expanding DE&I

Through the promotion of DE&I, the Idemitsu Group aims to "create new value by having people with different backgrounds, knowledge, and experiences interact and create a chemical reaction" and "transform into an organization that continuously generates innovation without being bound by existing values."

In October 2021, our company established the "DE&I Committee" (initially the "D&I Promotion Committee") as an advisory body directly under the President. Under the "Idemitsu Group DE&I Policy," the committee promotes the identification of management challenges, the setting of KPIs, and the formulation of measures. In fiscal year 2025, building on the initiatives we have promoted to date, such as promoting women's empowerment, diverse working styles, and LGBTQ+, we set the further advancement of career talent as a company-wide theme, and promoted initiatives tailored to the characteristics of each workplace, including the research department. Moving forward, we will continue to create an environment where talent with diverse knowledge and experience can demonstrate their abilities, taking into account the circumstances and characteristics of each workplace and group company, and further deepen our DE&I efforts.

Starting in June 2023, we will expand our "D&I" to "DE&I" and make further efforts to create an organization with equity.
By providing appropriate consideration based on each individual's situation, we ensure that everyone has the opportunity to excel and contribute to the organization by maximizing their capabilities.

Specifically, to address factors that prevent employees from experiencing Equity (such as personnel systems, superiors' listening skills, and work-centered workplace habits), we are considering new managerial roles, introducing in-house mentoring and training to improve listening and feedback skills, and conducting awareness-raising activities to promote understanding of Equity and review workplace habits. We are also trialing remote work in remote locations to reduce the burden on employees who are working away from home, and providing minority experiences.

The KPIs we have set are the female recruiting ratio, the female ratio in managerial positions, and the male ratio taking childcare leave, and will be linked to executive compensation from fiscal 2023.

Under the Idemitsu Group's DE&I policy, our company aims to create new value through interaction among people with diverse backgrounds, knowledge, and experience, and to transform into an organization that continuously generates innovation without being bound by existing values.
In 2021, we established DE&I Committee, chairperson by the Executive Vice President, and have been progressively developing our efforts in the following stages: establishing the foundation for DE&I and promoting the advancement of women, which is key challenges (Phase 1 & 2); identifying and disseminating/deepening issues in each workplace (Phase 3); and promoting company-wide themes and workplace-specific DE&I that take into account the characteristics of each workplace (Phase 4).
Based on the recommendations of DE&I Committee, we are promoting workshops and discussion groups on themes such as women's empowerment, LGBTQ+ rights, the success of career professionals, personalizing DE&I, and raising awareness of unconscious bias. We are also working to improve various systems and activities within each organization.
Since fiscal year 2023, we have been implementing cross-company "Cross-mentoring program" programs, in which senior executives act as mentors and female executives act as mentees, with the aim of promoting the autonomous career development of female managers and closing the gender gap. In fiscal year 2026, in addition to Tokio Marine & Nichido Fire Insurance Co., Ltd., Teijin Limited, and Ricoh Ltd., four new companies—Santen Pharmaceutical Co., Ltd., Nomura Real Estate Development Co., Ltd., Sumitomo Mitsui Trust Bank, Ltd., and Mitsubishi Materials Corporation—will join, expanding the scope of companies involved. In addition to mentoring, we are creating opportunities for learning and growth that go beyond company boundaries, such as by holding co-creation events aimed at closing the gender gap.
Thanks to these various initiatives, the average value in the "Teamwork and Diversity" category of engagement survey improved from 74% in FY2022 to 78% in FY2025. Furthermore, Idemitsu EI (Employee Engagement) improved from 68% male and 63% female in FY2022 to 71% male and 67% female in FY2025, and the Idemitsu Growth Score, an intermediate indicator, improved from 61% male and 50% female to 66% male and 60% female. The growth of women surpassed that of men, leading to a reduction in the gender gap.
In addition, steady progress has been made in DE&I-related KPIs. Comparing FY2022 and FY2025, female recruiting ratio rose steadily from 39.5% to 45.6%, female ratio in managerial positions rose from 3.5% to 5.4%, and male ratio taking childcare leave rose steadily from 84% to 98%. Furthermore, the company has received external recognition, such as being selected as a "Nadeshiko Brand" for the fourth consecutive year and achieving "PRIDE Index" Gold certification for the third consecutive year.
Moving forward, in order to further link DE&I to enhancing corporate value, we believe it is crucial not only to understand its importance but also to incorporate diverse knowledge and perspectives into business activities and decision-making, and to leverage them as organizational strengths. Utilizing the foundation we have built so far, we will promote "co-creation" through strengthening collaboration within and outside the group and improving the quality of decision-making, thereby accelerating the creation of new value and innovation.

We are promoting initiatives that allow all employees to work with a sense of engagement, regardless of age, gender, nationality, or disability.

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.