Expanding DE&I
Basic approach
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."
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
The DE&I Committee, an advisory body to the President, will make recommendations in June 2023, including "From D&I to DE&I," and is discussing actions that should be taken based on employee opinions and putting them into practice.
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You can read a message from Outside Director Ms. Nagata, who is an advisor to the DE&I Committee.
Strategy
From D&I to DE&I
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.
Review of My Activities as an Advisor to the DE＆I Committee
Maki Kado
October 2024
I have been supporting activities for enhancing corporate values through fostering a corporate culture and encouraging employees to take more pride in their work by leveraging the diversity of every individual as an advisor to the DE&I Committee since October 2022.
To date, we have implemented initiatives, such as the identification of management challenges related to the promotion of DE&I, the trial of a program recommending that employees take childcare leave, regardless of gender, establishing workplace rules that encourage everyone to actively participate in the company and enable them to become entrenched, and employee participation initiatives soliciting the opinions of employees, which will be reflected in HR system reforms. We also promoted the transition from D&I to DE&I, focusing our efforts on building an organization based on “Equity”. Our DE&I initiatives have been progressing steadily in recent years, permitting us to see changes in each employee’s awareness of diversity.
We are striving to transform into an organization which continues to innovate without being constrained by existing values. To do this, we respect the diverse characteristics and values of individuals, never tolerating discrimination based on job rank, employment status, age, gender, educational background, place of origin, nationality, disability, or other attributes, enabling each employee to fully demonstrate their capabilities, proactively leverage their diverse perspectives and values, and create synergies. For example, we actively utilize senior employees, have enhanced the recruitment of mid-career and foreign national employees, and set a female recruiting ratio target of 50% or more. We will continue to steadily advance these steps, and I am confident that our company will reach our goals.
Metrics and targets
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.
Initiatives
Status of Employees
As of March 31, 2024, the number of employees at our parent company will be 4,960, and the number of employees on a consolidated basis will be 13,991. We are promoting initiatives that allow all employees to work with a sense of fulfillment, regardless of age, gender, nationality, disability, etc.
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Status of Recruitment
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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DE&I Month Initiatives
Top speaker! Equity roundtable discussion for learning together (June 2024)
Starting in fiscal 2023, we will hold a "DE&I Month" in which we will hold a number of intensive events to promote understanding and penetration of DE&I at the company-wide level. This year, the theme of the month was "Human Growth and DE&I (Subtitle: What is true equity that maximizes the power of an organization?)" and we invited prominent people to speak, interviewed the female vice president of our US subsidiary, and held a public roundtable discussion with executives. As a result, more than 2,000 employees participated in total, and we were able to raise various awareness and awareness of DE&I from a different perspective than everyday workplace operations.
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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