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
DE&I Committee
In October 2021, we established DE&I Committee (originally called the D&I Promotion Committee) as an advisory body directly under the President and CEO, and under the Idemitsu Group DE&I Policy, we are promoting the identification of management issues, the setting of KPIs, and the development of measures.
In fiscal 2024, under the policy of "repeatedly holding dialogue with the workplace and making recommendations based on the actual situation," we linked the committee's efforts with the DE&I roundtable discussions and exchanged opinions in line with the workplace at Complex and branches. Based on the committee's recommendations, in fiscal 2025 we will gradually implement specific measures to accelerate "making DE&I our own business."
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.
Message from the DE&I Committee Advisor
Shiori Nagata
July 2025
In 2021, we established the DE&I Committee as an advisory body to the President, and have been promoting DE&I for three years. These efforts have been recognized throughout society, including the Company being selected as a Nadeshiko Brand for three consecutive years. In the first and second terms we enhanced the system and set KPIs such as the female recruiting ratio and the number of female managers, which laid the foundation for further DE&I advancement. As a result, although the bare number offemale employees is still small, the ratio of women in managerial positions is steadily increasing, and the ratio of men taking childcare leave is also extremely high.
In the third term, we held discussions with various workplaces such as refineries and branches to build understanding and action throughout the company. This enabled us to gain a solid grasp of issues specific to each workplace, such as their characteristics and the challenges they face in promotingDE&I. I believe that moving forward, we will be able to deeply embed the spirit of DE&I into our organization and systems through measures to spread DE&I awareness, such that all employees take ownership of the concept, and create more detailed support systems to meet individual needs.
I think that the essence of DE&I activities lies in attending to each person’s concerns and struggles, and creating a workplace—and, by extension, a society—where all people can thrive and contribute. I am confident that, based on management’s fundamental belief in respect for people, Idemitsu’s DE&I activities will continue to strengthen and develop into the future.
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
Awareness-raising and culture-building activities
To make DE&I part of our organizational culture, we are working to raise awareness throughout the company and build a culture of DE&I at each workplaces.
The small-group workshop “Unconscious Bias Dialogue,” which promotes awareness of unconscious bias, has been held continuously since 2020, with more than 340 sessions and over 1,700 participants to date.
Furthermore, since FY2023, we have set a “DE&I Month” every year to conduct intensive awareness-raising activities, held roundtable discussions with executives, lectures by
speakers from outside the company, exchange events with overseas offices, and more. Furthermore, to address cultural improvement issues specific to individual workplaces, the DE&I Office serves as an advisor, supporting policy proposals and their implementation.
●Results of past initiatives
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Status of Employees
We are promoting initiatives that allow all employees to work with a sense of engagement, regardless of age, gender, nationality, or disability.
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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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