Promoting the success of diverse employees

Idemitsu Kosan positions the promotion of women's empowerment as one of its key DE&I promotion measures, and aims to be a company where all employees, regardless of gender, can work with enthusiasm and co-create new value with various stakeholders.

At our company, we have formulated the following action plan to enable the further growth and success of female employees as part of the promotion of women's empowerment, which is one of the important measures for promoting DE&I.

・Holding health support seminars: Newly established as an opportunity to deepen understanding of women's specific health issues such as menstruation and menopause, as well as pregnancy and childbirth, in addition to the perspective of health management, regardless of gender. It will be held three times in 2022.
・Training to promote understanding of diversity for employees (age-based training, etc.)
・Training for executives (DE&I understanding in training for new executives, etc.)
・Holding social gatherings (meetings for exchanging opinions among female technical employees, etc.)
・We will launch the Idemitsu Women's Network in October 2022 to strengthen our promotion of women's advancement. To date, network subcommittees have been held 14 times, with a total of 59 participants.
・Mentoring aimed at supporting the career of female employees

Started cross-mentoring with Tokio Marine & Nichido Fire Insurance Co., Ltd.

Cross-mentoring is when the mentor (supporter, adviser) and mentor (recipient of support and advice) are from different companies. It is one of the cross-company career development support programs, and is aimed at improving the promotion motivation and leadership of mentors (female) and giving mentors hints on developing diverse human resources. A total of 32 people from both companies were selected, including eight female managers and Manager managers as mentors and eight executives such as executive officers as mentors. Sixteen pairs of female managers and executives from both companies will be paired up and will participate in group training and mentoring until December 2023.

●List of past initiatives

Our company has introduced a retirement age selection system between 60 and 65 years old from fiscal 2021, with the aim of enabling employees to play an active role regardless of their age. 592 seniors (age 60 and older) (as of the end of March 2023) are working with the same grades, evaluations, and compensation systems as employees under 59. By introducing this system, we will utilize the experience and knowledge of the senior generation to develop juniors, pass on knowledge and skills, and challenge new opportunities through updating their "mindset" and "reskilling." I will support you. The period covered by this system is until fiscal year 2024, and we are considering extending the current system from fiscal year 2025 onwards.

Our company positions mid-career hires as "ready-to-work" and hired 33 people in fiscal 2022. Although we do not set promotion targets based on recruitment categories, in order to enable diverse human resources to demonstrate their abilities, we evaluate their abilities and achievements fairly, regardless of nationality, employment category, etc., and promote them to positions. We are hiring.

Our company strives to create an environment where people can work to their full potential, regardless of whether they have a disability, and to provide them with opportunities to thrive.
At the same time, we have created an environment in which people with disabilities can work individually in each department at the head office and at each base across the country, and at the same time we are also employing people with disabilities in a "team work" style at the head office, Chiba Complex, Advanced Technology Research Laboratories, and Tokuyama Complex doing.
The "team working" style is a way of working in which employees take on work from each department within the company and contribute as a team to improving company-wide productivity. Regardless of the special subsidiary system ^*, we aim to embody DE&I through interaction in daily work.
*If a business owner establishes and employs a subsidiary with consideration for people with disabilities and meets certain requirements, as a special case, workers employed by the subsidiary will be considered to be employed by the parent company, and the actual employment rate will be calculated. A system that allows calculation of (special subsidiary system)

Our company has approximately 40 foreign employees, and we are implementing various initiatives to ensure that they can devote themselves to their work with peace of mind. As one of our measures, we have formed the Global Nakama Initiative (GNI), which is a place for foreign employees to interact and exchange information, and is developing it as a system where they can freely exchange opinions and consult. Currently, when foreign employees work at Japanese companies, their ways of thinking and customs often differ from those of Japanese people. Through this activity, we aim to create an environment where each foreign employee can play an active role while supporting their life and work in Japan.

●Global Nakama Initiative (GNI) results

The activities of national staff at important overseas bases

At our overseas subsidiaries, more than 3,000 national staff members work at 68 locations of Idemitsu Group companies. Currently, Japanese seconded employees are in charge of management, but we are also working to develop and delegate authority to national staff, including by introducing a personnel system that emphasizes the ability to demonstrate their abilities and implementing leadership training. In terms of diversity, Idemitsu Research & Business Development Europe has active members from more than 10 nationalities.