System to support the success of diverse employees
Basic approach
We have positioned support for balancing work and the development of the next generation as one of the key measures for promoting DE&I, and are working to establish systems that align with life events. We believe that fostering a workplace culture that is easy and engagement for employees who balance work and family (childcare and nursing care) will lead to the creation of an environment where all employees can maximize their capabilities, and we are implementing various initiatives accordingly. We have also established a system that allows employees who require outpatient treatment due to injury or illness to continue working.
Strategy
General business owner action plan based on the Next Generation Development Support Measures Promotion Act
We analyzed our company's issues, considered specific measures, and formulated an action plan to support the success of our employees who aim to balance work and family. Additionally, in 2012 and 2015, we were certified by the Ministry of Health, Labor and Welfare as a childcare support company, and received the next-generation certification mark "Kurumin"*.
*Kurumin: A certification mark from the Ministry of Health, Labor and Welfare that can be obtained by companies that actively work to support the development of the next generation. Based on the Act on Advancement of Measures to Support the Development of the Next Generation, businesses can receive certification by formulating a general business owner action plan and meeting certain standards.
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| Goals, details of initiatives, and timing of implementation |
<Efforts to achieve the goal> Initiative 1: Continue to improve understanding in the workplace and publicize the system (from April 2023) ・Information dissemination via the in-house portal site ・Updated the guidebook for supporting the balance between childcare and work Initiative 2: Promoting elimination of gender gaps in childcare and housework (from April 2023) ・Trial of recommended childcare leave (2) Providing diverse working conditions that contribute to reviewing work styles <Efforts to achieve the goal> Initiative 1: Setting targets for annual paid leave acquisition rate (from April 2023) Initiative 2: Promoting the taking of annual paid leave (from April 2023) ・Setting paid leave encouragement days and disseminating information ・Visualization of paid vacation usage rate ・Thorough work management Initiative 3: Cultivating a workplace understanding and culture of health (from April 2023) ・Awareness seminars for employees - Promoting consultation with family doctors (3) Initiatives to support the development of the next generation <Initiatives to achieve the goal (implemented as needed)> Initiative 1: Internships for university students Initiative 2: Providing opportunities for the next generation of children to experience culture/art ・ Idemitsu Music Events“Performing the future” Initiative 3: Collaboration with local elementary schools ・ FURUSATO PROJECT |
Metrics and targets
Promoting childcare leave
Our unique "recommended parental leave" system (allowing employees to take four weeks of paid parental leave) will be fully operational from October 2025 after a three-year trial period.
In this transition, we have revised the system to allow users to plan and take childcare leave flexibly while further deepening their bonds with their families, and have made it possible to take leave in installments.
In addition, we have released a "Parental Leave Handbook" for employees, which clearly summarizes how to take advantage of the childcare leave system, including "recommended parental leave," key points for utilizing it, and specific usage patterns, tailored to the life career of each employee.
Toward the realization of a gender-equal society, we will continue to support each individual's life career and promote the creation of an environment that is comfortable to work in and expands opportunities for them to thrive.
Promotion of men taking childcare leave
We regularly post information on our internal portal site and hold roundtable discussions on the topic of parental leave. We also provide online training for managers to promote understanding of legal reforms and men taking parental leave.
Male ratio taking childcare male ratio taking childcare leave
| Achievements | Targets | ||||
|---|---|---|---|---|---|
| FY2022 | FY2023 | FY2024 | FY2025 | FY2030 | |
| Male childcare leave taker rate (%) | 84 | 93 | 92 | 95 | 100 |
* Data collection target: Idemitsu Kosan employment (all employees, including those seconded to other companies)
* The above includes childcare leave.
* Scope of reporting: Idemitsu hires (employees, including employees seconded to other companies)
* The above includes parental leave for childcare purposes
Initiatives
List of systems and initiatives
●System for all employees
| Annual paid leave |
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| Carryover of annual paid leave |
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| Flextime |
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| Telecommuting |
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| Self-development leave of absence |
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| Volunteer leave of absence |
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| Volunteer leave |
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Spouse overseas transfer leave
Cessation from work by employees whose spouses are transferred to countries abroad |
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Civil Rights Exercise
and Official Duty Leave |
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●Systems and initiatives for employees who are giving birth or raising children
| Maternity leave (for those giving birth) |
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| Special paid leave for spouse's childbirth (non-maternity leave) |
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| Recommended childcare leave |
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| Childcare leave |
Up to two installments can be taken up to the age of one. |
| Childcare time (female) |
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| Child care leave |
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| Childcare leave at birth (postpartum paternity leave for non-birthers) |
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| Warming-up seminar before returning from parental leave |
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| Follow-up seminar after returning from childcare leave |
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| Seminar for managers of employees returning from parental leave |
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●System for employees providing nursing care
| Nursing care leave |
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| Family care leave |
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●System for employees who are raising children or providing nursing care
| Reduced working hours for parenting |
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| Exemption from overtime work |
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| Restrictions on overtime and holiday work |
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Exemption from late night work |
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●Support systems other than the above
| Reduced working hours for parenting for medical treatment |
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| Birth support leave |
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FY2024 system utilization results (unit: person)
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Childcare leave applicable: Idemitsu Kosan employment (all employees, including those transferred to other companies)
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Childcare leave includes leave for childcare purposes.
Promoting understanding of work-life balance support
Regarding childcare, we not only aim to expand the system, but also to dispel the anxiety of those on leave and those returning to work, learn solutions to their concerns, and obtain hints for a smooth return to work and balance after returning to work, depending on life events. We are implementing support measures.
In addition, we are creating an environment that makes it easy for employees to balance nursing care by holding online seminars, disseminating information using an internal portal site, and setting up an external consultation desk.
Holding a family day
In August 2025, we held "Head Office Family Day" with the aim of creating an opportunity for Idemitsu Group employees and their families to deepen their understanding of and empathize with the Group.
A total of 521 people, including 144 families, including spouses, children, parents, and grandchildren, participated in the event, which was planned with consideration for diverse family structures, and included a tour of the office where their family members work, a summer festival, and a workshop on the theme of DE&I (Diversity, Equity, and Inclusion).
