Human capital strategy

Considering our human capital strategy, the fundamental value is that our diverse human resources demonstrate their individuality and grow through their work. To achieve our Vision for 2050, “A strong and flexible team that can shape the future, no matter what the future has in store,” we are implementing various measures that are linked to each of the three perspectives: embodying the Management Philosophy / Vision, expanding DE&I, and bringing out the full potential of each individual.
The path to advancing our business structure reforms that we are pursuing has many variables, and optimal solutions are hard to find. Even in such a situation, it is extremely important to develop as many those human resources who take on challenges without fearing failure and who embody the Management Philosophy, “Truly inspired.” as possible. We would like to remain a group where a team of diverse human resources works as one to achieve something.

●Priority themes for human capital strategy

Initiatives to promote Management Philosophy

Our Management Philosophy, "Truly inspired," plays an important role as a compass as we embark on the long voyage of business structure reforms. In order for each employee to deepen their understanding of and practice Management Philosophy, we are promoting dialogue with management through creating workplace communication opportunities on the theme of Management Philosophy within the company and through townhall meeting and other means. As a result, awareness and empathy for the philosophy have increased. On the other hand, the Idemitsu Engagement Index has highlighted the fact that there are challenges in "Embodying Management Philosophy." In response to this, we are considering introducing a new evaluation system from 2025 that more clearly defines the skills required of employees linked to Management Philosophy. We will redefine the evaluation items in terms that are easy to use as a common language that employees will use in conversations from time to time, and promote further penetration and embodiment of Management Philosophy.

With the key message of "Let's create the future of the company," we established the Idemitsu Employee Association, in April 2024. The purpose of the Idemitsu Employee Association is to create a "place" where all employees can proactively participate in discussions to create "a better company and a better organizational culture," and to foster a sense of participation in management through activities that transcend existing relationships such as department, generation, and hierarchy, leading to the autonomous growth of each individual.
At our company, each employee plays a key role. We encourage employees to think and communicate freely, develop policies to foster an OFA (Open, Flat, Agile) culture, and promote individual growth, and work to change the company for the better.

Structure and characteristics of Idemitsu Employee Association
・ An organization independent of the company, with a dedicated director (person in charge) planning and managing activities
・All employees participate in activities
・ Consolidate existing activities (dialogue with management, various roundtable discussions, interdepartmental exchange projects, motivation surveys, etc.)
・Representatives from each workplace (activity promotion committee members) promote workplace activities

・ Appointing a full-time director requires a lot of work. It is now even easier to gather opinions and make recommendations from across the company
・ Because the employee association is independent from the company, Allows for independent activities for employees
・ Because employee association activities include those in senior positions, Proposals that reflect the voices of those in senior positions are also possible