Diversity, equity, and inclusion promotion

Sangetsu Group Basic Policy on Diversity, Equity & Inclusion

We are committed to offering a wide range of functions and products and providing services backed by our in-depth expertise in addressing demand across an increasingly diverse range of sectors, regions and customers. Such efforts are underpinned by our aim of striving to build robust business foundations that bring about sustainable development amid a scenario of ever-intensifying changes in domestic and overseas external environments surrounding the Sangetsu Group.

We take initiatives to maximize the power of diversity by harnessing the individuality of each employee, regardless of gender, age, nationality, race, religion, disability or sexual orientation, to nurture a corporate culture of challenge and innovation and enhance related systems. Furthermore, we do not discriminate on the basis of these individual characteristics or differences, and we do not tolerate such discrimination.

We view "diversity, equity & inclusion" as the core of our management, which leads to rich creativity through new perspectives and ideas based on differences in backgrounds, sensitivities, values, etc., and take initiatives as important measures to realize growth while meeting the demands of an increasingly diverse market.

Support for women’s participation and advancement

In implementing strategic HR system reforms, we are executing a voluntary action plan based on the Act on Promotion of Women's Participation and Advancement in the Workplace. Aiming to create an organization where female employees can leverage their strengths and thrive, along with supporting systems, we have established a Diversity, Equity & Inclusion (DEI) Promotion role within the HR department. We are implementing various measures to achieve our goals. Regardless of gender, we strive to utilize employees' knowledge, experience, and expertise for the benefit of the organization. Starting in fiscal year 2024, we will promote Diversity, Equity & Inclusion over the next two years according to the action plan outlined below.As concrete measures to achieve our goals, we are implementing support programs for employees on childcare leave, providing subsidies for babysitting and sick child care expenses, and expanding flexible work arrangements such as flextime and telework systems. Additionally, we are conducting training for managers to enhance their support skills and awareness seminars on health issues specific to women.

Percentage of female managers (Sangetsu non-consolidated)

Increase in Male Employees Taking Childcare Leave

We promote male childcare leave as part of our efforts to create an environment where everyone, regardless of gender, can balance work and childcare, and to establish company- and department-wide systems supporting child-rearing. Under our mid-term management plan [BX 2025], we aim for a 100% uptake rate for leave of two weeks or longer. We are working to foster a corporate culture of shared parenting by providing individual explanations of the system to eligible employees and their supervisors. For the 52 eligible employees in fiscal years 2023 and 2024, the utilization rate reached 100%. Based on the definition established by the Ministry of Health, Labour and Welfare, the utilization rate was 116.7%, with an average leave duration of 40 days achieved.

Percentage of male employees taking childcare leave (Sangetsu non-consolidated) stipulated in [BX 2025]*

* Percentage of male employees taking childcare leave stipulated in [BX 2025] (including childcare leave at the time of birth): Number of male employees who took 2 weeks or more childcare leave until their child turns one year old ÷ Number of male employees whose spouses gave birth during the fiscal year

Supporting Active Participation of People with Disabilities

We are supporting the active participation of diverse human resources, and have set a target of a 4.0% employment rate of persons with disabilities by FY2025. The important aspect is not simply increasing the employment rate, but also expanding job areas and creating opportunities where individual capabilities can be maximized. There are currently around 20 departments nationwide, including the Logistics Division, Space Planning Division, and Corporate Divisions involved. We will continue creating an environment where each and every employee, regardless of their disabilities, are able to work and play an active role with peace of mind and sense of fulfillment. The employment rate of persons with disabilities in FY2023 (as of the end of March) was 3.5%.

Initiatives Regarding LGBTQ+

In accordance with the Sangetsu Group Human Rights Policy and Sangetsu Group Basic Policy on Diversity, we are working to create a workplace where every employee can make the most of their individuality as vital part of diversity, regardless of their sex, age, nationality, race, religion, disability, gender identity, or sexual orientation. In addition to ways of expressing support by displaying ALLY stickers and participating in PRIDE events, we are continuing to provide LGBTQ+ training for Sangetsu Group employees in Japan.
In FY2023, we expressed new support for “Business for Marriage Equality” that promotes the legalization of same-sex marriages, and also introduced a “same-sex partnership system.” These efforts were recognized and we received our first Gold certification from the PRIDE Index of the general incorporated association work with Pride.

Participating in 2024 Nagoya Rainbow Pride Parade

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