Diversity, equity, and inclusion promotion | (S) Social | Sustainability

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.

We view "diversity management" 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

Providing a wide range of functions or merchandise, and highly specialized services is essential for meeting the diversifying sectors of demand, regions and customers. We are working on DE&I for connecting new perspectives and ideas based on differences in backgrounds, sensibilities and values.
Regarding the active participation of women, we set a target to have 25% or more female managers by FY2025, and are working on expanding systems such as implementing a childcare leave support program, subsidizing babysitter services and childcare services for sick children, and introducing a flextime system that facilitates a flexible working style. We are also providing training to improve support skills for managers, and educational seminars on health issues specific to women.

Percentage of female managers (Sangetsu non-consolidated)

Increase in Male Employees Taking Childcare Leave

We encourage male employees to take childcare leave in order to create an environment in which everyone can balance work and childcare regardless of gender, and to establish a system for supporting childrearing across the company and departments.
In our Medium-term Business Plan [BX 2025], we set the target of 100% rate of male employees taking 2 weeks or more childcare leave, and are working on fostering a corporate culture of family-friendly corporate culture by providing individual explanations of the system to eligible employees and their supervisors.
With the increase in understanding and cooperation of colleagues, in FY2023 the ratio of males planning to take childcare leave until their child turns one year old was 100%, while the ratio based on the definition set by the Ministry of Health, Labour and Welfare was 82.8%.

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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