Promoting Diversity Equity and Inclusion (DEI)
Aiming to be a company where all employees can work comfortably and with peace of mind while valuing their own individuality, we are promoting DEI initiatives to reform work styles, diversify human resources, and create a work environment where all human rights and diverse values can be respected, accepted, and play an active role.
In addition to further accelerating our efforts to promote the advancement of women, we are also expanding our focus to include LGBTQ, seniors, and people with disabilities, and are working to reform our awareness and culture and revise our systems with the aim of becoming a company where all employees can work comfortably.
Promoting women’s initiatives
Our third phase action plan, April 2021 – March 2024, based on the Law for the Promotion of Women’s Activities was formulated and submitted to the Kyoto Labor Bureau.
We have set a target of “increasing the ratio of female leadership positions to 15% or more and the ratio of female management positions to 6% or more by the end of FY2023,” which will lead to a steady increase in the number of female managers.
In addition, various initiatives are being implemented, including our newly established “Diversity Month,” promoting our male employee childcare leave program, and raising awareness among management and managers through IKUBOSU* declaration and membership.
*A term coined by combining the words “childcare” and “boss,” it refers to a manager who respects employee’s careers including childcare needs.
In 2017, we obtained Platinum Kurumin certification as a company that supports parenting. In March 2021, we received the 3-star “Eruboshi” certification from the Ministry of Health, Labour and Welfare for our excellent status in promoting women’s activities.
LGBTQ Initiatives
As part of our diversity promotion efforts, we are working to promote understanding of LGBTQ issues, including establishing an LGBTQ consultation service and revising our benefits program to create a safe and comfortable work environment for everyone.
In addition, in order to promote deep understanding and reform company culture, workshops were held at all domestic facilities with Kazue-chan (an LGBTQ person and YouTuber), who joined Sanyo Chemical in August 2020, as well as an online salon type workshop hosted by Kazue-chan, “Kazu Room with SANYO.” We also participated in Pride events held in various locations in Japan.
In addition, in response to requests by high schools and universities, we give lectures and teach on-site classes on LGBTQ issues outside the company.
Awarded the highest “Gold” rating for the third consecutive year in the PRIDE Index, which evaluates LGBTQ initiatives
Employment and working conditions
We are creating a workplace that honors the individuality of employees and where a diverse workforce can play an increasingly active role.
Employment should not be limited to legally mandated employment rates. So we are working to create a workplace where people with disabilities can be fulfilled.
In addition to a reemployment system that allows employees to continue to work after retirement by making use of their wealth of experience and knowledge, we have also established a reemployment registration system for employees who have left the company mid-career for personal reasons, so that they can once again contribute to the company.
Work-style reform
In order to become “a company in which all employees are proud and feel fulfilled in their work” and to further promote reforms, we are promoting work style reforms from three angles: flexible work styles, operational reforms, and the use of IT and AI.
In 2016, our company was recognized by the Kyoto Labor Bureau as the first Best Practice Company in Kyoto Prefecture for its proactive efforts to “reform the way we work”. We were also recognized as a 4-star company in the 5th Nikkei Smart Work Management Survey.
Work-life balance
Based on the concept of “work hard, rest well,” by realizing a better work style, we are striving for the ideal work-life balance.
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Second phase work style reform action plan
During the first phase, April 2018 – March 2021, we worked to correct long working hours, promote taking paid leave, and flexible work styles.
Based on the results of the first phase, the second phase of the Action Plan for Workplace Reform, covering the period from April 2021 to March 2023, aims to
(1) Reduce the annual average number of actual working hours (day shift workers) to 1,800 hours or less
(2) Increase the number of paid vacation days taken by 3 days compared to FY2020
(3) Expand utilization rate of our Super Flextime System, telecommuting, and Flexible Leave System
In FY2021, the results were (1) 1849 hours, (2) 0.2 days more than in FY2020, and (3) increased utilization for all programs.
Internal Multiple Role System trial begins
Sanyo Chemical aims to create an “exciting company” that maximizes the potential of each and every employee to further enhance corporate value. In February 2022, as a measure to enhance employee job satisfaction and motivation, we began a trial operation of our Internal Multiple Role System that allows employees to expand their horizons by taking on projects of interest in parallel with their existing work.
Office Environment Work Style Reforms
In March 2022, the Tokyo Branch Office moved from the Nihonbashi area (Mitsukoshimae) to the Hibiya Fort Tower in the Nishi-Shinbashi area. Activity Based Working (ABW*) was introduced and a variety of workspaces were created within the office to allow each individual to work in a way that suits them. We are continuously reviewing our office environment to further improve productivity and work comfort.
Similar reforms have been implemented at our head office and research center.
*A way of working that allows people to freely choose their seat and location according to the nature of their work and their mood.