Allowing Diverse Human Resources to Excel
Allowing Diverse Human Resources to Excel (Gender)
Promoting the empowerment of women
With regard to promoting the empowerment of women, we are advancing initiatives divided into four stages: enhancement of the employment of women, retention and active participation, promotion to managerial positions, and follow-up training for promotion to post-managerial positions (executive directors). By, for example, increasing the hiring of women who will play key roles for business career courses and implementing training programs—including hands-on training cycles and career building—for female employees in their first through fourth years of employment, we are working to foster greater awareness while enabling women to take on the challenges of leadership and learning by themselves from an early stage.
Designed for assistant managers prior to their appointment to managerial positions, the Company is conducting a practical Career Development Program (CDP) for women that produces outcomes on growth issue themes that make the best use of the strength of each and every individual. Also conducting sessions geared toward bosses, through this training we are working to support their promotion to managerial positions and to improve their ability to show leadership to female subordinates. After they have been promoted to managerial positions, we aim to raise awareness of higher-ranking positions at exchange meetings for women in management positions and to systematically develop them by, for example, having them provide their experiences to line managers.
In fiscal 2022, new Women's Career Seminars were offered with the aim of fostering career awareness among female employees and identifying candidates for promotion.
In addition, the appointments of three female Outside Directors and a female Outside Director as chair of the Diversity Promotion Committee (see here) have created momentum to accelerate the promotion of women's activities.
Targets (SEKISUI CHEMICAL)
Ratio of Women to Total Hires: FY2022 30% (Results 31.4%: new graduate hires as of April 2023), FY2025 35%
Number of Women in Management Positions (Ratio): FY2025 80 (5.0%), FY2030 120 (8.0%)
Ratio of Women Directors: FY2030 30%
As of October 4, 2021, SEKISUI CHEMICAL has acquired second-stage Eruboshi certification as a company working to encourage the advancement of women.
In fiscal 2022, we invited members of the LGBTQ+ community as lecturers and held an online seminar where participants learned correct knowledge about LGBTQ+ and how to respect it in the workplace, with the aim of becoming allies (supporters). This seminar was open to all employees of Sekisui Chemical Group (Japan). On the day of the seminar, 181 employees participated live, and after the actual seminar, employees are able to learn through archives and other sources, as information is continued to be made available through the company intranet. We are creating a culture that respects diversity by providing opportunities for employees to specifically learn and think about respecting those members of the LGBTQ+ community and issues in the workplace.
Training Results for Women
|Career Development Program for Women (selected participants)||Women (persons)||35||39||52||58||49|
|Women’s career seminar
|Young employees (persons)||−||−||−||−||55|
|While raising children (persons)||−||−||−||−||73|
|All women employees (persons)||−||−||−||−||67|
Exchange meetings and communications
Meeting with the president/top management and women in management positions: October 20, 2022, 57 participants
1.Lecture and question and answer session by a female outside director: “Are you able to work with energy? Support message for everyone in management positions”
2.Round table discussion with top management (president and officers): “On future career planning, raising the next generation, roll models, etc.”
Roundtable with female managers published in the Group magazine
Gender does not matter! Plan your own career.
Number of New-graduate Hires / Ratio of Women among New-Graduate Hires (SEKISUI CHEMICAL Group in Japan)
Note:Includes certain affiliates accounted for by the equity method and non-consolidated subsidiaries.
Number of Female Directors, Female Ratio (SEKISUI CHEMICAL)
|Directors||Audit and Supervisory Board Members||Total||Executive Officers|
|Inside Directors||Outside Directors||Corporate Audit and Supervisory Board Members||Outside Audit and Supervisory Board Members|
|Ratio of women (%)||0.0||60.0||0.0||33.3||23.5||8.3|
Number of Female Directors and Managers (SEKISUI CHEMICAL Group)
|Number of Female Directors (SEKISUI CHEMICAL Group)*||2||2||2||2||3|
|Number of Women in Managerial positions (SEKISUI CHEMICAL Group in Japan)||156||185||187||195||208|
- Excluding SEKISUI CHEMICAL
Composition of SEKISUI CHEMICAL Personnel
|Ratio of womens (%)||15||15.9||16.5||16.7||17.0|
|Permanent, full-time employees*2||Men (persons)||3,072||3,073||3,060||3,023||3,032|
|Ratio of womens (%)||14.8||15.6||16.4||16.7||17.1|
|Average years of continuous employment*2||Men (persons)||17.3||17.2||17.2||17.6||17.9|
|Managerial positions (managers)||Men (persons)||685||678||672||700||790|
|Ratio of womens (%)||4.2||5.7||6.1||6.0||5.6|
|Managerial positions (department managers and general managers)||Men (persons)||637||642||649||635||558|
|Ratio of womens (%)||2.2||2.3||2.4||2.3||3.0|
|All managerial positions||Men (persons)||1,322||1,320||1,321||1,335||1,348|
|Ratio of womens (%)||3.2||4.1||4.3||4.3||4.5|
|Employees newly appointed to managerial positions||Men (persons)||63||68||58||54||70|
|Ratio of womens (%)||4.5||17.1||9.4||5.3||7.9|
|Deputy (Assistant) Manager / Supervisor level*3||Men (persons)||806||810||796||795||827|
|Ratio of womens (%)||8.1||9.4||10.8||12.4||13.3|
- Workers with direct employment relationships with the Group (including permanent, full-time employees and non-full-time employees as well as workers on loan from the Group to other companies but excluding workers on loan from other companies to the Group)
- Employees with no determined period of employment (including workers on loan from the Group to other companies but excluding workers on loan from other companies to the Group).
- Employees who are Advanced Level in the Business Career Course
Age Composition of Permanent, Full-time Employees* and Ratio of Women in Fiscal 2022 (SEKISUI CHEMICAL)
|Under 30 years old||30 to 39 years old||40 to 49 years old||50 to 59 years old||60 years old and above|
|Ratio of women (%)||27.6||21.7||15.3||12.6||7.9|
- Employees with no determined period of employment (including workers on loan from the Group to other companies but excluding workers on loan from other companies to the Group)
Gender Wage Disparity for Fiscal 2022 (SEKISUI CHEMICAL)
|Permanent, full-time employees||Non-permanent, non-full-time employees||Overall|
|Gender Wage Disparity||Average annual wage for women / Average annual wage for men × 100|
Note 1:Including workers on loan from the Group to other companies.
Note 2:There is no wage disparity in the human resources system; based on the labor composition (age and qualifications) ratio
Retention Rate (SEKISUI CHEMICAL)
|Employee turnover (Number of people who left employment )||Men||42||63||48||74||85|
|Retention rate (%)||Men||98.6||98.0||98.4||97.6||97.2|
|Retention rate||（1- (Number of employees who left employment / Number of employees as of April of the fiscal year)) ×100|
Hires (SEKISUI CHEMICAL)
|New-graduate hires*1||Men (persons)||114||96||83||63||64|
|Ratio of women (%)||25.5||26.7||34.1||22.2||28.1|
|Mid-career hires||Men (persons)||44||29||21||19||51|
|Ratio of women (%)||17.0||12.1||8.7||13.6||15.0|
|Recruitment ratio of mid-career appointments (%)*2||25.7||20.1||15.4||21.4||40.3|
*1New-graduate hires: Employees who joined the Company for the first time after graduation (undergraduate degree, graduate school, etc.) with no working experience
*2Mid-career hires (experienced personnel hires) ratio: Ratio of mid-career hires to all hires
Retention Rate at Three Years After Employment (SEKISUI CHEMICAL)
|Joined FY2016||Joined FY2017||Joined FY2018||Joined FY2019||Joined FY2020|
|Retention rate three years after employment (%)||98.2||90.6||88.6||93.1||89.6|
|Retention rate three years after employment (%)||Percentage of new-graduate hires in April of each fiscal year retained after three years of employment|
Results of Training for New, Mid-career Hires (SEKISUI CHEMICAL)
|Number of Program Attendees||60||43||42||35||58|
In line with the increase in mid-career hires (experienced personnel hires), SEKISUI CHEMICAL Group is conducting training for newly hired mid-career hires to learn about the Company’s history, culture, policies, etc.
Labor union members
The SEKISUI CHEMICAL Labor Union serves as the Company’s labor union. Adopting a union shop system, 100% of eligible employees are members (2,349 in fiscal 2022).
Composition of consolidated Group Personnel in Japan
|Number of employees||Men (persons)||16,362||16,360||16,062||15,857||15,822|
|Ratio of womens (%)||23.6||23.9||24.1||24.2||24.7|
|Number of new graduates hired||Men (persons)||572||427||483||405||453|
|Ratio of womens (%)||30.5||29.2||30.2||27.0||25.7|
|Number of managerial positions (managers)||Men (persons)||2,926||2,924||2,847||2,865||3,031|
|Ratio of womens (%)||4.3||5.1||5.3||5.5||5.5|
|Number of managerial positions (department managers and general managers)||Men (persons)||1,588||1,595||1,570||1,533||1,400|
|Ratio of womens (%)||1.4||1.5||1.8||1.7||2.0|
|Number of total managerial positions||Men (persons)||4,514||4,519||4,417||4,398||4,431|
|Ratio of womens (%)||3.3||3.9||4.1||4.2||4.4|
|Number of management personnel (Global leader)||Men (persons)||204||206||193||183||115|
|Ratio of womens (%)||2.4||1.9||1.5||1.6||0.9|
|Number of employees newly appointed to managerial positions||Men (persons)||211||241||205||187||191|
|Ratio of womens (%)||8.7||13.6||5.5||8.3||10.3|
Note 1:The above table is based on the results of the survey conducted in July 2023.
Note 2:The target group of management (global leaders) has been changed from FY2022.
Note 3:Errors in the figures reported last year for newly appointed to managerial positions in fiscal 2021 were corrected them.