Promoting Diversity, Equity & Inclusion
Basic approach
Based on the Sustainability Charter's "Respect for Human Rights and Diversity Throughout the Supply Chain," artience group has identified diversity, equity and inclusion (DE&I) as one of the key issues to be addressed as a company. We strive to respect diverse values, ideas, and ideas regardless of gender, nationality, age, or disability, and aim to create a workplace where employees can work with a sense of purpose.
Human resources are the most important capital for artience group (hereinafter referred to as the "Group"), which upholds "People-oriented management" as its Corporate Philosophy (Management Philosophy), and creating an environment in which each employee can fully demonstrate his or her abilities and maximizing organizational results is essential for the sustainable growth of the Group.
Each employee is a diverse entity with different characteristics, personalities, yes backgrounds, and they carry out their duties with their own thoughts and feelings. By mutually recognizing not only the "visible external characteristics" but also the "invisible internal characteristics" of our employees and deepening our learning together, we will practice DE&I (Diversity, Equity, and Inclusion) that will contribute to further enhancing the corporate value of the Group.
artience group 's Thoughts on DE&I
- Diversity
Diversity is a state in which various people come together and coexist as one team. We believe that diversity is the basis for creating innovation and growing the organization, and enhancing the sustainability of the organization. - Equity
Equity is when you ensure that all members have access to the information, tools, and communication tools they need to do their jobs, and that they receive equal benefits and opportunities. Recognizing the unfair structures that exist in society and diversifying our responses in consideration of the "differences" and circumstances of each member ensures the fairness of the organization. - Inclusion
Inclusion is a state of mutual acceptance in which everyone feels safe, confident, and accepted in a psychologically safe team. In such an environment, the power of the organization is maximized and synergized by maximizing the abilities of the individual.
Issues to be addressed in the promotion of DE&I
(1) Incorporation into management strategy
Under the mitt of top management, we set targets (KPIs) related to DE&I and formulate the roadmap necessary to achieve them. KPIs and roadmaps will be implemented and reviewed as part of the Group's management strategy.
(2) Establishment and operation of a company-wide DE&I promotion system
With Board of Directors as supervisor, we will establish a DE&I promotion system that covers the entire Group based on the Mitt of top management, and work in cooperation with business organizations and Group companies. In addition, we will continuously reform this system and strive to improve its effectiveness.
(3) Strengthening DE&I management through governance reform
In order to enhance the management supervisory function of the Board of Directors, we will verify whether the necessary and sufficient diversification of the members of the Board of Directors is ensured in terms of gender, nationality, background, yes, expertise, etc.
(4) Institutional reform for diverse human resources and work styles
We will continue to reform our personnel system so that all employees are not limited by their own characteristics, personalities, or backgrounds, and can play an active role by making the most of their abilities. In order to maximize the productivity and creativity of our diverse employees, we will work to realize diverse work styles.
(5) Education and training for behavioral and awareness reform
In order to establish DE&I in all organizations within the Group, we will repeatedly conduct training and workshops tailored to each level of employees.
(6) Stakeholder Communication
In order to accurately appeal to the diverse human resources required by the Group, we will effectively communicate and engage in dialogue. In addition, we will disseminate our DE&I management initiatives to investors and contribute to the enhancement of corporate value.
Scope of application of this policy
This policy applies to all companies and all organizations that make up the Group. At the same time, it also applies to officers, advisors, employees, contract employees, part-time Thailand employees, temporary employees, and all other persons engaged in the business of the Group (collectively referred to as "officers and employees, etc.").
Revision, Abolition and Management of this Policy
The Group will revise this policy as appropriate in accordance with revisions to applicable laws and regulations and changes in the social environment.
In addition, the department in charge of the revision and abolition of this policy shall be the department that supervises artience Co., Ltd. 's DE&I activities.
Established on August 1, 2024 (approved on July 24, 2024 Sustainability Committee)
Promotion system
artience Human Resources Department Co., Ltd. moved from a diversity promotion project consisting of cross-departmental members in September 2021, and in January 2023, a new D&I Promotion Office was established directly under the Human Resources Department. Furthermore, in January 2024, the name of the organization was changed to the DE&I Promotion Office, and activities are being carried out with a greater emphasis on equity. We believe that the essence of DE&I is to eliminate structural discrimination, and we will consider systems and mechanisms that lead to the active participation of diverse employees, plan and implement education and training, disseminate information both inside and outside the company, and foster a corporate culture through the provision of individually necessary support that is not uniform.
In addition, the DE&I Promotion Committee, which examines and implements promotion methods suitable for each site and conducts promotion activities (Promotion Month), and ALLY members who have endorsed ALLY, work in cooperation with the DE&I Promotion Office.
attempt
Promoting active participation of women
In the previous Medium-Term Management Plan SIC-II, we set a target of increasing the ratio of women in managerial positions (in Japan) from 4% in fiscal 2020 to 8% in January 2024. As of January 2024, the ratio of women in managerial positions (in Japan) is 5.5%.
In 2023, to coincide with International Women's Day on March 8, we interviewed female employees who are active in our company. We interviewed them about their careers so far, the changes they feel as they promote women's empowerment, and their messages to women who are going to build their careers, and published them globally in an electronic in-house newsletter.
In August, we held a lunch meeting with Tomoko Adachi, a female Director, for young female employees working at the head office. On the day of the event, we shared the status of activities to promote women's empowerment, and exchanged opinions frankly about the concerns and barriers that female employees themselves feel in building their careers in the future.
In September, we held a seminar for executives and department heads to improve health literacy related to women's health in the Group, titled "Understanding Menopause and Menopausal Disorders and Supporting Women's Active Participation." Dr. Director Adachi, Honorary Director of Aiku Hospital, took the stage and gave a lecture from a medical perspective. Female employees commented, "I have a deeper understanding of the menopause that I will face," and male employees also commented, "I want more people to listen to me with knowledge that is useful at work and at home."
In addition, in fiscal 2022, we introduced a team system at the organizational level. By creating early management opportunities for small units, we will strengthen the management capabilities of the entire Group.
Formulation of an Action Plan to Promote Women's Participation and Advancement in the Workplace
- Increase the percentage of female employees to 30% or more.
- Increase the percentage of employees taking annual paid leave to 60% or more.
Targets for Material Issues (Material Issue 4)
| 2019 | 2020 | 2021 | 2022 | 2023 | |
|---|---|---|---|---|---|
| Percentage of female new graduates hired (Japan)*1 (%) | 30 | 32 | 32 | 33 | 37 |
| Percentage of women in managerial positions (Japan)*2 (%) | 3.6 | 3.9 | 4.5 | 4.5 | 5.5 |
- *1 Percentage of female new graduates hired in April of each fiscal year
- *2 As of January of the following fiscal year
It is certified as "Eruboshi"
Initiatives for the Gender Pay Gap
The Group (in Japan)* applies a wage system according to the role (job) in which employees are engaged, and there is no difference in treatment due to gender differences in the same role, but when the difference in wages between men and women was calculated after eliminating the effects of age, educational background, and length of service using statistical analysis methods, no statistically significant difference was found for managerial employees. For non-managerial employees (general employees), a difference of 85.6% was confirmed. In light of these circumstances, we are also analyzing the factors that are causing the differences and promoting various measures.
- Scope of consolidated and non-consolidated subsidiaries
- Holding seminars on childcare leave for men
Diversity education and awareness activities
In fiscal 2023, in the first year of D&I Promotion Office 's establishment, members of the Promotion Office visited each site in Japan to introduce the Group's diversity-related initiatives to date, as well as to hear the actual issues at each site and the voices of employees. This led to the extraction of first-hand voices, such as issues unique to each site that had not been seen until now and issues that they felt while working, and it became a stepping stone for promoting DE&I in cooperation with the promotion committee members of each site in the future.
Understanding and responding to LGBTQ (SOGI)
In June 2022, we introduced a partnership system, expanding our in-house systems and benefits related to congratulatory and condolences, childcare and nursing care, relocation and overseas assignments, which were previously applicable only to legal spouses, to common-law marriages and same-sex partners.
During PRIDE Month in June 2023, we distributed the Group's PowerPoint and web templates with PRIDE specifications to employees to expand the circle of allies. In October, we significantly revised the "Understanding and Response to LGBTQ+ Issues" released in 2020 and released a guidebook that summarizes basic knowledge on sexuality and LGBTQ+ issues to promote understanding of LGBTQ+ people, as well as the Group's systems and initiatives.
In November 2023, in recognition of our ongoing efforts to support LGBTQ+, such as sponsorship of Kansai Rainbow Pride, we were continuously certified as "Gold" in the PRIDE index, an index that evaluates our efforts to address sexual minorities in the workplace.
Endorsement of "Business for Marriage Equality" to promote marriage equality
- As of July 27, 2024, 533 companies and organizations have expressed their support for marriage equality (legalization of same-sex marriage)
Creating a Workplace where Diverse Employees Can Play an Active Role
Promoting the active participation of seniors
With the aim of ensuring that each employee continues to fulfill their role in a society where people are active throughout their lives, from September 2018, we have extended the retirement age for full-time employees in Japan from 63 to 65. As measures to support career development, we are also working on career education that will lead to continued job satisfaction, creating a work environment that is considerate of seniors, and promoting health.
Promotion of active participation of people with disabilities
artience Co., Ltd. regularly conducts employment training for students at special needs schools, and is working to realize long-term employment for people with disabilities. Since 2019, we have been employing people with intellectual disabilities, and at the Clover Support Center in the General Affairs Department Jujo Center, we are mainly in charge of support work in the office, such as creating business cards, collecting and delivering e-mails, digitizing documents, data entry, and disinfecting common spaces such as conference rooms. In 2023, with a view to expanding our workplace beyond the Jujo Center, we accepted interns for the first time at our headquarters. The employment rate of people with disabilities in Japan is as follows:
It is 2.74% in FY2023.
In January 2024, we established Clover Biz Co., Ltd.* with the aim of becoming a special subsidiary to further promote the employment of people with disabilities, and in April, two of the interns we accepted in 2023 joined the company. Going forward, we will continue to expand employment and create opportunities for diverse human resources to play an active role.
- The name "Clover" of the new company Clover Biz is based on the image of a four-leaf clover that carries happiness, and was named at the suggestion of an employee when the support center was established
Promoting the Active Participation of Foreign Employees
In Japan, our foreign employees (approximately 30 people) are active in various departments, leveraging their language skills and global sensibilities.
Consideration of local religion
Our group is promoting global expansion with consideration for local religions. In Islamic countries, we are working to obtain Halal certification and provide packaged products that comply with Islamic dietary regulations. Additionally, we have set up a prayer area called Musholla within the factory for Muslims, in preparation for the fasting month (Ramadan).
PT. TOYO INK INDONESIA (Indonesia) respects Indonesian culture and built a mosque (chapel) as part of its welfare program. The mosque is also open to employees of nearby companies and local residents.