The driving force of the organization is people. We believe that it is important to accept and make use of the diversified culture, norms, skill, experience, values, etc. and have an environment that employees can play active roles despite whatever situation they are in. We are implementing various initiatives to maximize the power of our employees and create new ideas and value.
Promoting DEIB and Gender Equality
We have placed a person in charge to prmote DEIB since 2022 to work to reduce the gap between men and women, and to promote women's empowerment. We are taking initiatives to improve the workplace environment so that women can continue to work, and actively taken on roles and improve their carrer development.
In the long-term strategic vision, our aim is to accomplish the ratio of females in management positions in Japan of 15％ or more. As part of creating the foundation, we have set up a women's network for female mangers as leaders in 2023.
We are taking initiatives to increase the number of female recruitment and female employees who work in leadership positions by understanding the current situation and making improvements. As part of this, we have held individual interviews between female employees and the person in charge of DEIB, and also round-tables with the President & CEO, female outside director, etc.
Promotion of Female Empowerment
General Employer Action Plan (Act on the Promotion of Female Participation and Career Advancement in the Workplace)
In order to increase our recruitment of women and the number of women in positions of leadership, we will put in place the action plan below.
1. Period of plan
4/1/2021 - 12/31/2023
2. Details
Target 1
Make the ratio of female recruitment at least 30％
- Increase the ratio of women hired as new graduates and in mid-career.
- Nurture an increased awareness of female recruitment within the company.
- Increase the number of young women in recruitment activities for new graduates.
Target 2
Make the proportion of female employees who work in leadership positions (internal names: assistant manager, chief or higher) at least 30％.
- Nurture an increased awareness of female career progression within the company.
- Have employees take on the challenge of work from higher ranks than their own rank, and work on improving their abilities to prepare them for higher-ranked positions.
- Provide career training for female employees (seminars, online education, etc.).
Certified as an Osaka City Leading Company for Female Empowerment
Since 2017, we have been certified as Osaka City Leading Company for Female Empowerment. In order to realize a sustainable society, we are working on work-life fulfillment of each employee regardless of gender, and also creating a company that is employee-friendly and rewarding.
With the aim to promote empowerment of women throughout society, Osaka City certifies companies based on certian criteria not only complying with relevant laws and regulations but also taking the initiative to build organizations that motivated women can actively work, support work-life balance, etc.
SAKATA INX has been recognized by this certification for work-life balance initiatives such as implementation of no overtime day, improvement in acquistion rate of annual paid-leave, promotion of ikumen*, and increase in the number of female employees and also in leadership positions.
* ikumen is men who applies for childcare leave or actively enjoys childcare
Ikumen* promotion company：◆
Recruitment of Disabled Persons
In order to contribute to the realization of a society where disabled persons can make full use of their capabilities and lead an independent life, we actively recruit disabled persons.
Rehiring System
In order to have employees use the experience they have accumulated and their expertise and continue to play a role, we have introduced a system for rehiring persons who wish to keep working after they reach the retirement age of 60 until they are 65 years old.
Mid-career Recruitment Ratio based on the Act on Comprehensively Advancing Labor Measures
| FY2020 | FY2021 | FY2022 | |
|---|---|---|---|
| Mid-career Recruitment Ratio for Permanent Workers | 29％ | 26％ | 42％ |