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 Women's Active Engagement in Professional Life)
The following action plan has been established to develop a working environment in which both men and women can continue to develop their careers.
1. Period of the plan
Two years from January 1, 2026 to December 31, 2027
2. Details
Goal 1:
Increase the percentage of people in managerial positions that are women (Internal job title: manager or higher) to 8.5％ or higher
Term: January 1, 2026 to December 31, 2027
Actions:
- Conduct career training and managerial position training for women
- Support women's career ownership development (support from supervisors and the company)
- Develop female managerial position role models
Goal 2:
Maintain the ratio of women among new hires at 30% or higher
Term: January 1, 2026 to December 31, 2027
Actions:
- Improve and expand workplace environment and system that support both men and women
- Implement recruitment plans that incorporate perspectives of gender equality
January 1, 2026
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 2026, we have been certified as a “Three-Star” company—the highest rating—and as an “Ikumen* Promotion Company” under Osaka City's “Osaka City Women's Empowerment Leading Companies” program. With the aim of promoting the empowerment of women throughout society, Osaka City certifies companies that not only comply with relevant laws and regulations but also actively undertake building of organizations. This enables motivated women to keep working and support work-life balance.
Actions taken by SAKATA INX were recognized by this certification for work-life fulfilment initiatives including career development support, promotion of flexible work styles, male participation in childcare and increase in the number of female employees, women into managerial and leadership positions, etc.
* 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
| FY2021 | FY2022 | FY2023 | FY2024 | |
|---|---|---|---|---|
| Mid-career Recruitment Ratio for Permanent Workers | 26％ | 42％ | 56％ | 56％ |