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DE&I (Diversity, Equity, and Inclusion)

Policy

In an era where respect for diverse values and the advancement of globalization are required, the concept and initiatives of DE&I (Diversity, Equity, and Inclusion) are one of the important pillars of corporate activities.
J-OIL MILLS has adopted "DE&I" as a keyword to embody initiatives and human resource policy linked to materiality. Regardless of differences in gender, age, nationality, career, etc., JOYL is a place where each employee can realize their diverse aspirations, such as "I want to work while utilizing my true self, I want to challenge myself, and I want to grow." We aim to create value for society and grow the company by providing equal opportunities and allowing each employee to perform to the best of their ability.

Human Resources Policy (PDF:302KB)
(Japanese text only)

DE&I Promotion System

At J-OIL MILLS, management and employees each play their own roles, top-down and bottom-up, and work together to promote DE&I.

The History of the "Cassiopeia W Project" -DE&I Promotion Project Team-

Cassiopeia W Project 6th term members (Management report meeting)
(Front row) Management, (back row) Cassiopeia W Project members = as of 2024

The Cassiopeia W Project is made up of members who applied for the position. We work to reflect the thoughts and opinions of employees, respect various values and positions in cooperation with management, and work to create an organization where each employee can thrive (DE&I).
The first term was launched in 2018 and will be in its sixth term in 2024, with a total of approximately 50 people participating as members. This project team embodies the diversity of J-Oil Mills, with members of various occupations, ages, people with disabilities, and people of J-OIL MILLS nationality working together while making use of their individual perspectives to provide recommendations to management and establish new training and systems.

Origin of the project name "Cassiopeia"

Cassiopeia is a "W" shaped constellation that is said to be a clue to finding the North Star. With the North Star as our company's corporate philosophy, the Cassiopeia W Project is intended to help embody this corporate philosophy.
When it was first launched, the logo was "W" (for WOMAN) to represent active Participation of Women, but as its activities expanded, it became an activity area unrelated to gender or various attributes, and the W mark was added to represent "we" (WE), the main actors, shining like stars.

Project 6th Period Activity (2024) Theme
"Let's make this dream come true with JOYL! Let's connect the JOY of each and every person and go beyond the present!"

In line with our corporate advertising slogan, "Then, JOYL," we have set JOYL as the ideal company to be chosen by people inside and outside the company. At JOYL, where each employee's thoughts are respected, we connect the JOY of each employee to the JOY of everyone. Using the joy we feel at JOYL as our strength, we will take on new challenges, create value for society, and aim to grow as a company.

Policies and systems that were realized based on the project's proposals

  • Female Employee Roundtable
  • Men's Childrearing Roundtable
  • Health issues Seminar
  • Employee awareness survey (DE&I, LGBTQ+, people with disabilities, global human resources)
  • In-house newsletter (DE&I, LGBTQ+, active Participation of Women etc.)
  • Side job system
  • Self-development leave system, etc.

Priority themes for promoting DE&I

At J-OIL MILLS, we have set the following five key themes for DE&I and are working to promote them.

Gender-neutral activities

active Participation of Women

There are no fixed roles or working patterns based on gender, and opportunities are given fairly.
We are working to promote active Participation of Women so that they can pursue the careers they desire.

Measures
  • Cassiopeia Management School:
    Leadership training for female employees
  • Career development training for young women:
    Training for female employees who have been with the company for three years as new graduates and for those in their 20s who have joined the company as a career employee
  • Addressing health issues:
    Seminars, video viewing services, and consultation services on health issues specific to women
  • Female Employee Roundtable:
    A roundtable discussion for networking and exchanging opinions among female employees
  • Roundtable discussion for female managers:
    Discussion on rewards, worries, and issues for women in career advancement as a manager
Childcare
(Work and family
Support for balancing work and family life)

To enable each employee to balance work and family life, we are working to create an environment in which it is easy to take childcare leave by sending out messages from top management and improving various systems and support structures.

Measures
  • A positive declaration for male child-rearing:
    A message from the president aimed at creating an environment in which both men and women can participate in childcare
  • Training for managers on male participation in childcare:
    Training to provide information and exchange opinions on childcare systems, such as postpartum paternity leave
  • Male child-rearing roundtable discussion:
    Share experiences of male employees who are involved in childcare, hold roundtable discussions where they can ask for advice, and hold cooking classes
system
  • Childcare leave system
  • Unlicensed childcare fee support system
  • Childcare support leave
  • Accompanying a pregnant spouse to hospital
LGBTQ+

We respect the privacy of LGBTQ+ (sexual minorities) and prohibit discrimination and harassment in our code of conduct, and we are working to create a work environment where everyone can work with peace of mind.

Measures
  • Rainbow Manifesto:
    A message from the president on respecting diversity and creating a work environment where people, including LGBTQ+ people, can work with peace of mind.
  • In-house newsletter:
    A newsletter that reports on LGBTQ+, same-sex partners, and other trends in the world regarding the promotion of DE&I
  • LGBTQ+ Seminar:
    Seminars inviting external lecturers to share the experiences of LGBTQ+ people and exchange opinions
  • LGBTQ+ Film Screening:
    A film screening where participants can discuss and exchange opinions on diverse perspectives after watching a film with an LGBTQ+ theme

Certification and external disclosure documents (Japanese text only)

active Participation of Women Childcare-related LGBTQ+

Eruboshi Certification

Action Plan
Action plan for active Participation of Women
(2022-2026 edition)

Kurumin Certification

Action Plan
Next Generation Action Plan (2024-2026 edition)

code of conduct

Ratio of female managers

Ratio of female managers
* Calculated as of the end of each fiscal year (March 31st)

Our goal is to increase the ratio of women in management positions to 20% by fiscal 2030.

Rate of taking childcare leave

Rate of taking childcare leave
* Childcare leave acquisition rate = number of employees who have taken childcare leave / number of employees who had a child born in the relevant fiscal year

Our goal is to increase the rate of male employees taking childcare leave to 100% by fiscal 2026.

Empowering people with disabilities

We are working to create an environment where people with disabilities can demonstrate their strengths, in line with their individual personalities and characteristics.
We carefully consider the considerations required for each individual and develop the work content and follow-up system accordingly.

Employment rate of people with disabilities

Employment rate of people with disabilities

Our goal is to increase the employment rate of people with disabilities to 2.7% by fiscal 2026.

Improving intrapersonal diversity

Invisible
Increasing diversity

We believe that the intangible diversity within each employee, such as diverse values, abilities, and skills, will lead to increased corporate value through the promotion of DE&I. Based on this belief, we support the challenges and self-actualization of growth-oriented employees.

Details of the project
  • Side job system:
    A system that allows employees to take advantage of a variety of work opportunities, without limiting their opportunities to take on new challenges within the company
  • Self-development leave system:
    A system for studying at universities and graduate schools in Japan and overseas
  • Cross-border learning (matchmaking with other schools) type training:
    Training to update one's strengths and ways of thinking through the experience of working with others in an external environment

Utilizing global human resources

Global Human Resources
Development

Based on the belief that it is necessary to improve the individual diversity of our employees in terms of language and business, we aim to strengthen our ties with overseas countries.

Details of the project
  • Foreign Language Learning:
    Foreign language learning content for selective and self-development training
  • Exchange of opinions with overseas bases:
    Exchange of opinions with employees from overseas bases
Foreign employees
Support for success

In order to create value as a team where people with various attributes can work while making the most of their individuality and where values are respected, we respect the diversity of each individual, including nationality, and provide the necessary support for language and cultural acquisition.

Details of the project
  • Employee opinion survey:
    Survey on awareness of global human resources, including interest in foreign cultures and working with people from different countries
  • Recruitment activities:
    We employ the same selection criteria for both new graduates and experienced recruits, and hire international students and foreign nationals.
  • Learning Japanese and manners:
    Support for learning Japanese language, honorific language, etiquette, etc. based on employee requests and business needs

Activities regardless of age

Caregiver Support

In particular, to address issues of balancing work and nursing care, which is a familiar problem for middle-aged and older employees, we are expanding our support systems to accommodate a variety of nursing care situations and create an environment in which everyone can continue working.

Measures
  • Handbook for balancing work and caregiving:
    Handbook on basic nursing care knowledge and our company system
  • Providing nursing care information:
    Video viewing service related to nursing care and dementia
system
  • Nursing care leave system:
    A maximum of 14 months of leave per eligible family member is allowed
Senior employees
Active

Through training and systems that realize diverse working styles, we support employees in realizing the working style and fulfilling life that suits them.

Measures
  • Pre-senior career training:
    Training for employees over a certain age to envision their next steps and pursue the careers they desire, allowing them to think about their own strengths as well as how to work in a way that keeps up with the changing times.
system
  • Re-employment system:
    A system that allows senior employees (re-employed employees) to choose their weekly working days and scheduled working hours, and realize diverse working styles such as application of flextime system

Systems that support diverse career and work style choices

Anywhere Office
(Remote work)		 A system that allows employees to work from home or a satellite office, rather than just coming to the office
Super Flex
Time System		 A flexible work system that allows employees to choose their starting and finishing times without setting a core time
Comeback System A system that provides employees who have resigned due to unavoidable circumstances, such as a spouse's transfer, with the opportunity to return to work at their own request.
Alumni Recruitment A system in which the company maintains ties with employees who have sought challenges outside the company and presents re-entry into the workforce as a career option.