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Diversity, Equity, and Inclusion (DE&I)

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.

Promoting DE&I through employee participation - Cassiopeia W-

Our Group promotes DE&I through both top-down initiatives by management and bottom-up initiatives by employees.
These activities are led by the DE&I Promotion Office, a dedicated organization, and involve collaboration between management and voluntarily assembled cross-functional members from a variety of occupations and departments. Employees from diverse backgrounds, regardless of age, gender, position, disability, or nationality, have participated, and to date, a total of more than 60 people have been involved in the activities. Discussions that utilize each individual's perspective lead to the proposal and implementation of new policies and systems.
Within the Group, these employee-led DE&I promotion activities have been dubbed "Cassiopeia W," a symbolic name that has taken root. This term, which has been in use since its launch in 2018, continues to symbolize the Group 's respect for diversity and its commitment to being an organization where everyone can thrive.

The origin of "Cassiopeia W"

Cassiopeia is a "W" shaped constellation that is said to be a landmark for finding the North Star. At our company, we liken the North Star to our corporate philosophy system, and we hope that "Cassiopeia W" will help embody this system. When it was first launched, it represented the "W" (for WOMAN) of active Participation of Women, but as the scope of our activities has expanded, it has evolved into initiatives that is not bound by gender or attributes. Today, the "W" is used symbolically to convey the idea that we (WE), the main players, shine like stars.

Measures and systems that were realized based on the opinions of Cassiopeia W members

  • 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 and the active participation of people with disabilities Improving intrapersonal diversity Active participation of global human resources Regardless of age

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
  • Mentoring for Parenting:
    A place where volunteers with childcare experience can provide individual consultations to support and resolve issues and concerns regarding participation in childcare and balancing a career.
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.
  • LGBTQ+ seminars and training:
    We provide seminars for executives and managers by external lecturers and people involved in the issue, as well as training for hiring managers on important considerations when hiring.
  • LGBTQ+ Film Screening:
    A film screening where participants can discuss and exchange opinions on diverse perspectives after watching a film with an LGBTQ+ theme
  • Same-sex partnership system:
    Introduction of a same-sex partnership system that allows same-sex partners to apply for company housing, family allowances, and separation allowances that are applicable to spouses and their families.
  • In-house consultation desk:
    Establishment of an internal consultation desk where employees can seek advice regarding their concerns and worries about LGBTQ+ issues while respecting their privacy

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)

J-OIL MILLS Code of Conduct

J-OIL MILLS 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
*Until FY2023: Employees taking childcare leave etc. ÷ employees who had a child born in that year, FY2024: (Employees taking childcare leave etc. + employees taking childcare leave) ÷ employees who had a child born in that 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

To enable people with a variety of attributes to work while making the most of their individuality and to create value as a team where values are respected, we respect the diversity of each individual, including nationality, race, and religion, 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
  • Reemployment 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.

Related information

Human Resources Strategy Human resource development Reforming our corporate culture and mindset DE&I Health and Productivity Management Occupational safety and health