Promoting Diversity Management
Career Development for Diverse Human Resources
A diverse range of human resources are working at Mitsui & Co., with different genders and nationalities, as well as different values, ways of thinking, and lifestyles. Mitsui is aiming to create workplaces where employees with a diverse range of backgrounds are able to recognize each other's unique value, stimulate each other to display their potential to the full, and move on to the next level. To this end, we are developing systems and support measures that will allow them to exert their capabilities to the full, while fostering an atmosphere and culture that realize diversity and inclusion in a way that accepts and respects our diverse characteristics.
Career Development Initiatives for Female
As one of our key initiatives to promote the careers of diverse human resources at Mitsui, we have been promoting human resources development, environment improvements, and mindset changes to support female staff members (business staff and administrative staff) in building and continuing their careers.
Action Plans Related to Career Development Initiative for Female
Mitsui & Co. has formulated the following action plans to promote women's empowerment and is implementing related initiatives.
Our goal of "more than tripling the number of female staff at managerial positions as of June 2014 (67) by around 2020", which was described in both the following plans, is expected to achieve in this fiscal year 2018.
Voluntary Action Plan on Promotion of Women to Managerial and Board Position
Our voluntary action plan was posted on the Keidanren website in December 2014.
As of July 1, 2017, Mitsui & Co. has 3 female officers (2 Directors and 1 Audit & Supervisory Board Members) and the ratio of female staff to the total number of officers is 15.7%.
Action Plan Related to the Promotion of Women's Empowerment (April 1, 2016 to March 31, 2021)
The plan describes our targets up to the end of FY 2020 under the Act on Promotion of Women's Participation and Advancement in the Workplace.
Recognition from Society for Our Promotion of Women’s Empowerment
Mitsui & Co. has been selected as a 2018 'Nadeshiko Brand' company by the Japanese Ministry of Economy, Trade and Industry (METI) and the Tokyo Stock Exchange (TSE) for its proactive efforts to support women to play more active roles in the workplace. Including being selected as a Semi-Nadeshiko Brand last year, this is the fourth year running that Mitsui & Co. has been recognized as a Nadeshiko Brand.
Since FY2012, METI and the TSE have been jointly selecting TSE-listed outstanding enterprises that encourage women's success in the workplace to introduce them as attractive stock options as "Nadeshiko Brands" to investors who put emphasis on improving corporate value in the mid and long term. In the FY2017 initiative, METI and the TSE will evaluate and select candidate enterprises focusing on their current progress made in their own initiatives for encouraging women's success in the workplace that contribute to their business achievements and the quality of their initiatives, not as a commitment preoccupied with superficial measures.
(From the METI website)
Eruboshi status is awarded to companies that have submitted notifications under the Act on Promotion of Women's Participation and Advancement in the Workplace (Promotion of Women's Career Activities Act) promulgated on April 1, 2016. Requirements for certification include the fulfillment of specific standards, and the implementation of outstanding initiatives to promote the advancement of women in the workplace. In September 2016, the Minister of Health, Labour and Welfare certified Mitsui as having achieved the second of three levels under the Eruboshi system.
Initiatives to Support Continuous Career Development
Training for Female Business Staff (Career-vision Training)
This training is provided for female business staff during their 5th through 7th years after joining Mitsui The most important aim of the training is to help participants prepare for their future long-term career paths. The training helps employees to develop concrete ideas about the growing choices they will face, along with life events and other factors, through dialogue with senior executives and discussions with colleagues working in the same environment.
Female Mentor System
The female mentor system has been introduced to provide opportunities for female employees to learn about the significance of working for Mitsui and discover new ideas about career formation through communication with more experienced female coworkers. The system provides a way to seek advice about matters ranging from minor problems in day-to-day activities through to career planning. A wide range of female employees are selected as mentors from among those who have worked overseas, experienced various life events, or are active in the frontline at the business divisions or as secondees. Employees can choose their mentor depending on the type of advice they need (Mitsui has also established mentor systems for non-Japanese employees and young employees).
Along with changes in the social milieu, such as a greater diversity in people's sense of values, the rising number of dual income households where husbands and wives both hold jobs, and the demographic aging of the population, there has been an increase in the number of employees seeking new kinds of career paths and wanting to maintain a balance between their work and private lives. We host the Diversity Cafe to allow employees of all ages and roles to come together and have the opportunity to learn from each other's experiences and to discuss and share information on matters of common interest. Since 2009, panel discussions and talks have been held on a variety of themes, such as "How to Manage a Career, and Married Life, Childbirth, and/or Childcare", "Get-together with Female Directors for Female Managerial Staff", and "Administrative Staff's Experiences as Overseas Trainees".
Mitsui supports "work-life management" so that every employee is able to fully meet life responsibilities, while pursuing their career development by displaying his or her potential in the workplace to the full. As part of these efforts, we have introduced various systems above the required statutory standards to support our employees in both work and childcare/family care. These systems are made available not just for female employees but also for male employees, encouraging male employees to take part in childcare and family care.
Initiatives to Support Childcare and Family Care
Pre-leave and Pre-return Consultations (Childcare/Family Care)
Pre-leave consultations are offered to all employees planning to take childcare or family care leave, and pre-return consultations are held for all employees planning to return to work after a period of leave. At the pre-return consultation, a three-party meeting is held between the employee, his or her supervisor, and a staff member from the Human Resources & General Affairs Div., supporting the employee to build his or her career in the medium to long term while ensuring work-life management even after returning to work. At pre-return consultations for employees on childcare leave, we have begun inviting both the employee's spouse and supervisor to the meeting. There is a growing trend where both partners pursue their careers, and we provide advice to the employee and spouse to improve understanding of the various work-life support systems and to assist in career-building, while raising the supervisor's awareness of the importance of continuing to carry out thorough communication, have high expectations of the employee, give him/her opportunities, and support their growth. Through those initiatives, we are working to create an environment that provides support for future career-building and work-life management.
Utilization of Work Style Innovations Systems (Childcare/Family Care)
The staggered working hours system for childcare and family care was previously only available to employees involved directly in childcare or family care. In fiscal 2017, as part of our Work Style Innovations, we included this system in the individual-based staggered working hours scheme, which is applicable to all employees (only staff working in Japan, and excluding secondees). At the same time, we made it possible to use this scheme and the childcare and family care working hours system (shortened working hours system) in a combined manner. Furthermore, we also started to offer a variety of choices for flexible work styles, including annual paid leave on an hourly basis, and the opportunity to acquire nursing care leave and family care leave in hourly units. By introducing such various systems, we are developing an environment in which even employees with time restrictions can display their maximum performance in a more efficient way.
Measures Supporting Work Alongside Childcare
In addition to our previous measures to support employees to smoothly return to work, including conclusion of contracts with external childcare facilities near to our offices in order to secure places for our employees and provision of subsidies to cover part of the costs for babysitters, since fiscal 2017 we have begun to subsidize part of the costs of childcare and extended childcare costs for employees who return to work early from childcare leave. While respecting the best work-life management for each individual employee, we are developing various support measures.
Measures Supporting Work Alongside Family Care
To help employees to prepare for a sudden need to give family care, we have published a Handbook for Assisting Work Alongside Family Care, and also are holding explanatory sessions on family care systems and family care seminars, providing relevant information to support employees.
Furthermore, we have concluded a contract with an external NPO to allow our employees to consult family care experts at an early stage. In addition, for employees who do not meet the criteria for obtaining family care leave despite having a family member who has a disability and needs a certain level of assistance, we have established a special support leave system.
Work-life Management Support Systems
As of April, 2018
*After taking the famiy care leave, employees shall be able to apply for the use of his / her long-term medical leave.
Recognition from Society for Our Work-life Management
As a result of implementing a series of measures to promote work-life management, Mitsui has been recognized three times (in fiscal years 2008, 2011, and 2015) by Japan's Ministry of Health, Labour and Welfare as a company that is actively providing childcare support to help our employees care for children, and has acquired the next generation certification logo (Kurumin). We will continue to formulate and promote action plans (5th period - April 2017 to March 2019) under the Act on Advancement of Measures to Support Raising Next-Generation Children.
- Kurumin logo
- The "Kurumin" logo may be placed on the products of businesses that have been officially recognized by Japan's Ministry of Health, Labour and Welfare as actively providing childcare support. The logo shows an infant safe and sound, wrapped in a protective blanket, which represents the concern and care of the workplace and society.
Contracted childcare facilities
Employees Taking Childcare or Family Care Support
Re-employment System for Employees Who Had to Resign Due to the Transfer of Their Spouse
A re-employment system was introduced in 2007 that enables employees who had to resign from Mitsui due to the transfer of their spouse to become re-employed. In order for such an employee to work for Mitsui in the future, the Human Resources & General Affairs Div. provides consultation for the employee before his or her resignation, so that the employee may consider relevant matters such as how they might spend their time after their resignation.