Sustainability | Career Development for Diverse Human Resources - MITSUI & CO., LTD.

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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%.


keidanren(Japanese only)

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.

April 1, 2016 to March 31, 2021(PDF 516KB)(Japanese only)

Recognition from Society for Our Promotion of Women’s Empowerment

Nadeshiko Brand

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.

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

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).

Diversity Cafe

The 21st session of the Diversity Cafe in progressThe 21st session of the Diversity Cafe in progress

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".

Work-life Management

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

Work-life Management Support Systems

*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
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

Poppins Nursery School MarunouchiPoppins Nursery School Marunouchi
Kids Square, Marunouchi Eiraku BuildingKids Square, Marunouchi Eiraku Building

Employees Taking Childcare or Family Care Support


Employees Taking Childcare or Family Care Support(Non-consolidated)

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.


Re-employment system for ex-employees who had to resign due to the transfer of their spouse

Promoting Understanding of LGBT (*)

While views about LGBT vary from country to country, Mitsui believes that gaining a proper understanding of LGBT is an important part of building relationships of trust with the people we meet in our work. Accordingly, we have implemented measures such as holding internal seminars in Japan and posting the LGBT Guidebook on the intranet. In addition, we cover the topic of LGBT as part of Overseas Pre-posting Training for employees being posted overseas, supporting employees' understanding before their posting. In terms of facilities, multi-purpose restrooms have been installed in the Tokyo Head Offices.

(*)LGBT is an abbreviation of L = Lesbian, G = Gay, B = Bisexual, T = Transsexual. In this report, "LGBT" is also used to refer to all sexual minorities, including LGBT.

Support for Employees Who Are Citizens of Countries Other Than Japan

The Mitsui & Co. global group has excellent human resources of a variety of nationalities and in different countries around the world, and promotes their active role in developing business closely connected with local regions. In order to boost global group management, Mitsui receives employees from its group companies on job transfers and training, and supports human resources development and the establishment of human networks within the group. Moreover, Mitsui has built a support framework for employees who are citizens of countries other than Japan to work in Japan smoothly, including establishment of a mentor system that aims to provide comprehensive support for the career development and independence of such employees hired by the Tokyo Headquarters, and provision of support for administrative procedures, such as updating or changing visa status.

Supporting the Active Participation of Senior Personnel

We have established a unit within the Human Resources and General Affairs Division fully dedicated to supporting our senior personnel. We provide various training opportunities, such as Career Design Training, as well as holding individual interviews to support senior personnel aged over 50 to actively engage in business, etc. and to independently design their own career development path.
Mitsui has introduced a "re-employment system" that provides employees who wish to continue working after reaching the mandatory retirement age of 60 the opportunity to continue working up to the maximum age of 65. We strive to build an environment that enables active participation of senior personnel by continuing to make use of their work experience, knowledge, and skills even after reaching the mandatory retirement age.
Furthermore, we provide support to employees for their new careers outside the company, in line with their choice of career paths.

Initiatives to support the careers of senior employees so as to play active roles within and outside the company

Provision of information
  • Senior interviews
  • Individual interviews for employees aged 50 and above who want to have an interview. Information and advice are provided on various individual themes, such as the employee's future career, the company's retirement benefits and pension system, the retiree support system, the re-employment system, current conditions in the rehiring market for senior employees, and planning and preparation for life after retirement. (Approximately 200 interviews are held per year).

  • Re-employment system explanation meeting
  • The meeting is held to explain the system to employees seven months before mandatory retirement age. (Held four times per year for a total of approximately 120 employees.)

  • Interview to confirm intentions regarding re-employment
  • Interviews are given to employees who did not attend the re-employment system explanation meeting or any other employees who wish to attend.

Training
  • Career design training
  • Two-day overnight training held twice in total for business staff aged 48 to 51 and 54 to 58. Participants think about both public systems and internal systems, carry out a stock-taking of their values, strengths and weaknesses, and think about choices of working styles. (Held 11 times in FY March 2018, with 244 participants.)

  • Career Design Follow-up Training
  • An evening course for employees who have already received career design training and would like follow-up training. (Held 4 times in FY March 2018, with 90 participants.)

  • Life plan training
  • One-day training program for administrative staff aged 50 and above. (Held 2 times in FY March 2018, for 62 participants.)

Support for active participation within the company
  • Discussions are held by the Re-employment Committee, which is composed of executive officers and division GMs, about the specific activities of each senior employee. Support will be given for a diverse range of opportunities both in Japan, and at overseas offices and affiliated companies.
  • We have developed the Overseas Fringe Benefits System to support overseas activities.
  • As of March 31, 2018, there were 113 re-employment contract employees (including 12 employees working overseas)
Support for activities outside the company
  • The retiree support system is for employees aged 50 or above who wish to look for re-employment outside the company. We provide support to job-seeking employees through companies specialized in that area, and we are posting re-employment information via the intranet.

Hiring of disabled persons

In 1981, in accordance with the then Law for the Employment Promotion of the Disabled, we established Mitsui Bussan Business Partners Co., Ltd. (formerly Bussan Service Co., Ltd.), a trailblazing special-purpose subsidiary for the employment of people with disabilities. A large number of disabled persons are currently employed and posted in accordance with the "normalization" policy, co-working with non-handicapped persons in a variety of personnel and administrative capacities including printing, mailing, various kinds of data processing, business travel arrangement and settlement, personnel, payroll and benefits administration and office layout management. Employees with disabilities represented 2.74% of our workforce as of June 2018. For over 20 years we have exceeded the statutory employment rate for people with disabilities.
We will continue to promote hiring disabled persons with the objective to exceed the legally mandated level.

Employment ratio of people with disabilities Employment ratio of people with disabilities(As of June 1)