Main

Mitsui & Co.’s Materiality

Develop talent leading to value creation

Respect diversity and develop human resources with the competence to create innovation and new value.

Recognition of Societal Issues

Innovation platforms
Diversity and inclusion
Improvement of creativity through work-style innovation and career development for diverse human resources
Nurture the next generation of talent

Major Risks and Opportunities

Risks

Decline in the quality and competitiveness of human resources due to market and environmental changes
Outflows of employees due to the loss of career development opportunities for diverse human resources

Opportunities

New value creation initiatives
Improvements in productivity, efficiency, and motivation along with accelerating work-style innovation
Recruitment of competitive talent through selection processes centering on abilities and personal qualities, and fair and diverse recruitment activities
Fine-tuned human resources development with an increased emphasis on diversity
Appropriate appointment and deployment of personnel on a global consolidated basis
Improvement of corporate competitiveness by creating innovations through diversity management promotion

Major Targets/KPIs

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Theme	Targets/KPIs	Progress in FY March 2024	Related Pages
Engagement	Employee engagement ("having motivation to contribute or loyalty to the company")^1 Employee enablement ("whether there is a friendly working environment")^1	73% 69%	Mitsui's HR management: Employee Engagement
Development of capable individuals	Total development and training costs^*2 FY March 2026: Developing DX Talent/Certified DX Business Professionals: 1,000 employees	JPY 3.05 billion 231 employees	Mitsui's HR management: HR Data Book
Inclusion	Actively promote regionally hired employees to line manager positions at overseas trading affiliates FY March 2031: Percentage of female managers (non-consolidated):20%	Percentage of regionally hired employees among line managers at overseas trading affiliates: 18.1% Non-consolidated: 10.7% (as of July 1, 2024), Consolidated: 18.8% (as of March 31, 2024)	Mitsui's HR management: Diversity and Inclusion

*1 Positive response rate on multiple questions related to these items
*2 Total developing and training Costs (including for employees of global group)

Materiality Action Plans

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Segment	Business unit	Business field	Response to issues	Target (assuming a date by 2030)	Actions and performance indices for achieving the target	Current status/progress
Corporate Staff	Corporate Staff	Working Environment (managing workplace environments)	We will create frameworks for new value creation through the advancement of work style innovation.	Aim to raise the competitiveness of the entire group and provide new value to society by cultivating environments that enable each employee to become more productive, handle the uncertainty generated by constant environmental changes, and demonstrate their capabilities to the fullest.	Correct long working hours (Non-consolidated). Constant achievement of the percentage of annual leave taken to over 70% (Non-consolidated).	Average annual paid leave taken: 13.6 days. Average annual paid leave usage ratio: 70.3%.
Corporate Staff	Corporate Staff	Diversity & Inclusion	Our aim is for each of our employees, regardless of employment location, gender, or any other individual characteristics, to recognize and fully leverage each other's diverse backgrounds and abilities to bring new value to our business.	Realize diversity and inclusion.	Grow into an organization that thrives on diversity (implement the Mitsui Engagement Survey, monitor the results, and utilize them for organizational development). Promote diverse human resources. Achieve a 20% ratio of female managers by the fiscal year ending March 31, 2031 (Non-consolidated). Actively promote regionally hired employees to line manager positions at overseas trading affiliates. Increase the number of line managers for regionally hired employees in overseas subsidiaries. Continue to Challenge and Innovate through our diverse workforce —Leverage our Values in competency evaluations.	We reported the results of the Mitsui Engagement Survey to the Executive Committee and the Board of Directors (once a year). The results are used to formulate human resource strategies and make organizational improvements. Employee Engagement was 73% (+1% vs previous year), and Employee Enablement was 69% (unchanged from previous year). We conducted HR Strategy Meetings where the President, the Chief Human Resources Officer (CHRO), the General Manager of the Human Resources & General Affairs Department, and the COOs of each Business Unit and General Managers of each Corporate Division discuss succession plans for key positions. Percentage of female managers: Non-consolidated: 10.7% (as of July 1, 2024), Consolidated: 18.8% (as of March 31, 2024). Women Leadership Initiative: We strengthened the development of female leaders, including support activities by female external directors (with 62 employees taking part in total). Sponsorship Program: Executive Committee members provided advice and guidance on careers for female senior leadership candidates (with 24 employees taking part in total). Percentage of line managers for regionally hired employees: 18.1%. Change Leader Program: We implemented a program for prospective leaders that were hired overseas (with a total of 55 employees taking part in total). Mitsui Leadership in Action: We introduced standards of conduct based on Mitsui's Values at the Head Office and overseas subsidiaries. The program is being utilized as part of hiring, training, evaluation, and appointment decisions.
Corporate Staff	Corporate Staff	Human resources development	We will place the Mitsui & Co. global group's diverse pool of competent individuals into the right positions at the right time and cultivate and utilize business management talent.	Cultivate personnel who can take on global group management and facilitate change and growth.	Implement human resource development programs. DX Talent Development (Number of DX Business Professionals): 1,000 people by FY March 2026. Promoting autonomous career support through the introduction of a new personnel system (Non-consolidated).	Total development and training cost: JPY 3.05 billion. We have implemented the Global Training Program (dispatching 209 employees to 30 countries). Number of DX Business Professionals: 231. In addition to a new personnel system, we have enhanced the appropriate allocation based on employees' career aspirations by using the Career Challenge System and Expert Band, etc.
Corporate Staff	Corporate Staff	Well-being	We will develop workplace environments in which employees can continue to work healthily and safely, without falling into patterns of chronic overwork, so that they can fully demonstrate their capabilities and continue to strengthen the competitiveness of the Mitsui & Co. group.	Steadily promote occupational health and safety and health management throughout the global group.	Percentage of employees undergoing health checks: 100% (Non-consolidated). Medical questionnaire response rate: 100% (Non-consolidated). Percentage of employees undergoing stress checks: 90% or higher (Non-consolidated). Smoking rate: Reduction of 0.5% compared to the previous FY. Number of lost time injuries and fatalities: Zero (Non-consolidated). Number of serious injuries: year on year decrease; Number of fatalities: Zero (Global group).	Percentage of employees undergoing health checks: 100%. Medical questionnaire response rate: 57.1%. Percentage of underwent stress checks: 85.2%. We have held anti-smoking seminar programs Smoking rate: Increased 0.1% compared to FY March/2023. Number of lost time injuries: 1 case; Number of fatalities: Zero (Non-consolidated). Number of serious injuries: 4 cases; Number of fatalities: 2 cases (Global group).