Medium- and Long-term Objectives and Current Status

We believe that the development of innovation that is not constrained to existing frameworks is needed for the sustainable growth of the Group. Fostering awareness and a corporate culture of retaining and developing a diverse range of human resources, exhibiting mutual acceptance of diverse individual qualities and creating new value from differing views is essential to achieving this. Given this understanding, we have set the following targets based on our policy on diversity, equity and inclusion.

1. Ensuring diversity at decision-making levels
   Raise the percentage of diverse attributes in management positions (women, non-Japanese, mid-career hires, people with disabilities) from the 16% achieved in the fiscal year ended March 2021 to 30% by the fiscal year ending March 2031.

   

2. Compared with the fiscal year ended March 2021, raise the number of female managers by approximately 2.5 times, the number of non-Japanese managers by approximately 2.5 times, and the number of mid-career hire managers to approximately 1.5 times.
3. Raise the number of female managers as a percentage of all managers to 5.0% by the fiscal year ending March 2026.

Targets for the Number of Female, Non-Japanese and Mid-Career Hire Managers

Subject		FYE March 2026 Target
Female managers	Number compared to FYE March 2021:	Approx. 2.5 times
Non-Japanese managers		Approx. 2.5 times
Mid-career hire managers		Approx. 1.5 times

Trends and Targets for Percentage of Women in Management Positions

Number and Ratio of Female Directors, Executive officers and Managers

Subject	Number	Ratio
Female Directors (as of June 26, 2023)	2 (out of 11)	18.2％
Female Executive Officers (as of April 1, 2024)	1 (out of 8)	12.5％
Female Managers (as of April 1, 2024)	58 (out of 1,726)	★3.4％

Our Initiatives

To accelerate transformation through integrating diverse values, we are carrying out measures to ensure diversity and disseminate equity and inclusion.

＜Ensuring diversity＞

General	Formulation of a three-year (FYE March 2024 - FYE March 2026) action plan for promotion of DE&I and execution of this plan by management and employees alike (plants and Group companies) Establishment of community for balancing work with childcare Discussing Diversity and Inclusion at the Board of Directors
Support of women’s development and advancement	Sponsorship program sponsored by Executive Officers (support for career acceleration sponsored by Executive Officers), Career development support (for female managers and female career track employees) Implementing action plans at offices and plants Providing external training opportunities Holding “DEI Forum” as an International Women’s Day event in cooperation between eight nonferrous metal companies and the Japan Mining Industry Association
Support for non-Japanese employees	Holding recruitment events for international student Foreign language support for company entrance exams Language education support both before and after hiring Discussions to determine requests or other requirements for the Company at the time of hiring FYE March 2024:10 employees
Support for mid-career hires	Enriching information related to mid-career recruitment on our website Onboarding support initiatives
Support for employees with disabilities	Implementing action plans at offices and plants Strengthening of connection with external associations for employees with disabilities Employment support for employees with disabilities (trainees from special education schools) Model workplace for disabled employees
Career support	Conducting career interviews Opening the employee hotline Implementing career design training Consultations with in-house and external career consultants

＜Dissemination of equity and inclusion measures＞

General	Publishing information on DE&I on the intranet Implementation of unconscious bias e-learning for all employees Holding diversity seminars for managers Holding seminars by DE&I experts for directors Distribution of video content related to diversity, equity and inclusion for all employees Implementing programs on diversity, equity and inclusion in “MMC core training” Conducting diversity, equity and inclusion training for organizational managers Revising working styles for all employees and conducting seminars on encouraging male employees to take childcare leave Conducting family care seminars for all employees Conducting engagement surveys for all employees Establishing a diversity, equity and inclusion consultation service
LGBTQ+ Support	Seminars held by Outside Directors for all employees Acquisition of Silver in PRIDE Index Sponsorship of Tokyo Rainbow Pride 2024 Endorsement of Business for Marriage Equality Release of in-house handbook to promote understanding of LGBTQ+ Training sessions led by LGBTQ+ people for Human Resources staff
Support for male employees to take childcare leave	Continuous communication and awareness-raising about taking childcare leave (Target rate of employees taking leave from FYE March 2023: 100%)

Support for Male Employees to Take Childcare Leave

We are further promoting diversity, equity and inclusion by creating an environment in which diverse human resources can work sustainably and achieve a balance between work and life events, including childcare. We have set a target of 100% for male employees to take childcare leave from the fiscal year ended March 2023 onward, and are actively working to achieve this goal by raising awareness through training and awareness-raising activities, holding seminars on reviewing work styles and promoting male employees to take childcare leave, and other measures.

Trends for Percentage of Male Employees to Take Childcare Leave

Promoting Employment of People with Disabilities

We engage in a range of initiatives to promote the employment of people with disabilities.
Many employees with disabilities work at the Marunouchi Head Office and the Saitama Office, a “model workplace for disabled employees” aimed at enabling people with disabilities to learn, grow and contribute to society through their work.
At the Marunouchi Head Office, we mainly provide jobs such as cleaning and sterilization of the cafeteria and meeting rooms. At the Saitama Office, in addition to cleaning and sterilization of the cafeteria and training and accommodation facilities, the jobs include maintaining greenery on company premises, and producing business cards, including for the Group companies. We assign guidance staff to each workplace to respect the individuality and potential of each employee with a disability, innovate and improve how they work, and to foster their growth in a way that promotes a sense of fulfillment and job satisfaction.
We also accept the internship of students from local schools for special needs education, actively hold events such as company tours, and support the employment of students attending schools for special needs education, such as by motivating them to work at a company through these activities.

Click here to learn more about our Diversity, Equity & Inclusion.

• Diversity, Equity & Inclusion.

• * This data is only available in Japanese on the website.