Promoting Diversity, Equity & Inclusion
Basic approach
artience group clearly states "respect for human rights and diversity throughout the supply chain" in the "Sustainability Charter" and establishes the "Basic Policy on Human Resource Management" (established on May 10, 2024) and the "Policy on the Promotion of DE&I" (established on August 1, 2024), and implements the "Diversity Equity and Inclusion (DE&" I) is one of the important issues that we should address as a company. We strive to respect diverse values, ideas, and ideas regardless of gender, nationality, age, or disability, and aim to create a workplace where people can work with satisfaction.
Human resources are the most important capital for artience group (hereinafter referred to as the "Group"), which upholds "People-oriented management" as its Corporate Philosophy (Management Philosophy), and creating an environment in which each employee can fully demonstrate his or her abilities and maximizing organizational results is essential for the sustainable growth of the Group.
Each employee is a diverse entity with different characteristics, personalities, yes backgrounds, and they carry out their duties with their own thoughts and feelings. By mutually recognizing not only the "visible external characteristics" but also the "invisible internal characteristics" of our employees and deepening our learning together, we will practice DE&I (Diversity, Equity, and Inclusion) that will contribute to further enhancing the corporate value of the Group.
artience group 's Thoughts on DE&I
- Diversity
Diversity is a state in which various people come together and coexist as one team. We believe that diversity is the basis for creating innovation and growing the organization, and enhancing the sustainability of the organization. - Equity
Equity is when you ensure that all members have access to the information, tools, and communication tools they need to do their jobs, and that they receive equal benefits and opportunities. Recognizing the unfair structures that exist in society and diversifying our responses in consideration of the "differences" and circumstances of each member ensures the fairness of the organization. - Inclusion
Inclusion is a state of mutual acceptance in which everyone feels safe, confident, and accepted in a psychologically safe team. In such an environment, the power of the organization is maximized and synergized by maximizing the abilities of the individual.
Issues to be addressed in the promotion of DE&I
(1) Incorporation into management strategy
Under the mitt of top management, we set targets (KPIs) related to DE&I and formulate the roadmap necessary to achieve them. KPIs and roadmaps will be implemented and reviewed as part of the Group's management strategy.
(2) Establishment and operation of a company-wide DE&I promotion system
With Board of Directors as supervisor, we will establish a DE&I promotion system that covers the entire Group based on the Mitt of top management, and work in cooperation with business organizations and Group companies. In addition, we will continuously reform this system and strive to improve its effectiveness.
(3) Strengthening DE&I management through governance reform
In order to enhance the management supervisory function of the Board of Directors, we will verify whether the necessary and sufficient diversification of the members of the Board of Directors is ensured in terms of gender, nationality, background, yes, expertise, etc.
(4) Institutional reform for diverse human resources and work styles
We will continue to reform our personnel system so that all employees are not limited by their own characteristics, personalities, or backgrounds, and can play an active role by making the most of their abilities. In order to maximize the productivity and creativity of our diverse employees, we will work to realize diverse work styles.
(5) Education and training for behavioral and awareness reform
In order to establish DE&I in all organizations within the Group, we will repeatedly conduct training and workshops tailored to each level of employees.
(6) Stakeholder Communication
In order to accurately appeal to the diverse human resources required by the Group, we will effectively communicate and engage in dialogue. In addition, we will disseminate our DE&I management initiatives to investors and contribute to the enhancement of corporate value.
Scope of application of this policy
This policy applies to all companies and all organizations that make up the Group. At the same time, it also applies to officers, advisors, employees, contract employees, part-time Thailand employees, temporary employees, and all other persons engaged in the business of the Group (collectively referred to as "officers and employees, etc.").
Revision, Abolition and Management of this Policy
The Group will revise this policy as appropriate in accordance with revisions to applicable laws and regulations and changes in the social environment.
In addition, the department in charge of the revision and abolition of this policy shall be the department that supervises artience Co., Ltd. 's DE&I activities.
Established on August 1, 2024 (approved on July 24, 2024 Sustainability Committee)
Promotion system
artience Co., Ltd. Human Resources Department Co., Ltd. started with a diversity promotion project consisting of cross-functional members in September 2021, and in January 2023, a new D&I Promotion Office was established directly under Human Resources Department. Furthermore, in January 2024, the organization changed its name to the DE&I Promotion Office to emphasize its activities from an equity perspective. We believe that the essence of DE&I is to eliminate structural discrimination, and through non-uniform support for each individual, we will consider systems and mechanisms that lead to the active participation of diverse employees, plan and implement education and training, and promote the dissemination of information and culture both internally and externally.
In addition, the DE&I Promotion Committee members who examine and implement promotion methods suitable for the site and promote activities (promotion month) and ALLY members who have endorsed ALLY are working in cooperation with the DE&I Promotion Office.
attempt
Evolution of DE&I initiatives
We respect diverse values, ideas, and ideas regardless of gender, nationality, age, or disability, and promote diverse work styles with the aim of creating a workplace where each employee can work with satisfaction.
Promoting active participation of women
In the previous medium-term management plan SIC-II, we set a target of 8% in January 2024 for the ratio of female managers (in Japan) from 4% in FY2020 and have been working on initiatives, but in Group Materiality 2025-2030, we have set a KPI of 10% for female managers by 2030. In the future, we will continue to support women's ease of work and career development.
On International Women's Day on March 8, 2024, we interviewed female employees in Japan and overseas who are active at our company. We interviewed them about their careers so far, the changes they feel as the promotion of women's participation in the workplace, and their messages to women who are building their careers in the future, and published them globally in electronic in-house newsletters.
In May, we held a seminar on PMS and dysmenorrhea for executives and department heads to improve health literacy related to women's health in the Group. Adachi Director, Honorary Director of Aiku Hospital, gave a lecture from a medical perspective. Female employees commented, "I was very well understood by the medical explanation of the functions of the entire female body and the background and causes of diseases, which are difficult to hear," and male employees commented, "There were only symptoms that men did not feel and there were large individual differences. In addition, we held seminars to promote understanding of infertility treatment within the company.
For direct supervisors with female subordinates, we conducted diversity management training to reaffirm unconscious bias and learn tips for bringing out the diverse personalities of subordinates. For women themselves, career roundtable discussions and luncheons were held, which provided opportunities for independent career development and networking among women.
In addition, we have introduced a team system at the organizational level since FY2022. By creating early management opportunities in small units, we will strengthen the management capabilities of the entire Group.
| 2020 | 2021 | 2022 | 2023 | 2024 | |
|---|---|---|---|---|---|
| Percentage of female new graduates hired (Japan) * 1 (%) | 32.1 | 32.7 | 32.5 | 37.0 | 42.0 |
| Ratio of women in managerial positions (Japan) * 2(%) | 3.9 | 4.5 | 4.5 | 5.5 | 5.8 |
- * 1 Percentage of female new graduates hired in April of each fiscal year
- * 2 As of January of the following year
It is certified as "Eruboshi"
Initiatives for the Gender Pay Gap
The Group (Japan) * applies a wage system according to the role (job) in which the employee is engaged, and there is no difference in treatment due to gender differences in the same role, but when the wage difference between men and women was calculated using statistical analysis methods to eliminate the effects of age, educational background, and length of service, no statistically significant difference was found for managerial employees. For non-managerial employees (general employees), a difference of 87.5% was confirmed. Based on these circumstances, we are also analyzing the factors that are causing differences and are promoting various measures.
- Scope of consolidated and non-consolidated subsidiaries
- Support for Male Childcare Leave
Diversity education and awareness activities
In FY2023, as the first year of D&I Promotion Office 's establishment, members of the Promotion Office visited each site in Japan to introduce the Group's diversity-related initiatives to date, as well as hear about the actual issues at each site and the voices of employees. It led to the extraction of real voices, such as issues unique to each site that had not been seen until now and issues felt while working, and it became a stepping stone for promoting DE&I in cooperation with the promotion committee members of each site in the future.
In FY2024, we held briefings on DE&I promotion at multiple sites in Japan and held a general meeting of the promotion committee members to share initiatives and issues related to DE&I promotion at each site.
Understanding and Responding to LGBTQ (SOGI)+
The Group aims to create a workplace that respects diversity where everyone, including LGBTQ+, can work with peace of mind. We are engaged in a variety of initiatives, including the establishment of rules and policies prohibiting discrimination related to LGBTQ+, the introduction of a partnership system that allows same-sex partners and de facto spouses to use benefits, the implementation of in-house training to deepen understanding of LGBTQ+, and the creation of a guidebook that summarizes basic knowledge about LGBTQ+ and the Group's systems and initiatives.
In addition, during PRIDE Month in June, we created a PRIDE-spec PowerPoint and background for online meetings, and held a seminar titled "LGBTQ+, Harassment, and ALLY" with external lecturers.
In November 2024, we held regular study sessions to promote understanding of diversity and broaden the circle of ALLY, as well as "Business for Marriage Equality," which aims to create an inclusive workplace and society where everyone is treated equally, and "Business Support for LGBT Equality in Japan" For the third year in a row, we have been recognized as "Gold" in the PRIDE Index, an index that evaluates initiatives for sexual minorities in the workplace.
Endorse Business for Marriage Equality, which promotes marriage equality
- Business for Marriage Equality (bformarriageequality.net) is jointly operated by Marriage For All Japan, the NPO LGBT and Allies Lawyers Network, and the certified NPO Nijiiro Diversity. This is a campaign to visualize companies that support marriage equality (legislation of same-sex marriage)
Creating a Workplace where Diverse Employees Can Play an Active Role
Promotion of active participation of people with disabilities
artience Co., Ltd. began hiring people with intellectual disabilities in 2019 to realize long-term employment for people with disabilities, and has been in charge of office support at the Clover Support Center within the General Affairs Department Jujo Center. In 2023, with an eye on expanding workplaces beyond the Jujo Center, we accepted interns for the first time at our head office. In January 2024, we established Clover Biz Co., Ltd. * with the aim of further expanding the workplace and promoting employment, and in July, we were certified as a special subsidiary. In April of the same year, two of the interns we accepted in 2023 joined the company, and in addition to the Jujo Center, we are mainly responsible for office support work at the head office, such as creating business cards, collecting and delivering e-mails, digitizing documents, entering data, and disinfecting common spaces. In addition, as a new initiative, we have promoted in-house cleaning of workwear worn by employees at the Saitama Plant. Here, new Clover Biz employees have repeatedly interned multiple times to prepare for full-scale operations from April 2025. We will continue to expand employment and work to create opportunities for diverse human resources to play an active role. The employment rate of people with disabilities in Japan is 2.57% in FY2024.
- The name "Clover" of the new company Clover Biz is based on the image of a four-leaf clover that carries happiness, and was named at the suggestion of an employee when the support center was established
Promoting the active participation of seniors
With the aim of ensuring that each and every employee continues to play a role in a lifelong active society, we extended the retirement age from 63 to 65 for full-time employees in Japan from September 2018. As a support measure for career development, we are also working on career education that leads to continued job satisfaction, the development of a work environment that is considerate of the senior generation, and health promotion.
In 2024, as an opportunity to reflect on the career you have taken and think about your future career while interacting with the outside world away from the company and industry, we conducted a regional trial to participate in the "Life Shift Platform (LSP)" operated by the New Horizon Collective. More than 70 people participated in the "Life Shift Lecture" in advance, and three people were selected by lottery from among the employees who applied for the event for six months. It was an opportunity to support and inspire each other with people from various companies, mainly Dentsu, and to think about their own careers.
Promoting the Active Participation of Foreign Employees
In Japan, foreign employees (approximately 40 people) are active in various departments by utilizing their language skills and global sensibilities.
Consideration of local religion
Our group is promoting global expansion with consideration for local religions. In Islamic countries, we are working to obtain Halal certification and provide packaged products that comply with Islamic dietary regulations. Additionally, we have set up a prayer area called Musholla within the factory for Muslims, in preparation for the fasting month (Ramadan).
PT. TOYO INK INDONESIA (Indonesia) respects Indonesian culture and built a mosque (chapel) as part of its welfare program. The mosque is also open to employees of nearby companies and local residents.