Diversity

Action Plan

SDGs Targets Issues to address Co Business area Commitment Specific approach Performance indicators
(Non-consolidated)
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Creating an environment that allows diverse human resources to exercise their potential Headquarters Human Resources Affairs We will prohibit all types of discrimination, including those based on age, gender and nationality, and respect human rights. We will create an environment that will permit the active participation of employees whose work hours are limited due to childcare, nursing care, diseases or similar circumstances.
  • Continue fair and equitable recruitment and promotion.
  • Create a work climate of mutual respect and support.
  • Reasonable accommodations concerning the work environment of people with disabilities.
  • Respond to LGBT considerations and provide employee training on LGBT.
  • Enhance on-site day-care centers and nursing care support services.
  • Enhance individual support for employees provided in accordance with their life stage and career.
  • Promote flexible ways of working by making use of mobile work.
  • Support the active participation of senior human resources over 65 years old.
  • FYE 2021: Percentage of female career-track employees among all career-track employees: 10%.
  • FYE 2021: Percentage of female career-track employees among employees in leadership positions at 10%.
  • FYE 2021: Proportion of our workforce with disabilities at 2.3%.

Policy and Basic Concept

Amid intensifying global competition, ITOCHU Corporation believes that organizational diversity is essential if we are to provide direct answers to the diverse needs of the market and continuously create new business and added value.
ITOCHU Corporation respects human rights and prohibits all forms of discrimination, including that based on race, religion, age, gender and nationality. ITOCHU Corporation uses diversity seminars and organization manager training to publicize the tools available to employees and to raise awareness about the importance of communication. We do this so that they do not fall victim to power harassment* or sexual harassment (including unfairly disadvantaging, engaging in hateful speech against or otherwise harassing employees who are sexual minorities). Another reason is so that pregnant employees and those who are doing their best to balance work while raising children or providing nursing care at home can feel their contributions to the workplace are worthwhile.
With regard to employees facing the constraints imposed by child-rearing or caring for a family member at home, superiors encourage them to make good use of the tools provided by the company to strike an appropriate work-life balance, while the company makes it known that it is also important to review the work duties, responsibilities and work arrangements for the workplace as a whole. Additionally, the company makes thorough efforts to provide a workplace environment where discriminatory remarks about sexual orientation/gender identity and comments premised on subconscious gender stereotypes are not tolerated. Employees also have access to consultation services.

  • Acts toward a co-worker in the same workplace that utilize the perpetrator's superior position or advantageous interpersonal relationships (or other aspects of the workplace), thereby causing psychological or physical distress, or degrading the workplace environment, in a way that goes beyond the appropriate bounds of work duties.

Targets

ITOCHU Corporation is working on the following targets that were set in line with our diversity policy.

Issues to Address

Provide an environment where diverse talent can thrive.

Commitment

Respect human rights and prohibit discrimination of any type, including age, gender, nationality and disability. Provide an environment where employees can thrive even if their working hours are limited for reasons such as child-rearing, nursing care or illness.

Specific Approaches

  • Continue fair hiring and promotion practices
  • Create a workplace culture supportive of mutual respect
  • Rational consideration toward the working environment for disabled persons
  • Adapt to the needs of LGBT employees and provide employee training on the subject
  • Improve company daycare and nursing care support services
  • Improve individualized support for employees' life stages and careers
  • Promote flexible work arrangements through telecommuting
  • Support to senior citizen employees above the age of 65 so they can thrive

Success Indicators

  • FYE 2021: Share of women among career-track employees above 10%
  • FYE 2021: Share of women in supervisory positions above 10%
  • FYE 2021: Share of disabled employees at 2.3%
Women in Career-Track & Managerial Positions (as of March 31 for each respective year)
Year 2017 2018 2019 FYE 2021 Goal
% of Women Managers 5.9% 6.8% 7.6% Over 10.0%
Women/All Managers 151/2,545 173/2,558 195/2,555
% of Career-Track Women 8.9% 9.0% 9.4% Over 10.0%
Career-Track Women/Total 304/3,435 313/3,461 327/3,463

Support for Diverse Talent

ITOCHU Corporation formulated a Plan for Promotion of Human Resource Diversification in December 2003 that furthered the diversification of our talent, entrenched that diversification and helped these employees succeed. We will continue to build an appealing company and corporate culture by providing an environment where each and every employee can exploit their unique traits to thrive and by working to strengthen our individual and organizational capabilities.

ITOCHU Corporation HR Diversity Efforts

Support for Female Employees

Our support for women gets the greatest amount of focus in our efforts to diversify human resources. By implementing the Plan for Promotion of Human Resource Diversification, ITOCHU Corporation has hired more women to meet our target, while we also provide programs to support work-life balance beyond the level required by law. At present, while these programs serve as a safety net, we provide attentive individual support that is tailored to each person's stage of life and career through Gen Ko Tsu Reform. Meanwhile, to create models of successful women and provide them with rewarding work—with our focus being on developing future managerial candidates—we conduct training that fosters career awareness among young career-track women and raise awareness among organization managers through their training programs. (See below for our action plan stipulating specific targets and efforts moving forward.)

Action Plan Based on the "Act of Promotion of Women's Participation and Advancement in the Workplace" and the "Act on Advancement of Measures to Support Raising Next-Generation Children"(PDF:90KB)[PDF]

Gen Ko Tsu Reform

Fostering Career Awareness Among Career-Track Women

Measures to Support Career-Track Women

(Unit: people)

Share of Women in Career-Track/Managerial/Executive Positions★
(as of March 31 for each respective year)
  Career-Track Managerial Executives & Directors
Total Women Share Total Women Share Total Women Share
2017

3,435

304

8.9%

2,545

151

5.9%

44

2

4.5%

2018

3,461

313

9.0%

2,558

173

6.8%

45

2

4.4%

2019

3,463

327

9.4%

2,555

195

7.6%

44

2

4.5%

  • As of FYE 2019, we have changed the record date from March 31 for each respective year to that of April 1.

★Data assured by KPMG AZSA Sustainability Co., Ltd, an external assurance provider based on the international standard ISAE 3000.[PDF]

Clerical Career Support

ITOCHU Corporation has been running the Career Workshop for Clerical Staff for top-grade clerical employees since FYE 2016. This is training aiming to improve skills to cultivate a mindset as a model of core personnel responsible for administration work and to demonstrate leadership in the workplace through company-wide role assignment. Every year, 10 to 20 employees participate in this training from targeted positions across the company. They experience missions such as preparing action plans for important company-wide challenges and mentoring clerical workers in their sixth year over approximately one year.

Social Inclusion Support for Disabled Persons

To provide the handicapped possessing physical, mental or other disabilities with a workplace that is motivating and rewarding, we established ITOCHU Uneedus Co., Ltd., our first special subsidiary, in Yokohama, Kanagawa Prefecture in 1987. The disabled person employment rate in ITOCHU is 2.17% as of March 2019. We are promoting an expansion in the range of work and recruitment of disabled persons in anticipation of an increase in the statutory employment rate in the future.

Efforts by ITOCHU Uneedus Co., Ltd.

[Photo]
Left: New offices of ITOCHU Uneedus Co., Ltd. (Tsuzuki Ward, Yokohama)
Right: Work in the cleaning department
http://www.uneedus.co.jp/ (Japanese only)[Open in a new window]

ITOCHU Uneedus Co., Ltd. provides services including dry cleaning, photo and document printing, mail delivery, laundry and cleaning. The company's motto is about stringent quality control and friendly service. All dry-cleaning processes are performed by mixed teams of disabled and non-disabled persons. To expand business as well as to create a more welcoming workplace environment for staff dealing with an array of disabilities, in November 2015 the company relocated to new offices in Yokohama's Tsuzuki Ward with 140% more floor space and the latest equipment. Since marking our 30th year in business in 2017, we have continued striving to proactively support social inclusion for disabled persons and help create a society where they can experience the joy of making a contribution through work.

Employment of Disabled Persons

Employment of Disabled Persons★
(as of March 1 for each respective year)
  Percentage of Disabled Employees
2017

2.31%

2018

2.04%

2019

2.17%

  • The figures of employment ratio of people with disabilities are the combined total of ITOCHU Corporation and the certified special-purpose subsidiary, ITOCHU Uneedus Co.,Ltd.

★Data assured by KPMG AZSA Sustainability Co., Ltd, an external assurance provider based on the international standard ISAE 3000.[PDF]

Support for Senior Citizen Employees' Success

ITOCHU has long been proactively promoting activity support of seniors. We employ all those who so desire under the Employment Extension System after they reach retirement age at 60 years old in light of the point of view of the decreasing birthrate and aging population in Japan and activity support for diverse personnel. This means we are developing an environment in which seniors can continue to work utilizing the wealth of knowledge and experience they possess even after they have reached the retirement age. We also hold training such as life planning seminars for employees at the age of 58 years old and future course selection briefings for employees at the age of 59 years old. Therefore, we are supporting work styles and money plans after the extension of the employment of employees. We will do yet more to create an environment where senior citizens can continue performing motivating, rewarding work more than ever.

Initiatives Conducted Overseas

In South Africa, where the ITOCHU Group's Integrated Auto Service (IAS) is located, the "Broad-Based Black Economic Empowerment" (B-BBEE) program has been introduced to improve the status of people who have unjustly suffered discriminated and other disadvantages during the apartheid era. The "B-BBEE" program assesses a company's contribution to resolving these issues based on a scorecard with evaluation criteria set by the South African Government, which include elements such as ownership, management control, employment equality, skills development, priority procurement, business development, and socio-economic development. The IAS has received a Level 4 certification issued by Metanoia Ratings in 2019, with a score of 80.01 out of 100.

Accolades for ITOCHU Corporation

ITOCHU Corporation's efforts in "Creating Environments that Bring Out the Best in Employees" have won much praise.
We won the Excellence Award (Family-Friendly Enterprises Category) at the Minister Prize in Equal Employment/Work-Life Balance organized by the Ministry of Health, Labour and Welfare in FYE 2018.

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Platinum Kurumin Authorization New Diversity Management Selection 100 2017 award for Excellence from the Minister of Health, Labour and Welfare for "Excellent Equal Opportunity/Work and Family-Life Balance Companies" ("Family-friendly Companies" category)

Companies making excellent efforts to provide employees with support at work as well as with childcare receive approval to display the Platinum Kurumin Authorization mark. (Received in 2016 / Ministry of Health, Labour and Welfare)

A project for selecting excellent companies that provide diverse human resources with opportunities and an environment for exercising their potential. (Selected in March 2016 / Ministry of Economy, Trade and Industry)

A program recognizing companies that promote exemplary programs with an equal emphasis on work and childcare/nursing care. (Selected in November 2017 / Ministry of Health, Labour and Welfare)