Diversity Promotion
Promoting the active participation
of diverse human resources
AIFUL aims to create a work environment in which diverse human resources can play an active role.
Obtained Platinum Kurumin certification
Platinum Kurumin Supporting childcare
In recognition of our initiatives to support employees who are balancing work and childcare and to encourage male employees to participate in childcare, AIFUL obtained the “Platinum Kurumin” certification as of October 15, 2019 under the revised Act on Advancement of Measures to Support Raising Next-Generation Children.
Action plan
AIFUL has developed an action plan to empower women in their professional
lives.
We will continue to actively support the Diversity Promotion such as by increasing the recruitment of
female employees and appointing women to executive and management positions, as well as establishing a
better working environment for both male and female employees.
AIFUL’s issues
(1) Small percentage of women among regular employees
(2) Small number of female
executives and managers
Period of the plan
From April 1, 2022 to March 31, 2025
Numerical targets
1. (FY ending March 2025) Increase the percentage of women among regular employee hires to 40% or more
2. (FY ending March 2025) Increase the percentage of female executives and managers by 140% vs FY ended March 2022 ・・・Increase the percentage of women in managerial positions by 140% vs FY ended March 2022 ・・・Increase the percentage of female section chiefs by 140% vs FY ended March 2022
Initiatives and implementation timing
1. Increase hiring of women
- (1)From April 2022
- Actively announce work-life balance support programs (e.g., on company website, general website on work-life balance support for women)
- (2)From April 2022
- Provide continuous opportunity to take workplace tours (e.g., company presentations, internships)
2. Develop/appoint female employees
Personnel system
- (1)From April 2022
- Continue to re-examine executive/manager appointment criteria
- (2)From April 2022
- Continue to re-examine the personnel evaluation system
- (3)From April 2022
- Re-examine the employee benefit program
Awareness reforms
- (1)From April 2022
- Continue introducing role models for female employees in managerial positions and examples of diverse career paths
- (2)From April 2022
- Continue to re-examine the follow-up program for employees returning from childcare leave
Corporate culture
- (1)From April 2022
- Continue initiatives to increase flexible workstyle options
- (2)From April 2022
- Continue to encourage the use by male workers of programs supporting work-life balance such as childcare leave and eldercare leave
(Supplement)
The above numerical targets and initiatives are action plans for regular employees employed by AIFUL.
* Most of the regular employees of our group companies (excluding overseas and affiliated companies) are
seconded from AIFUL.
Disclosure
Progress (Period of the plan: From April 1, 2022 to March 31, 2025)
| Numerical target | Performance | Target period |
|---|---|---|
| 1. (FY ending Mar. 2025) Increase the percentage of women hired as regular employees to 40% or more | 43% | 2023/4/1 to 2024/3/31 |
| 2. (FY ending Mar. 2025) Increase the percentage of female executives and managers by 140% vs FY ended Mar. 2022 | 167% | As of March 31, 2024 |
| Increase the percentage of female managers by 140% vs FY ended Mar. 2022 | 157% | As of March 31, 2024 |
| Increase the number of female managers by 140% vs FY ended Mar. 2022 | 169% | As of March 31, 2024 |
Reference
| Published Information | Percentage | Target period |
|---|---|---|
| Percentage of female workers among all workers hired |
Regular employees: 43% Fixed-term employees: 77% Contract employees: 42% |
2023/4/1 to 2024/3/31 |
| Percentage of female workers in management positions | 5.0% | As of March 31, 2024 |
| (Regular employees) Difference in average years of continuous service between male and female workers |
Male employees 16.2 years Female employees 10.2 years |
As of March 31, 2024 |
| Percentage of female workers among all workers |
Regular employees 30% Junior employees 88% Fixed-term employees 55% Contract employees 60% Temporary employees 94% |
As of March 31, 2024 |
| Workers’ (Regular employees) average overtime hours per month | 784 mins | 2023/4/1 to 2024/3/31 |
※Above Reference information is calculated based on the definitions of each item in the Database on Promotion of Women's Participation and Advancement in the Workplace (Ministry of Health, Labour and Welfare).
Introduction of a retiree re-employment program
In accordance with changes in the social landscape, AIFUL has introduced a program to re-employ employees who have officially retired upon reaching the age of retirement but who wish to continue working, with the aim of supporting their “second work life.”
Employment of people with disabilities
The AIFUL Group's employment rate of people with disabilities is 1.9%, which is temporarily below the statutory employment rate (2.3%) due to an increase in the number of employees associated with business expansion and DX promotion. However, the Group continues to actively recruit people with disabilities based on its recruitment program and expects to exceed the statutory employment rate during FY 2023.
