Diversity and Inclusion
ISK has set “to continue contributing to better living environments through chemical technologies” as its purpose. To achieve this, based on the idea that employees are “human capital," we should actively invest in education and training programs to promote the growth of individual employees as well as to bring out their potential to the fullest. In addition, to achieve "Vision 2030," we need to create a workplace where people with diverse values and attributes can thrive. We are therefore implementing various measures for hiring and retaining a diverse range of individuals. We not only give everyone an equal opportunity for promotion to management and executive positions through appropriate operation of the personnel system, but we also foster an organizational culture that accepts and makes the most of diversity while supporting each employee’s success through various training programs. This will help ISK make the most of people from various backgrounds, including women, foreign nationals, the elderly, and people with disabilities.
Securing human resources rich in diversity
We strive to hire globally minded people with high aspirations and the love of a challenge, regardless of their gender or nationality, or whether they are hired as new graduates or Mid-Career Hires. We strengthen our foundation of diverse human resources by hiring mid-career workers , former employees, and referrals.
Mid-Career Hires as percentage of regular workers
| FY2021 | FY2022 | FY2023 |
|---|---|---|
| 65% | 64% | 57% |
Initiatives to realize gender equality and balance work with personal responsibilities
We are working from a medium- to long-term perspective to create an environment where the participation of women is common and expected. In addition to the active recruitment of female new graduates and mid-career hires, as well as promoting women to managerial positions, we are working to create an environment where everyone in the workplace understands and supports balancing work and childcare regardless of gender. We believe that these efforts will lead to the creation of a corporate culture in which women can continue to be active without interrupting their careers.
In addition, in order to maximize the performance of motivated employees regardless of gender, we support the balancing of work and family responsibilities. In particular, we encourage men to take parental leave so that they can also share childcare and family responsibilities, thereby enabling all employees to achieve a better work-life balance. In this way, we strive not only to improve the work-life balance of each employee, but also to increase the productivity of the workplace as a whole.
Pleasant Work Environment
We have systems such as flextime and shortened work hours for child care. So that employees can more easily and effectively use these systems, we are gradually revising them in response to society’s changes and employee needs, in addition to revising the requirements for employees using these systems.
To invigorate our organization and adapt to the needs of employees’ changing work patterns and work-life balance, we have expanded the ways that employees can take days off, such as hourly-basis time off, and we have revised the requirements for taking accumulated holidays.
With an eye to extending ISK’s retirement age to 65 and allowing employees to enjoy a long and healthy work career, we are studying different ways to hire people and new types of working arrangements.
Gender and sexual diversity initiatives
Through various initiatives related to respect for gender and sexual diversity, we are working to create an environment where all members can work with peace of mind, where their diversity is respected, and where they can fully utilize their abilities.