Human Resources

The Sanyo Chemical Group promotes DEI (Diversity, Equity & Inclusion), an initiative to realize a work environment where all employees can play an active role, and where human rights and diverse values are respected and acknowledged. Our goal is to be a company where everyone is satisfied with their job because their individuality is valued and they can work with comfort and peace of mind. Through the active participation of diverse human resources toward creating added value, we will contribute to realizing a sustainable society.

diversity brings innobation

DEI at Sanyo Chemical

DiversityValuing diversity means respecting differences.

The company is a very diverse place with respect to age, gender, values, career, education, family background, nationality, and background. We respect and recognize each other's differences, and are committed to building a safe and comfortable work environment for everyone.

EquityEquity means guaranteeing fair treatment.

Equality refers to treating everyone the same without taking individual differences into account.
Equity refers to giving each individual what they need to achieve his or her goals, with an eye to individual differences.
In order to value others' individuality, it is critical to adopt an equity-based mindset and focus on individual differences, rather than an equality-based mindset. To this end, we promote the creation of systems and initiatives that suit the circumstances and environment of each worker.

InclusionInclusion: Increasing others' sense of belonging to an organization.

It refers to "recognizing and accepting each other's individuality and working as one." A diverse and equitable organization is not necessarily one in which employees feel a greater sense of belonging. Recognizing that unconscious biases and assumptions can exist, we will work to improve psychological safety within the company to create an environment where diverse individuals and groups are respected, supported, and valued.

Targets and Results

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Policies Details/Items Targets (deadlines) FY2023 results Evaluation
Overall DEI promotion Checking of various initiatives Received highest award from
D&I Award 2023		 Certified in FY2023 Ａ
Women’s empowerment
  • Female leader ratio
  • Female manager ratio
  • Female director ratio
  • Rate of male employees taking childcare leave
  • 15% or higher (FYE2023)
  • 6% or higher (FYE2023)
  • 30% or higher (FYE2030)
  • 100% (FYE2025)
  • 15.3%*1
  • 4.9%*1
  • 22.2%*1
  • 92.4%*2
 (1) Ａ
(2) Ｃ
(3) Ｃ
(4) Ｂ
LGBTQ Raising awareness inside and outside the company Received GOLD award from PRIDE Index 2023 Certified in FY2023
(five consecutive years)		 Ａ
Employees with disabilities
  • Support for continued employment
  • Employment rate
  • Infrastructure development (FYE2023)
  • 2.5% (FY2024)
 (1) Developed
(2) 2.71%*3 		(1) Ａ
(2) Ａ
Foreign nationals (non-Japanese) Number of foreign employees hired 2 or more hired every year 3 people A

Rating guideline　A: Target achieved　B: Steady progress　C: Target not achieved despite improvement (or progress)　D: Target substantially missed or efforts insufficient

  • As of March 31, 2024
  • Calculated according to the provisions of the Act on the Promotion of Women’s Active Engagement in Professional Life
  • As of June 1, 2024

DEI Promotion System

Since early on, Sanyo Chemical Group has been working to create an environment in which women can work comfortably. In FY2014, we established a women's empowerment promotion section and consultation service to accelerate our various initiatives, shifting our focus from supporting their continued employment to promoting their active participation under the Act on the Promotion of Women’s Active Engagement in Professional Life. Since FY2018, we have been strengthening related internal infrastructure by appointing a dedicated DEI promotion officer to further accelerate support for not only women but also minorities in the company, including LGBTQ people.

Working to Understand, Embrace, and Take Action toward DEI Promotion

Diversity Month

Since FY2021, we have designated December as Diversity Month in conjunction with Human Rights Week (December 4-10 every year), and have been holding seminars and events related to DEI to further raise awareness among our directors and employees. In FY2023, we held an online mini-course on employing people with disabilities and SOGI (Sexual Orientation and Gender Identity), held meetings with outside directors, and provided multinational menus in the cafeteria. We also held seminars on the "generation gap" in collaboration with three other companies.

Launch of the DEI Portal

With the aim of helping each and every employee understand, embrace, and take action toward DEI, we have launched the DEI Portal for internal use to collect and regularly disseminate information on the Group's efforts to promote DEI.

Creation of the DEI Ally Network

To better carry out employee-led efforts to promote DEI promotion activities, the DEI Ally Network has been created in cooperation with volunteers from each business site in Japan. The network enables employees to regularly meet to share objectives and information and exchange views, as well as to discuss and take steps towards realizing DEI initiatives tailored to each business site.

  • We define "ally" as an inclusive supporter of DEI, not limited to LGBTQ people.

Employee survey

Every three years, we conduct an employee survey concerning DEI to check changes in employee awareness and help us formulate related measures.

Promoting Women's Empowerment

Since FY2014, we have made it a policy to promote the advancement of women, shifting our focus from supporting their continued employment to promoting their active participation. We have formulated an action plan based on the Act on the Promotion of Women’s Active Engagement in Professional Life, which came into effect in 2016, and are implementing a number of related initiatives. Moreover, since March 2017 we have participated in the Male Leaders Coalition for Empowerment of Women, which is organized by the Cabinet Office.

Male Leaders Coalition for Empowerment of Women

The 4th Action Plan based on the Act on the Promotion of Women’s Active Engagement in Professional Life (April 2024 - March 2026)

≫ The 4th Action Plan based on the Act on the Promotion of Women’s Active Engagement in Professional Life (in Japanese only).pdf

Number/ratio of female leaders

Number/ratio of female leaders

Number/ratio of female managers

Number/ratio of female managers

Employees taking childcare leave (as of March 31)

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FY2019 FY2020 FY2021 FY2022 FY2023
Men (people) 37 40 47 55 61
Women (people) 13 17 11 17 10
Rate of employees returning to work after childcare leave (%) 100 100 100 100 98.8
Retention rate (%) 97.7 100 100 100 92.6
  • Includes those seconded to Group companies
    Rate of employees returning to work after childcare leave = employees returning to work ÷ employees intending to return to work × 100
    Retention rate = Employees who returned to work in the previous fiscal year and were employed at the Company as of March 31 of the current fiscal year ÷ Employees who returned to work in the previous fiscal year x 100

Reduced work hours for childcare (as of March 31)

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FY2019 FY2020 FY2021 FY2022 FY2023
Men (people) 0 0 0 0 0
Women (people) 16 12 4 6 7
  • Includes those seconded to Group companies

Reform of employee awareness and corporate culture

We hold workshops at executive training camps, training sessions for managers, grade-based training sessions, and networking receptions for people inside and outside the company. We also allow the use of maiden names within the company, encourage male employees to take childcare leave, and participate in the IkuBOSS Declaration and IkuBOSS Corporate Alliance.

Workshops at executive training camps

Participation in the Ikuboss Corporate Alliance

Encouragement of men to take childcare leave

By eliminating the concept of gender roles for both men and women, we will achieve a good work-life balance for all employees while boosting women's motivation to work. In FY2023, 61 male employees took childcare leave.

  • In-line with revisions to the Act on the Welfare of Workers Who Take Care of Children or Other Family Members Including Child Care and Family Care Leave in October 2022, a total of 28 days of salary is paid to the relevant employee after the start of childcare leave, including postpartum paternity leave, regardless of gender.

Number/rate of male employees taking childcare leave

Number/rate of male employees taking childcare leave
  • The rate of male employees taking childcare leave is calculated according to the provisions of the Act on the Promotion of Women’s Active Engagement in Professional Life

Measures to Promote Women’s Empowerment

In addition to implementing various measures to create a workplace where both men and women can work comfortably and feel fulfilled, we offer various seminars and training opportunities to motivate women and improve women's skills.

FY2023 Training

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Training Details Results
Internal, Open Training,
Women’s Network Seminar		 Seminar aimed at encouraging women to proactively think about their own career development and take action
Open to women of all departments, positions, and ages		 5 seminars total
9 participants
Seminar to support balancing work and childcare for those returning to work from childcare leave Seminar aimed at helping those returning to work after childcare leave to build rewarding careers while balancing work and childcare.
In addition to encouraging the presence of their partners, whether employed by the Sanyo Chemical or not, and requiring supervisors' participation, videos of the seminar were distributed to male employees who had had children born and their supervisors 		A total of 32 participants: 15 women returning from childcare leave, 15 of their supervisors, and 2 partners employed by the Company
Later, a total of 95 people, including 66 men whose children were born and 29 of their bosses, watched the videos
(excludes participants and training hours associated with external partners)
Outside Directors Salon A meeting between outside director Aya Shirai and employees on the promotion of women's activities, careers, and diverse leadership styles 10 assemblies total
57 participants
Osaka University Style Industry-Academia
Co-Creation Educational Business Development Program		 The "Program for Innovation in Promoting Women's Advancement" sees female employees from several companies and female students from Osaka University gather to learn together with the aim of building leadership among women. 3 days
4 participants
The "Program for Career Advancement Support during Childcare Leave " enables employees on childcare leave to take classes at Osaka University to advance their careers. Once a week for six months
1 participant
External, Open Training, 21st Century Seminar for Women’s Empowerment This seminar, organized by the Japan Institute for Women’s Empowerment & Diversity Management, aims to motivate and empower women, and help them build networks outside the company. 9 seminars total
2 participants
  • Until FY2022, we also held seminars for managers to develop their subordinates, along with external networking receptions.

Women's Network Seminars

Seminar to support balancing work and childcare
for those returning to work from childcare leave

Outside Directors Salon

21st Century Seminar for Women’s Empowerment

Major support systems for women's empowerment

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Programs / Measures Details
Subsidy program for babysitter expenses and childcare expenses for sick children To support a quick return to work from childcare leave and help employees transition from reduced work hours for childcare to full-time work as quickly as possible, we have introduced a subsidy program for babysitting expenses and childcare expenses for sick children.
Handbook to support balancing work and childcare This handbook, available on the intranet for all employees, summarizes various programs, mainly
in-house programs, regarding work styles during pregnancy, after childbirth, and after returning to work.
Review of the performance evaluation system To ensure fair evaluations, we have done away with evaluation restrictions on employees taking a leave of absence due to childcare or nursing care when evaluating employees with regard to salary increases, promotions, bonuses, and other rewards.
Encouragement of male employees to take childcare leave To make the workplace environment more comfortable for women, we encourage male employees to take childcare leave (both male and female employees are paid for a total of 28 days from the start of childcare leave)

Major systems to support continued employment

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Programs / Measures Details
Childcare leave Available until the child turns one year old
(However, if there are reasons such as not being able to enroll in a nursery school or other facility, the leave is available until the child turns three years old)
Reduced work hours for childcare Available until a child finishes the 4th grade of elementary school
Short work hours May shorten work hours by two hours per day
Staggered work hours May shift start and end times by 30 minutes forward or backward

As part of our work style reforms, we have also established a number of other systems aimed at achieving ideal work-life balance, including exemption from overtime work, sick child leave, expanded nursing care leave, and a re-employment request registration system, as well as an hourly paid leave system and super flextime system for all employees.

≫ Work Style Reform

Gender pay gap

(Unit: %)

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FY2019 FY2020 FY2021 FY2022 FY2023
All workers*1*2*3 － － － 68.8 68.9
Regular employees as a percentage of all employees*4 － － － 73.8 72.9
Part-time and fixed-term workers as a percentage of all workers*5 － － － 42.5 46.1
  1. Workers include those seconded to subsidiaries and affiliates.
  2. Calculated based on provisions of the Act on the Promotion of Women's Active Engagement in Professional Life (Act No. 64 of 2015).
  3. In our HR system, there is no gap in wages between men and women in the same position or role.
  4. Factors contributing to the gap in wages between men and women by position are as follows:

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    Position Gender
    wage gap    		 Factors behind wage gap
    Managerial staff 95.8% There is almost no gender wage gap.
    Rank-and-file employees 78.9% Most workers who do shift work, for which shift work allowances are paid, are male. As a result, various allowances (surplus wages) based on family status and other factors such as family allowances and unaccompanied duty allowances are paid more to men. Meanwhile, women stay longer in lower grades due to the past "course" system (the general employment course was abolished in 2017), resulting in a lack of leadership positions.

    Reference: The wage gap between men and women for standard wages excluding various allowances is 91.2% (as of March 2024).

  5. Includes retiree rehires, part-time workers, and fixed-term contract employees, and excludes dispatched workers. The wage gap in this group is due to the fact that many retiree rehires are men with higher wage levels, including those treated as managers.

Initiatives to correct the gender wage gap

In order to promote women to higher positions and increase the number of female managers and leaders, we will continue to implement various internal and external training programs, conduct interviews at each workplace, formulate development plans through key work experience, and create rotation plans to support the development of female employees.
Furthermore, to achieve more balanced work styles for both men and women, we will also make operational reforms through IT and AI, while promoting work style reform.

Promoting a Better Understanding of LGBTQ People

The Sanyo Chemical Group* has been working on initiatives related to LGBTQ members, who are sexual minorities, since 2018.
To create an environment that respects diverse values, in addition to carrying out internal initiatives, we also promote better awareness in society at large by cooperating with and participating in the activities of external organizations.

  • Excluding certain countries that have LGBTQ-related regulations under laws (the same applies below for LGBTQ-related policies).

LGBT consultation services

The Group has established both internal and external LGBT consultation services. To enable anyone to seek consultation without worry, we have established a policy to protect the privacy of those seeking consultation and prohibit disadvantageous treatment for having done so.

Revision of Company regulations

In July 2019, we reviewed our benefits program and revised systems to accept spouses of either the same or opposite sex (to be eligible for such systems, employees may self report regarding their spouse without official documents).
We have also eliminated the gender field from employment applications, and have standardized uniforms for both men and women (the same work uniforms and lab coats can be chosen regardless of gender). In line with these changes, we revised our company regulations.

Reform of employee awareness and corporate culture

In order to promote a correct understanding of LGBTQ issues, we offer LGBTQ training for all employees, including directors and HR/general affairs staff at each business site, with content tailored to each trainee. In addition, all employees take part in workshops followed by small-group salons where they engage in discussions with LGBTQ people.
Furthermore, in order to deepen understanding of diverse sexualities not limited to LGBTQ, we have created an online course (video) on the concept of SOGI (sexual orientation and gender identity) and encourage all employees to take the course.
Since August 2020, we have welcomed YouTuber Kazue-chan , an LGBTQ person working to raise awareness about LGBTQ issues, as an employee to work with us on further reforming our corporate culture.

Training to Better Understand LGBTQ

LGBTQ workshop (video watching and chatting with LGBTQ people)

Kazue-chan (left) and Sanyo Chemical advisor, Dr. Ando (formerly President of Sanyo Chemical)

Kazue-chan's LGBTQ 100 Ally video viewing session

Salon by Kazue-chan

Become an ally!

The term “ally” refers to someone who expresses their understanding of LGBTQ people and actively supports them. Declaring oneself an ally sends a strong message of support to LGBTQ people. To enable employees to show that they are allies, we have created merchandise that can be worn by or attached to the belongings of those who have declared themselves as such.


Currently, we define allies as comprehensive supporters of DEI promotion, not limited to supporters of LGBTQ people.

≫ DEI Ally Network

Goods for indicating ally status in Japan

All-gender restrooms

At the Kyoto Head Office, we have installed an all-gender restroom that anyone can use regardless of gender. We are also building all-gender restrooms at other business sites in the Group. The all-gender restroom at the Kyoto Head Office has three stalls, one of which is a multi-function toilet accessible to wheelchair users.

All-gender restroom

From the company to society

Participation in Rainbow Pride events

With the aim of creating a diverse and inclusive society in which all people, including LGBTQ members and other sexual minorities, can live comfortably, we participate in Rainbow Pride events in the regions where our domestic offices are located (Tokyo, Nagoya, Kyoto, Osaka). We also give lectures at high schools and universities, as well as to corporations. At these events, we take part in parades, display panels at an exhibition booth, and distribute pamphlets in order to introduce the Group's LGBTQ-related initiatives.

Cooperation with the “Kyoto where diverse sexualities are respected” Promotion Network

We are working with external organizations to create an environment that respects diverse values, including participation as a cooperating member of the Kyoto City Citizen-wide “Kyoto where diverse sexualities are respected ” Promotion Network.
We also widely communicate our LGBTQ initiatives and thoughts from Sanyo Chemical Adviser, Dr. Ando (formerly President of Sanyo Chemical) through web media interviews and social media.

Participation in Rainbow Pride events

On-site lessons

Kazue-chan's YouTube channel

Kazue-chan's YouTube channel

[Company with approximately 2,000 employees] Why I Hired a YouTuber - YouTube

LGBTER Web media

Increasing the number of "allies" in the world is [LGBT-friendly] Sanyo Chemical Industries, Ltd.｜ LGBTER

The Kyoto Bar Association's YouTube channel

The Kyoto Bar Association's 51st Gathering to Consider the Constitution and Human Rights

Changing Society as a Company - Sanyo Chemical's LGBTQ Initiatives ｜ The 51st Gathering to Consider the Constitution and Human Rights 6 - YouTube

Promoting the Employment and Involvement of People with Disabilities

As part of our corporate social responsibility and beyond, Sanyo Chemical Group aims to create a workplace where everyone, regardless of disability, can work together with their peers and play an active role with peace of mind. To reach this goal, we promote various initiatives and have established and begun operating a support system for continued employment.

Percentage of employees with disabilities (as of June 1)

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FY2019 FY2020 FY2021 FY2022 FY2023
Employment rate (%) 2.18 2.17 2.09 2.23 2.06
Statutory employment rate (%) 2.2 2.2 2.3 2.3 2.3
Employees 26 26 26 27 26
  • Includes those seconded to Group companies

As of June 1, 2024, Sanyo Chemical employs 32 people with disabilities, for a 2.71% employment rate (the statutory rate is 2.5%)

Training to Promote Understanding of Employees with Disabilities

"Training to Promote Understanding of Employees with Disabilities " was conducted by external instructors for directors as well as HR and general affairs staff at each business site. A video was also streamed to all employees.
To promote a better understanding of working with members who have disabilities, we have also created an online course (video) that provides basic information about disabilities and explains about reasonable accommodations, and encourage all employees to take the course.

Training to Promote Understanding of Employees with Disabilities
(for directors)

Improvement of in-house equipment

We have installed multi-function toilets and have upgraded entrance doors at business sites to automatic doors.

Mirror Destination button

Destination button

Automatic door Slope

Office entrances and exits

Backrest with water faucet for washing pouches and bottles I-shaped handrail

Multifunction toilet

Support for continued employment

We have established a support system that enables members with disabilities and those who work with them to expand their sphere of activity with peace of mind, providing support when they join the company and follow-up support afterwards, along with conducting periodic interviews.
In addition, we have established the Work Support Consultation Office, an external consultation service to help with concerns caused by disabilities in the workplace and stresses at job sites.

Promoting Senior Empowerment

Through a reemployment system that allows employees to continue working after retirement, we are expanding opportunities for seniors to utilize their wealth of experience and knowledge to engage in a broader range of pursuits as they pass on skills and develop their successors.

Reemployment of retired employees

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FY2019 FY2020 FY2021 FY2022 FY2023
Reemployed people 27 14 20 20 19
Reemployment rate (%) 87 81 87 100 79
  • Includes those seconded to Group companies

Promoting the Employment and Advancement of Global Talent

A diversity of human resources from various cultures is essential to the global business that the Sanyo Chemical Group aspires to. Through efforts such as explaining internal systems, policies, and HR systems; translating internal documents into English; and helping with visa procedures, we are working to create an environment in which employees whose first language is not Japanese can play an active role. We will also continue to actively employ and advance global talent.

Employees with non-Japanese nationality (as of March 31)

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FY2019 FY2020 FY2021 FY2022 FY2023
Reemployed people 17 12 13 12 11
  • Includes those seconded to Group companies

Education and Training

FY2023 Results

*Horizontally scrollable

Topic Course/training name Eligible participants Instructors Participants
(people)		 Total time
(hours)
DEI Joint Lecture by Four Companies “Age Diversity from the Perspective of Intergenerational Gaps” Directors / employees External experts 165 330
DEI Training and Harassment Prevention Training New employees External experts 35 87.5
Women’s empowerment External, Open Training, 21st Century Seminar for Women’s Empowerment Employees (mainly female leaders) External experts 2 79
Internal, Open Training, Women’s Network Seminar Employees (women) External experts 9 180
Outside Female Directors Salon Employees Outside Directors 57 85.5
Seminar to support balancing work and childcare for those returning to work from childcare leave Employees who have had a child and their leaders, and internal and external partners (optional) External experts 127 175
Osaka University Style Industry-Academia Co-Creation Educational Business Development Program Employees (women suitable for program content) External experts 5 114
LGBTQ Salon by LGBTQ people Employees Internal staff 74 74
Online Mini Lecture SOGI (Sexual Orientation, Gender Identity) Directors / employees Internal staff 427 170.8
Employees with disabilities Training to Promote Understanding of Employees with Disabilities (for receiving departments) Employees External experts 59 29.5
Online Mini Lecture Employees with Disabilities Directors / employees Internal staff 893 357.2
Other Harassment Prevention Training Directors and managers (compulsory)
New employees		 External experts 414 828

Reference: Major training and seminars held until FY2022

*Horizontally scrollable

Topic Course/training name Eligible participants Instructors
DEI Seminar to Better Understand DEI Directors and employees (compulsory) External experts
DEI Training (Development and Management of Diverse Employees) New management appointees External experts
Online Mini Lecture on Unconscious Bias Directors and employees Internal staff
Improving Teamwork for Better Work Performance Directors and employees Prominent people
Women’s empowerment IkuBOSS Keynote Speech (for directors) Directors External experts
IkuBOSS seminar Directors and employees External experts
Living Proactively in an Age When People Live
to 100		 Directors and employees Advisors from other companies
LGBTQ Training to Better Understand LGBTQ Directors and employees External experts
LGBTQ Workshop (movie viewing and discussion) Directors and employees External experts
Employees with disabilities Training to Promote Understanding of Employees with Disabilities (for directors) Directors External experts
Training to Promote Understanding of Employees with Disabilities (for employees) HR and general affairs staff at each business site (open to all employees) External experts
Other Seminar to Support Balancing Work with Caregiving/Treatment (Basics) Directors and employees External experts
Seminar to Support Balancing Work with Caregiving/Treatment (Management) Directors and (primarily) managers External experts
Online Mini Lecture on Color Universal Design Directors and employees Internal staff
Seminar on In-Home Treatment and In-Home Caregiving Directors and employees External experts

External Evaluation

Received the highest rating of GOLD in the PRIDE Index for the fifth consecutive year

For the fifth consecutive year, the company received the highest rating of GOLD in PRIDE Index 2023, which evaluates initiatives related to LGBTQ.
Developed by the voluntary organization "work with Pride," the PRIDE Index recognizes companies that are making outstanding efforts to disseminate specific initiatives to society, and aims to promote and establish workplaces where LGBTQ and other sexual minorities can work with peace of mind.

Recognized for the second year in a row as the Best Workplace, the highest award category in the D&I AWARD.

The D&I AWARD is a certification system that recognizes companies leading the way in diversity and inclusion. In 2023, Sanyo Chemical Group, which is actively engaged in DEI, was recognized as a Best Workplace, the highest award, for the second year in a row. The D&I AWARD, sponsored by JobRainbow Co., Ltd., has four levels of awards awarded according to a score given based on evaluating 100 items comprising five aspects: LGBTQ+, the gender gap, disability, multicultural coexistence, and childcare/nursing care.

Awarded the 3-star L-boshi (the highest grade)

In March 2022, we were awarded the 3-star L-boshi (the highest grade) by the Kyoto Labor Bureau. L-boshi is a system under which the Minister of Health, Labour and Welfare certifies companies that have formulated and submitted action plans based on the Act on the Promotion of Women's Active Engagement in Professional Life and that are in good standing in terms of their implementation. There are three levels of certification, and we received a 3-star certification because we met the criteria for all evaluation items.

Awarded Kurumin / Platinum Kurumin certification

In August 2017, we received Platinum Kurumin certification from the Kyoto Labor Bureau. Kurumin certification is granted by the Ministry of Health, Labour and Welfare to "companies that support parenting," and Platinum Kurumin certification is awarded to Kurumin certification holders that demonstrate a particularly high level of commitment.
In 2007, we were the first company in Kyoto Prefecture to receive Kurumin certification.

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