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With Our Employees Promoting Diversity & Inclusion

We at Kaneka seek out diverse human resources, and continually strive to build their capacity and provide an environment where they can capitalize on their strengths.


Active Promotion of Female Employees

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In fiscal 2015, we created the Women's Network Program. The goal of this program is to bring about a workplace where women can play an active role, and female employees are encouraged to voluntarily join together to collaborate and proactively address workplace challenges. During the first phase, 17 women of all job types worked as a team over six months to propose specific measures aimed at solving workplace problems.
In addition, 50 female managers and employees in senior staff positions attended external leadership trainings, and lectures for promoting women in the workplace were held for management, along with a seminar for those managing female subordinates conducted as part of training for new managers.
In addition to further working to create a workplace supportive of female employees, we continue to expand our efforts to actively support their capacity development.

A group work session of the Women's Network Program
A group work session of the Women's Network Program

■ Action Plan under the Law to Promote Women in the Workplace

Through creating a workplace environment where highly motivated and skilled female employees can play a greater role, we actively promote their capacity building. To this end, we have developed the following action plan.

1. Time period

April 1, 2016 through March 31, 2021

2. Objectives, activities and timing


Doubling the number of female officers, as well as the appointment of multiple women to senior manager positions.

<Activities - 1>

To develop a work environment where female employees can play a greater role.

1) April 2016 -
Create a model workplace where women play an active role. Based on this example, expand such supportive conditions to other workplaces.
2) April 2016 -
Improve work arrangements in order for work duties to be more efficiently conducted within set working hours.
Promote the use of telecommuting and shorter work-hours programs for creating an environment where employees can balance work and personal life.
3) August 2016 -
Expand the activities of the Women's Network Program for female employees to make further recommendations for transforming their activities and the company.
4) April 2017 -
Establish a Career Consultation Desk within the Human Resources Department to provide advice for employees to improve their career vision, with more experienced female employees serving as advisors.

<Activities - 2>

Actively promote the capacity building of female employees.

1) April 2016 -
Create personalized training plans for manager candidates, provide them with jobs with greater responsibilities, and monitor the status of progress.
2) April 2016 -
Encourage opportunities for female employees to actively exchange views with their peers in other companies, enabling them to gain a clearer vision for their career.
3) October 2016 -
Through continued training sessions and lectures, train managers working with female subordinates to be advocates for women empowerment.

<Activities - 3>

Proactively recruit and hire female employees.

1) April 2016 -
Expand information sessions for female students, and increase the percentage of new female graduates hired.
2) April 2016 -
In order to expand the cohort of future manager candidates, proactively hire women for senior staff positions.
3) October 2016 -
In collaboration with universities, plan and conduct seminars targeted to female students, providing opportunities for them to think about their employment options and life plans.

■ Change in Ratio of Female Managers

Percentage of female managers among all executive positions
Percentage of female managers among all executive positions

Hiring and Support of Employees with Various Nationalities

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We proactively recruit employees with various nationalities. In order for those newly hired to quickly become accustomed to the workplace and play an active role, we have set up consultation desks for those who come from countries other than Japan at each of our work locations, and continually provide support, such as Japanese language training.

■ Changes in New Hires Who Come from Countries Other than Japan (New Graduates)

Year HiredTechnical StaffClerical StaffTotal

Employment of Persons with Disabilities

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The employment rate for persons with disabilities in fiscal 2015 reached 2.06%, achieving the legally mandated employment rate (2.0%). We will continue to actively employ persons with disabilities and support employment efforts by our group companies by expanding the range of occupational opportunities and creating a welcoming workplace.

■ Changes in Rate of Employment of Persons with Disabilities

Fiscal YearCompany Employment RateLegally Mandated Employment Rate

Employment of Senior Citizens

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In light of the Amended Act on Stabilization of Employment of Elderly Persons, which took effect in April 2013, we revised our system for senior contract employees to accommodate those who wish to continue their employment up to age 65.
In order for our senior employees to enjoy working while maintaining high levels of productivity, we offer opportunities for them to well prepare possible required skills in an early stage.
In fiscal 2015, we initiated new career design trainings for 50- and 55-year-old employees, to encourage them to see their retirement from the company at age 60 as a turning point where they can take up new work with enthusiasm.

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