Diversity and Inclusion (D&I) Initiatives

Promoting the Advancement of Female Employees

Basic Stance

The Group highlights the promotion of diversity and inclusion in its management vision. We consider the advancement of female employees a key measure for promoting diversity and inclusion. By taking action toward this goal, we aim to be a company that co-creates new value with its various stakeholders and where all employees, women and men alike, can thrive to their full potential.
出光興産, DFF Inc.

Status of Female Employees(As of March 31, 2019)

項目 Female Percentage of Female
Number of Employees in Managerial Positions 24 people 1.7%
Number of Executives 3 people 5.8%
Number of Employees 609 people 11.4%
Number of New Graduates in April 2019 36 people 20.2%
Average Years Employed of Female Employees
Difference in Average Years Employed of Male and Female Employees
16.5 years -7.82%
  • ※The above data covers Idemitsu and Showa Shell hiring. (Includes employees seconded to other companies, but excludes employees seconded from other companies.)
  • ※About Idemitsu hiring, excludes seniors, full-time contract employees, and advisors.
出光興産, DFF Inc.

Vision for Promoting the Advancement of Female Employees

Regarding the advancement of female employees, we have established a vision for our female employees and for the company’s support systems.

Female employees
  • Multiple female employees participate in all workplaces and decision-making bodies, including meetings, and engage actively, expressing their own opinions.
  • Regardless of age or life events, women achieve professional growth with career goals aimed at value creation.
  • The company
  • Idemitsu provides equal opportunities for growth regardless of sex, age, or life events and evaluates employees fairly in line with their growth while supporting their endeavors.
出光興産, DFF Inc.

General Employer Action Plan

When formulating the General Employer Action Plan, we conduct surveys of the aforementioned hiring situation and of all employees regarding their job satisfaction, working environment, and utilization of their personal abilities. Using data-analysis tools, we uncovered fundamental factors that inhibit the growth and participation of female employees. Based on this, we set quantitative targets for problem areas where we need to improve.
We realize that creating rewarding workplaces where women can thrive helps foster work environments where all employees can balance their work and personal lives and utilize the full potential of their various talents. From fiscal 2020, we will promote initiatives based on this action plan.

Period of the plan
April 1, 2020–March 31, 2023 (3 years)
Idemitsu’s issues
  • Low percentage of women in management-level positions
  • Low percentage of women hired
Act on the Promotion of Women’s Participation and Advancement in the Workplace
  1. (1)Providing growth opportunities to female employees

    Quantitative target 1: Increase the number of women in management-level positions from the current 26 (1.7%) to 46 or more (3.0%)

    • Training female employees and ensuring growth opportunities
    • Changing attitudes and work culture for executives, superiors, and female employees

    Quantitative target 2: Increase the percentage of women hired after graduation from the current 22% to 30% or higher

    • Bolstering hiring activities (hiring interns, revamping our pamphlets and recruiting website, etc.)
    • Encouraging reforms in work styles on the manufacturing frontlines and holding networking events for female employees in the manufacturing sector
  2. (2)Supporting work-life balance

    Quantitative target 3: Increase the percentage of annual paid leave days taken from the current 69.3% to 85% or higher

    • Encouraging reforms in work styles (telecommuting, flextime, etc.)
    • Engaging in dialogue with each department and branch to encourage the taking of more annual paid leave days
出光興産, DFF Inc.

Specific Initiatives

Thematic Subcommittee

In order to implement the action plan, we think it is necessary to build a solid employee network. As part of it, starting from April 2020, employees who have common interest in a certain topic / theme gather forming subcommittees on Teams. Participants, not only limited to female employees, can share their problems and receive feedback from others about the topic. It could at least reduce anxieties among the members and stimulate them to exchange more ideas. ​

Month Number of
Target Number of
April 2020 2 times Employees on childcare 7 people Does the number of employees struggling to balance work and childcare increase due to Coronavirus? Let's talk about your concerns and take a step forward to solve them!
June 2020 4 times Employees on childcare 16 people The state of emergency has been lifted! Let's think together about to balance work and childcare in this post-Corona era!
Holding Opinion Exchanges with Female Employees in Technical Fields

In February 2020, we held an opinion exchange with eight female employees in technical fields from the Group’s complexes and refining companies. Because the small number of female employees in technical fields makes it difficult for them to network, we will regularly hold these kind of exchanges going forward with the aim of helping them network and share information. The inaugural exchange featured executive officer Michiyo Terakami, who talked about focusing on accomplishments, bringing people into your circle, and other important lessons that can be learned through work. A networking party was held afterwards at a restaurant Abiado on the 21st floor of the Daiba Office, allowing the attendees to gain a deeper understanding of one another while overlooking the city’s nightscape.

Networking with Female Employees from Other Companies

The former company Showa Shell held a networking event for female managers and South Korea-based GS Caltex every year since 2017. The third such event was held in September 2019, and the newly integrated company expanded the list of invitees to include next-generation leaders. The event provided opportunities to network with people outside the company and from overseas, creating strong bonds with the aim of broadening people’s minds and influencing future action. The participants fostered a sense of kinship among themselves, motivating one another to step outside their gendered boxes and take action enabling their own growth and activity.

Female employee exchange meeting

‘Ladies Meet Up @ Odaiba’ was a gathering organized for female employees on January 17, 2019. This gathering was organized to promote interaction between employees of Idemitsu Kosan and Showa Shell, and to increase awareness on how to make effective use of individual capabilities in an ever-changing workplace environment. A total of 103 female employees gathered in Odaiba from various parts of Japan, while others joined the gathering via Skype.
In the first half of the event, 2 female executive officers, Ms. Terakami and Ms. Inoue spoke about their careers. The participants were inspired by the fact that Ms. Terakami and Ms. Inoue took up the initiative and overcame hardships to get to where they currently are, in spite of the fact that there were few females in power at that time.
In the second half of the event, the participants reflected on the contents of the talk given by Ms. Terakami and Ms. Inoue and tried to apply what they had learnt to their own situations. All participants actively participated in group discussions, openly sharing their thoughts and opinions, such as attributes that they would like to utilize and new challenges that they would like to take up in the future. Positive feedback was received from all participants, with some expressing that the gathering was a great opportunity to freely discuss about work and a good platform to think about solutions to solve issues in the workplace together. Other comments include an improvement in the level of interaction between Idemitsu Kosan and Showa Shell employees.

出光興産, DFF Inc.