Diversity and Inclusion (D&I) Initiatives

Balancing Work and Life

Basic Stance

We position work-life balance support and next-generation development as key measures for promoting D&I and are working to upgrade our policies in line with life events. Fostering a workplace culture where employees can balance work and life (childcare and care giving), work easily, and feel a sense of accomplishment will help create an environment where all employees can make full use of their abilities.
出光興産, DFF Inc.

General Employer Action Plan Based on the Act on Advancement of Measures to Support Raising Next-Generation Children

We analyzed the Company’s issues, considered specific measures, and formulated an action plan to support the activities of employees who aim to balance work and life. In addition, in 2012 and 2015, we were recognized by the Ministry of Health, Labour and Welfare as a child-care support company and received the Kurumin certification mark.*

  • * The Kurumin certification mark is awarded by the Ministry of Health, Labour and Welfare to companies that actively support the development of the next generation. Based on the Act on Advancement of Measures to Support Raising Next-Generation Children, the General Employer Action Plan can be formulated and certified if certain standards are met.
Plan Period

April 1, 2020–March 31, 2023 (3 years)

Plan Details
  1. Measure1. Initiatives to support balancing work and childcare
    • Conducting follow-ups in response to life events and encouraging male employees’ participation in childcare
  2. Measure2. Initiatives related to revising workstyles
    • Implementing initiatives aimed at promoting work-from-home and flextime arrangements and the use of annual paid leave
  3. Measure3. Initiatives related to support the development of next generation
    • Holding “Children Office Tour” days for our employees’ children and providing internships to university students
  • * Specific initiatives tied to the action plan are detailed to the right.
出光興産, DFF Inc.

Measures Supporting the Balance of Work and Childcare in Response to Life Events

Overview of Measures
  • Measure A.All employees:
    Provide relevant information on programs and others which are related to life event and career development
  • Measure B.Eligible employees:
    Provide opportunities to build networks with colleagues who have undergone similar life events during the same period and offer corporate information in a timely manner
  • Measure C.Eligible employees:
    Provide a seminar to learn about how to cope with issues or concerns and to be ready for returning to work smoothly (External instructors)
  • Measure D.Eligible employees:
    Encourage to maintain work-life balance through sharing the progress of work after the return, having dialogues among participants or providing relevant information from the company
  • Measure E.Superiors:
    Provide opportunities to learn about how to manage and train employees with diverse workstyles, such an employee who is working while raising a child (External instructors)
  • Measure F.Eligible employees:
    Build networks with colleagues who have similar life events
出光興産, DFF Inc.

Publishing the Guidebook on Supporting a Balance between Work and Caregiving/Childcare Measure 1

In May 2020, we published an in-house guidebook on Idemitsu’s work-life balance support programs and systems to ensure that all employees could easily understand them. It sets out the actions needed to be taken when faced with the prospect of maternity, childcare, and caregiving, how superiors need to respond, and the responses required of colleagues as well as basic knowledge that everyone in the workplace should know regarding workstyles that balance work and life.

出光興産, DFF Inc.

Following Up with Employees on Childcare Leave through the Childcare Leave Online Salon Measure 1

With the aim of supporting a smooth transition back to work by abating worries and concerns during childcare leave and providing corporate information in a timely manner, we held a Childcare Leave Online Salon for male and female employees on childcare leave in July 2020. By June 30, 2021, a total of 33 employees participated in a total of four such salon events (10 in July, 9 in September, 7 in December, and 7 in June, 2021). At the inaugural event, we not only shared corporate information, such as current workstyles during the pandemic and their future direction, we also exchanged information regarding communication with the workplace, childcare, daycare searches, and more. We will regularly hold such events going forward, provide unbiased corporate information to those on childcare leave, and build networks among those on childcare leave with the aim of enhancing engagement with those on leave.

出光興産, DFF Inc.

Balancing Work and Childcare

To ensure greater job satisfaction for employees balancing work and childcare, we are rolling out measures to follow up on their life events.

  • * This measure was also outlined in the General Employer Action Plan Based on the Act on the Promotion of Women’s Participation and Advancement in the Workplace and the General Employer Action Plan Based on the Act on Advancement of Measures to Support Raising Next-Generation Children, which were formulated in April 2020.
Seminar on transitioning back to work for employees on childcare leave (February 28, 2021)

GoalTo learn ways to resolve common issues and concerns and get tips on maintaining work-life balance in order to ensure a smooth transition back to work.

Employees who are on childcare leave took the seminar to hear from senior employees who have already transitioned back to work about daily strategies, work productivity, and other items, learning work-life-balance tips to ensure a smooth transition back. The seminar was held on Sunday so that participants’ partners could also attend. In total, 13 employees and five partners joined.

Feedback from Participants
  • We were able to get into a transition mindset together as a couple.
  • I was reminded of the importance of communication with my spouse, of course, as well as with my superiors and colleagues.
  • I learned tips to remember when beginning to transition back to work and planned out my time carefully.
Work-life balance support seminar for employees transitioning back to work from childcare leave (February 26, 2021)

GoalTo exchange tips on working with more satisfaction while solving issues and concerns frequently experienced when balancing work and childcare

Because the originally scheduled seminar on transitioning back to work for employees taking childcare leave was suspended due to the COVID-19 pandemic, we held a seminar for this fiscal year only for employees who have transitioned back to work from childcare leave since April 2018. In total, 23 employees participated (21 women, 2 men). Through conversations with senior employees who raise children in dual-income households and workshops with other seminar attendees, employees conceived of ways to solve issues and envisioned their ideal career paths.

Feedback from Participants
  • By clearly communicating my own work-life balance worries with those around me (my superiors and partner),I felt reassured that there are many things I can solve.
  • I found this statement by the lecturer particularly helpful: “Don’t get hung up on the current situation. Think about five, ten years from now.”
  • A male manager taking part in the panel discussion is actively participating in childcare, and it gave me motivation.
Seminar for managers of employees who have children (March 12, 2021)

GoalTo learn techniques to manage the overall organization given that there are diverse workstyles among employees, including ways to engage with and develop employees who are raising children and have significant time constraints.

On March 12, we held a seminar for superiors of employees who have children as a measure to follow up on employees’ life events. Around 70 managers of employees with infants participated. They learned an organizational management approach that assumes a diverse workforce and offers ways to engage with and develop employees with a variety of workstyle needs, such as employees raising children.

Feedback from Participants
  • I realized that because employees each have their own situation to deal with, not just childcare, managers need to maintain a balance between operating results and training based on the situation.
  • Although we hold weekly meetings, because we are mostly working from home now, I think I need to foster an atmosphere where it’s easy to speak regularly outside of meetings.
  • I will not obsessively monitor employees caring for children.
  • By making efforts to communicate outside of office duties, Iwill continue to foster an environment where it’s easy to talk and assess the situation of the people I supervise.
Encouraging Male Employees’ Participation in Childrearing

In fiscal 2022, we conducted a survey of male employees with children and adjusted the work environment based on the results. We 1) clarified application procedures, 2) raised awareness among and confirmed the intentions of male employees with children, and 3) raised awareness of childcare leave-related information on the in-house intranet (once per month), such as that related to programs and the leave acquisition rate. In such ways, we continue to improve programs to be easier to understand and make it easier to take leave.

Seminar for managers of employees who have children (June 2021)

In June 2019, we held a seminar for 110 managers who have subordinates with newborn babies or who had returned to work from childcare leave. At the seminar, the participants shared management skills for employees with restricted working hours as well as examples of workplace problem solving. Going forward, we will continue providing seminars and workshops for child-rearing employees and their superiors. We will also continue to work on creating an environment where superiors can understand this group of employees and the employees can balance their work and childcare.


GoalTo provide opportunities for employees balancing work and childcare to network, share mutual concerns and strategies, and get tips on how to maintain balance.

Due in part to the closure of elementary schools and children not being sent to daycare amid the COVID-19 pandemic in fiscal 2020, 24 employees with children (15 women, 9 men) who are working from home participated in the subcommittee with the aim of getting tips on balancing work and childcare. A total of six meetings were held during lunch time and other periods, twice in April and four times in June. With children staying home due to the pandemic, employees got tips and advice on developing a mindset for balancing work and childcare by discussing their worries and concerns with employees in similar situations.

Feedback from Participants
  • I felt a lot better after speaking with people in the same boat. I realized I wasn’t the only one struggling.
  • Although everyone has their own concerns and ideas, by getting advice from perspectives different from my own, I was able to forget my daily annoyances.
  • Everyone was so optimistic, and I was motivated to make the most of my current situation.
出光興産, DFF Inc.

Response to the COVID-19 pandemic Measure 2

For employees who needed to use working hours to address family matters, such as for caregiving or coping with school and daycare closings, under the emergency declaration, we exempted the deduction of their wages. In addition, we fostered an environment in which all employees can continue to work, including by flexibly responding to employees who had planned to return to work from childcare leave but instead needed to extend their leave due to the nature of their jobs and requests from their daycares to keep their children home.

出光興産, DFF Inc.

Holding “Children Office Tour” Measure 3

We held “Children Office Tour” for the children of employees with the aim of creating opportunities for them to better understand their parents’ place in our company and society, as well as to encourage communication between the children and their parents. We began holding these days in 2019 and held the third one in August 2021, with 28 children participating online, including children from one country overseas. In addition to introducing Idemitsu, this time we collaborated with the Fujii Research Laboratory of Shizuoka University, which won the Grand Prix and Audience Awards at the University SDGs ACTION! AWARDS by Asahi Newspaper Inc. The children also learned about disaster prevention through traditional illustrated storytelling, dances, and quizzes.

出光興産, DFF Inc.

Providing Internships Measure 3

We provide internships (Summer Camp、Winter Workshop) to university students and grad students in summer and winter.

出光興産, DFF Inc.