Promotion of Diversity

In September 2022, the Sumitomo Bakelite Group declared that it would be promoting Diversity, Equity, and Inclusion (DE&I), and established the “Basic Policy” for achieving DE&I in October 2022. In line with this, we are working toward the realization of a company where diverse human resources can demonstrate their individuality and abilities, where fair opportunities are provided to each individual in accordance with his/her circumstances, and where they can actively work with mutual understanding and respect.

With the first step of promoting the active participation of women, we will make our company a place where diverse human resources, such as employees with limited employment due to nursing care or disabilities, foreigners with different cultural backgrounds, and LGBTQ people, can play an active role.
Through the promotion of DE&I, we will create innovation by bringing together human resources with diverse viewpoints and using flexible thinking.

The DE&I Promotion Office was established as a specialized department within the Human Resources Headquarters. Representatives from each business site in Japan and from Group companies also belong to the department to promote DE&I throughout Sumitomo Bakelite Group.

We are aiming to achieve the following targets to enable female employees to balance their own careers and life events.

(1) Continue working consistently and in the long term
(2) Perform at high levels
(3) Aim for higher positions

In fiscal 2022, to nurture a culture conducive to the active participation of women, we conducted diversity promotion training for members of management and diversity management training for department managers who have female employees in their line of command. These initiatives are monitored and reviewed by the Responsible Care Committee.

In March 2022, there were 40 female managers, for a female management staff ratio of 3.86%. The action plan developed in April 2020 addresses the issue of the low ratio of female career-track employees by setting and working toward the target for the “ratio of female career-track recruits of 20% or more each year.”

Of newly graduated recruits in fiscal 2022, the ratio of women was 25.9% (7 women among a total of 27 newly graduated recruits).

We have set a target of a 50% ratio of male employees taking childcare leave in fiscal 2023, and following the amendments made to the law in October 2022, we established the new “childcare leave after birth” system and provide five days of paid leave (100%), among other measures aimed at creating a workplace environment with leave systems so that male employees can take part in childraising.

Our company considers the employment of people with disabilities, as stipulated by law, to be an integral part of corporate social responsibility. While giving the necessary consideration to enabling those with disabilities to carry out their work, we endeavor to offer workplaces that are as safe and secure for those with disabilities as they are for others, and that allow employees to continuously hone and cultivate their skills.

We are also making continuous efforts to employ new graduates with disabilities by, for example, accepting students with disabilities for internships so as to provide them with opportunities that suit their conditions and workstyle needs.

In 2023, the Working Group for the Advancement of Women was established and round-table discussions were held for female employees at all business sites in Japan.

Based on the opinions of female employees, we are implementing highly effective measures that lead to the advancement of women, such as revising the system and strengthening educational activities.

In addition, we are encouraging female employees to share their views and opinions and build relationships where they can consult with each other.

The Sign Language Group was established in April 2022.
Deaf and hard of hearing employees at the head office serve as instructors and learn how to express fingerprints, sign language words, and sentences.
We will continue our activities to promote understanding of deaf people, improve sign language skills, and deepen exchanges between employees across departments.

The head office, Kanuma Plant and Shizuoka Plant offer internships for high school students with disabilities.
The program provides students with hands-on experience with our company operations, including Excel exercises and hands-on training at production sites.
We will continue to provide opportunities to ensure that employment options are not limited by disabilities.

Sign Language Team Activities

Ryuta Nakano is in charge of packing products at the Kanuma Plant, and his solid work has earned him the trust of his colleagues.
A versatile athlete, Nakano competed in national athletics competitions in high school, finishing second in the relay race and second in the 100 meter race.
After graduating from high school, his high physical ability earned him a place on the disabled soccer team, and he has become so good that he is called up every year to represent Tochigi Prefecture.
Nakano's team was the runner-up to the powerhouse Tokyo in the 22 National Disability Sports Tournament in 2022.
He is the oldest keeper in the team and the mood-maker in the workplace.
Sumitomo Bakelite will continue to support Nakano.

Ryuta Nakano

Appearance

Communication Space