Diversity & Inclusion
Message from the President
Toward an Organization of Acceptance and Mutual Respect of Diverse Values
As we mark the 90th anniversary of Iwatani’s founding, we continue to strive to be a company pursuing businesses needed by society. As values change, society’s needs have grown increasingly diverse. While continuing to value the tangible and intangible assets inherited from past generations, we must repeatedly create new value by adapting to environmental change and incorporating new ways of thinking.
This is why the concept of diversity and inclusion is essential.
We believe that as employees demonstrate their own abilities to the fullest and increase mutual respect through acceptance of diverse values in an organization in which each and every employee enjoys psychological security, they will be able to create a wealth of value suited to the times in which we live.
In the future, we will continue to improve the environments in which diverse human resources can thrive, addressing and overcoming various differences, including those of generation, gender, nationality, and values. In this way, we will become a company that continues to meet society’s needs.
President
Our Policy
Diversity management that draws out the full capabilities of diverse employees will enable Iwatani to continue meeting societal needs. Accordingly, we are pursuing various initiatives to promote diversity and inclusion, under the slogan “Toward an organization of acceptance and mutual respect of diverse values.”
Action Policy
We will increase corporate value through fostering workplace environments in which diverse employees can demonstrate their abilities to the fullest and building an organization that continues to create new value.
Basic Policies
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(i) Fostering a culture of acceptance of differences
A culture in which psychological security is secured and diverse points of view are respected -
(ii) Increasing employee performance through realizing diverse work styles
Establishment and utilization of systems to realize flexible work styles -
(iii) Leveraging differences to create value
An organization that takes on challenges without fear of failure and in which diverse points of view and ideas are communicated actively
Action Plan on Initiatives to Promote Diversity
Pursuant to the Act on the Promotion of Women’s Participation and Advancement in the Workplace and the Act on Advancement of Measures to Support Raising Next-Generation Children, we have formulated an integrated General Employer Action Plan under both acts. By adding to our existing programs to support work-life balance companywide workstyle reforms and by developing flexible working environments, we will develop workplace environments and foster a company culture that provide opportunities for diverse employees to thrive.
Initiatives to Support Work-Life Balance Regarding Childbirth, Childrearing, and Long-Term Care
External Assessment
Platinum Kurumin Certification Earned A Mark of a Company That Supports Employees Childrearing
Platinum Kurumin certification is awarded by the Ministry of Health, Labour and Welfare of Japan to companies that have earned “Kurumin” certification as ones that support childrearing and have implemented efforts at an even higher level than other certified companies. After earning Kurumin certification twice, in 2015 and 2019, we earned Platinum Kurumin certification in 2021 in recognition of further progress in our programs to support work-life balance and revisions to work styles.
Two Stars Earned Under Eruboshi Certification
“Eruboshi” certification is awarded by the Minister of Health, Labour and Welfare to companies that have formulated an integrated General Employer Action Plan based on the Act on the Promotion of Women’s Participation and Advancement in the Workplace and have made outstanding progress on implementation of initiatives related to promoting women in the workplace. The certification is based on assessment of the five items of (1) hiring, (2) continual employment, (3) work styles including working hours, (4) percentage of management, and (5) diverse career tracks.
In 2022, we earned two stars, the second highest level of certification, in recognition of having satisfied criteria under items (2), (3), and (5).
Certified as a Leading Companies with Actively Participating Women in Osaka City
Under the Leading Companies with Actively Participating Women in Osaka City certification program, the city of Osaka certifies companies with a track record in proactive development of comfortable working environments for women. Approaches include building organizations in which motivated women can continue to thrive, support for work-life balance, and support for the participation of men in childrearing, housework, and community activities.
In 2021, Iwatani received two stars, the second highest level under this certification program. We were also certified as an Ikumen company that provides support in areas like male participation in childrearing.
Promoting Women’s Participation and Advancement in the Workplace
We are enhancing efforts to promoting female participation in the workplace in various ways, including proactively hiring women for career track positions, providing support for balancing work and various life events, and enhancing diverse workstyle options. As of March 31, 2023, women accounted for 6.0% of those in managerial positions. To increase this percentage, we are implementing a wide range of initiatives, including those focusing on young women and middle management.
Since the Act on the Promotion of Women’s Participation and Advancement in the Workplace was enacted in 2016, we have maintained a General Employer Action Plan and advanced initiatives to build workplaces in which women can demonstrate their individuality and abilities to the fullest.
Career Continuity Support
To enable employees to continue their careers through various life events, regardless of gender, we offer them the option of applying for changing forms of employment or transferring to work in another region based on the circumstances of each life event (e.g., marriage, job transfer of a spouse, or need to provide long-term care). We also maintain a program for the re-employment of those who have resigned for reasons involving marriage, childrearing, or the job transfer of a spouse so that those compelled by circumstances to leave employment can register for re-employment and return to work once certain conditions are met. In addition, we have adopted a leave program for spouse job transfers as part of programs to provide a wide range of options in work styles for different individual life stages and values.
Initiatives to Support Flexible Work Styles and Continuation of Employment
Support for Balancing Work With Life Events Such as Childbirth and Childrearing and Career Support
In addition to encouraging the use of various work-life balance support programs designed to allow employees to continue their careers even when experiencing various life events, such as childbirth and childrearing, we interview employees before they take maternity leave and before they return to work and provide programs to promote an effective work-life balance. The goal is to help employees build their careers and to avoid coming to a standstill during periods of leave.
Initiatives to Support Work-Life Balance Related to Childbirth, Childrearing, and Long-Term Care
External Networking and Information Sharing
Our initiatives go beyond those within the company. We participate in activities such as the Diversity Western-Japan Study Group and the Interindustry Diversity Study Group as part of proactive networking activities that transcend corporate boundaries. In addition to activities that apply the knowledge gained in these study groups to internal promotional activities, practical activities include inter-industry career forums for young women and seminars for men on balancing work and childcare.
Employment and Career Support for People with Disabilities
We strive to be an organization that can create value by accepting and strengthening diverse human resources, values, and work styles. We make proactive efforts to hire those with disabilities—both new graduates and individuals in midcareer. As one of our social responsibilities, we plan to maintain our efforts to increase percentages of employees with disabilities beyond that required by law. We are committed to advancing various environmental improvements in the workplace and to supporting programs that enable those with disabilities to demonstrate their abilities to the fullest.
Career Support for Senior Human Resources
We offer a system for the re-employment of retirees to enable the continual employment of senior human resources, who offer diverse experience and wide-ranging knowledge. We also help employees who do not desire re-employment with the company to find new employers. We will continue to broaden the career opportunities available to senior employees while providing them with career support.
Fostering a Corporate Culture of Diversity and Inclusion
We strive to deepen an understanding of diversity and inclusion among new employees and managers through training sessions in internal training programs. Training for those in managerial positions in particular includes discussions intended to foster awareness among those managing diverse subordinates. In addition, to foster a comfortable working environment and a workplace culture that values family, we have held Family Day regularly since 2017 for employee spouses and children. This event helps foster a workplace culture in which people work while valuing family and encourages employees to gain greater mutual respect by meeting each other’s family members.
