Initiatives to increase the number of female employees, managers and directorsThinking about diversity and inclusionToward achieving the goal of “20% of Female Managers by 2030”Yuki HigashiWe are working to foster female director candidates through systems and initiatives such as the launch of the sponsorship program.meeting to focus on female employees and discuss female management candidate appointment, their development status, and measures for further development, if needed. In addition, we are working to achieve a 50% ratio of female recruits and a 15% ratio of permanent female employees by 2025 as part of our goal of increasing the number of female employees company-wide.Leadership training. We aim to dispel preconceived notions about female To increase the female manager ratio, we have introduced a selective training program for management candidates and are recruiting talented people from within and outside the company to achieve our target female manager ratio by 2030.Time is set aside at the annual company-wide people development review Besides these efforts, we are developing Unconscious Bias and Inclusive Diversity and Inclusion symbol “DEAR”Diversity and Inclusion symbols for each divisionDetails of Inclusion initiativeshttps://en.ccbji.co.jp/csv/inclusion/Through my career of sales, marketing, and HR, I’ve come to realize that discussion among individuals with different values and backgrounds is necessary in order to create new ideas and new ways of doing things. In that situation, to break out of the normal or “norm”, it is essential to to be open to different opinions and feel that one will not be rejected even if he/she is incorrect. As I am now working closely with management, I am feeing the importance of diversity for the company’s sustainable growth and transformation. I’d like to continue working with everyone to create a workplace where all employees, may thrive, including those with visible and invisible differences. employees. Our company will enable all employees to explore various career paths. By doing so, we will foster and establish an organizational culture that understands and respects diversity. Also, we are focused on creating an environment in where women can play an active role by expanding the spousal maternity leave system.* Unconscious bias is an unconscious assumption. Unconscious bias refers to the unconsciously biased manner of looking at things in our daily lives.Our female manager ratio was 6.4% as of January 2022.In order to achieve the 2030 target of 20%, we set specific quotas for each division in August 2021, based on the results of an analysis of the business characteristics and current status of each division. In November, the Head of HR and General Affairs explained to all employees the necessity and reasons for our current focus on promoting women’s advancement. For this purpose, we have mentioned the need of have human resources with varied beliefs and viewpoints who can respect one another’s differences while also generating and implementing new ideas and solutions through in-depth discussions. We are making steady progress toward achieving a workplace where women can play an active role through these initiatives.Senior Business Manager to CEO[Inclusion] Highlights18
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