Promotion of Diversity Management
Diversity is upheld as one of the Group’s HR strategies in GC2021, the Medium-term Management Strategy. Aiming for the vision of “a strong Marubeni Group in which diverse individuals play active roles,” we will further promote diversity within the Group by building a corporate culture and workplace that utilizes the “strengths of the diverse individuals” of each employee with various personalities, experiences, capabilities, and values. Furthermore, we promote work/life management as the infrastructure for employees with various backgrounds to succeed.
Diagram: Marubeni Diversity Management
Empowering Female Employees
Marubeni is working to strengthen the recruitment and training of women for manager-track positions, actively dispatch them overseas, and create an environment where they can play an active role, regardless of life events. As of October 1, 2020, there are 359 women in manager-track positions (10.8% of all manager-track positions) working in Japan and overseas. Many women in this track are either relatively young or mid-career and are expected to play an even more active role as candidates for future managerial positions.
In addition, in accordance with the Act on the Promotion of Female Participation and Career Advancement in the Workplace, we have formulated Phase 2 of the General Employer Action Plan for the next five years starting from April 1, 2021. Under this action plan, we have set targets for the ratio of new female graduates hired for manager-track positions, the ratio of female employees in all manager-track positions, the ratio of female employees in all administrative-track positions, and the ratio of employees who take annual paid leave, and we will focus further on encouraging the success of women in the workplace.
Action Plan for Empowering Female Employees (Phase 2: April 1, 2021–March 31, 2026)
Click here to view Action Plan (Japanese only)
Ministry of Health, Labour and Welfare Database (Japanese only)
||I. Providing equal opportunities for women
・Ratio of female new graduates hired for manager-track positions will be raised from the current 20-30% to around 40-50% within three years (by April 1, 2024).
・Ratio of females in all manager-track positions will be at least 15%.
・Ratio of females in all administrative-track positions will be at least 10%.
II. Establishing an environment conducive to balancing work and family life
・Increasing the annual paid leave utilization rate to at least 70%.
Employees Posted Overseas (As of April 1, 2019)
Marubeni International Women’s Day
Marubeni has designated “International Women’s Day” (March 8), observed by the United Nations, as “a day to support the vibrant female workforce” and has held “Marubeni International Women’s Day” from the fiscal year ended March 31, 2018. In the fiscal year ended March 31, 2019, Marubeni conducted three programs: “IWD x Health and Productivity Management,” “IWD x Innovation” and “IWD x Career.”
■Part I: “Women’s Health: Topics that Both Genders Should Know About” (IWD x Health and Productivity Management)
We held lectures by OB-GYNs on female physiology, fertility treatments, menopausal disorders, and other topics. These lectures were held as part of the Marubeni Health Project, with the participation of some male employees, and provided an opportunity to acquire correct information on “Women’s health,” which all businesspersons including men should know.
■Part II: “The Potential of Women in Japan through Statistics” (IWD x Innovation)
We held lectures on the correlation between diversity and innovation and the necessity and effects of diversity that utilized OECD statistical data and analyzed the strengths and issues of women in Japan . “Diversity” has, indeed, become one of the keywords for management, as we reach a turning point in an age of drastic changes and rising uncertainty. The lecturer closed his talk with the powerful message which stressed: “the importance of each individual stepping away from the sense of a predetermined path, taking ownership of one’s career and honing the expertise that gives him or her the competitive edge, in order for Japan to compete in the world.”
■Part III: Recruitment PR Seminar “Developing one’s career for a bright future” (IWD x Career)
We held a briefing session for about 200 female students in the job-hunting process to explain the Company’s profile and status in promoting the advancement of women and provided a panel discussion led by female employees. We offered hints to the participating students on how to think about their future through discussions led by the enthusiastic female workforce.
Events commemorating IWD were also held at each location of our overseas offices and Group companies.
Overseas offices wearing purple to show support for International Women's day
Measures to Promote Opportunities for Women in Managerial Staff Positions
Since 2006, Marubeni has been working hard to recruit more women for managerial staff positions. As of October 1st, 2019, there are 338 women in managerial staff positions (10.1% of all managerial staff positions) playing an active role in operations in Japan and other countries around the world.
Many of the women in the manager track are in the early to mid-stage of their careers and are viewed as potential candidates for managerial positions in the future. As such, they are expected to play an even greater role in the years to come. Furthermore in FY2014, Marubeni started new programs designed to expand the number of opportunities for women in managerial staff positions. One of these is the "BENInovation Program", which focuses on opportunities for female employees and their immediate managers.
Also the following action plan was established in response to the promulgation of the Act on Promoting Women’s Empowerment in the Workplace. This plan defines the period leading up to March 31, 2021, as a time for creating foundations for incorporating diversity into decision-making. Looking towards the future, Marubeni will enhance hiring, overseas dispatch, and education activities based on this plan.
Action Plan for Empowering Female Employees (Phase 1: April 1, 2016–March 31, 2021)
Click here to view Action Plan (Japanese only)[69KB]
Data base in Ministry of Health, Labour and Welfare (Japanese only)
||Construct HR development pipelines by strengthening hiring, overseas dispatch, and other development programs with the goals of increasing the ratio of female managerial staff to more than 10% and raising the ratio of female managers to above 7% by March 31, 2021.
Diversity is upheld as one of the Group’s HR strategies in GC2021, the Medium-term Management Strategy. While the diversity targeted by Marubeni is not necessarily focused on gender, conscious efforts toward development have become one of the key issues, amid expectations for the further advancement of women. We implement the “BENInovation Program,” a program that primarily targets early to mid-career female managerial track staff and their immediate managers, to encourage these staff to take on greater challenges and to strengthen diversity management. Starting from the fiscal year ended March 31, 2020, certain programs have been opened to all employees who wish to participate, regardless of gender or position.
Trial Measures to Support Overseas Postings after Childbirth
Working styles and family circumstances are diversifying, and this includes an increasing number of families where both parents work. Marubeni is therefore taking steps to appropriately allocate and appoint human capital, and to promote continuous career and skills development. These steps include providing the necessary support and environment when employees posted overseas are accompanied by their children. Specifically, we provide support to ensure trouble-free overseas postings and help to prepare a suitable environment for the posting by providing a pre-posting visit, creating childcare check-sheets for posting destinations, and covering part of the cost of essential childcare services. We introduced these measures on a trial basis in April 2018, and will consider full-scale introduction after conducting reviews and revisions.
Opportunities for Senior Employees
In order to make full use of the knowledge and experience of senior personnel, a Continuing Employment System was introduced and, in principle, covers all employees over the age of 60 who wish to continue working after the normal retirement age. (As of October 1st, 2019 there have been 182 employees who have benefited from the Continuing Employment System.) In addition, through the Senior Career Matching System, we aim to increase the job mobility of senior employees and ensure that the right person is assigned to the right position, so that each employee can be most effective. From April 2018, we created a career counseling section within the Human Resources Development to further the roles of senior personnel in the workplace.