Specific policies include "Development of abilities and careers of diverse human resources," "Improvement in work-life management (diverse working styles and health and productivity management)," and "Change in mindset and behavior of each employee and management by managers to encourage growth and evolution of subordinates" and we conduct awareness surveys as an indicator for evaluating our activities.

Group-wide policies and targets for promoting diversity are shared at the Sustainability Committee every six months. We also have appointed the Group CEO as Chief Health Officer to work on health and productivity management.

To promote active participation of women, we aim to increase the percentage of women in management positions to 5.5% by the end of March 2025. The target is applicable to 16 consolidated subsidiaries in Japan with 301 or more employees. As of the end of March 2024, the percentage of women in management positions is 3.9%. Since FY2018, all new graduates hired for generalist-track positions in major Oji Group companies are recruited by Oji Management Office Inc. to secure talented human resources and improve operational efficiency. Our target is to achieve at least 30% in the percentage of female new graduates hired for such positions, and we strive to secure candidates for future female managers. In FY2024, we hired 28 female new graduates, which accounted for 40.6% of those hired for generalist-track positions. Aiming to eliminate gender gaps in employee development, we provide training such as career building training for employees on the generalist track to develop pre-management male and female employees. In addition, measures we have taken to help employees balance work and childcare include opening “Nepia Sodaterrace,” a nursery in Edogawa-ku, Tokyo, and offering nursery subsidies for employees who return to work early from their childcare leave.
In addition to helping employees balance work and childcare as explained above, nursery “Nepia Sodaterrace” aims to address the issue of children on nursery waiting lists, thereby fulfilling corporate social responsibility. Not only our Group employees but also local residents can use the nursery. (As of the end of March 2024, six children of employees and fourteen children of local residents are using the nursery.)

We have proactively promoted the recruitment of people with disabilities, including the July 2007 establishment of Oji Clean Mate, a special-purpose subsidiary staffed primarily by people with mental disabilities. For the six major companies in the Group (including Oji Holdings) subject to special treatment for related companies, the employment of people with disabilities is 2.48%. To achieve the statutory employment rate (2.5%), we will further expand the employment of people with disabilities.

To secure human resources who can promptly realize the management strategies, we have been conducting mid-career recruitment. In FY2023, the Group hired 54 mid-career employees through Oji Management Office Inc., of which 28 are playing an active role as managers. We will continue to hire a certain number of mid-career employees, and also promote them to managerial positions. In addition, we leverage alumni human resources (employees who rejoined the Group after leaving for reasons other than mandatory retirement) by promoting those who gained effective outside experience.

In achieving diversity, we position the development of global human resources as an important theme. All new graduates hired for generalist-track positions in major Oji Group companies in Japan are recruited by Oji Management Office Inc. to secure talented human resources. In FY2023, three generalist-track employees of nationalities other than Japanese were hired as candidates for future managers in Group companies in Japan. We will continue to hire a certain number of non-Japanese employees, and also promote them to managerial positions. As of March 2024, there are 22 generalist-track employees of nationalities other than Japanese. 9 of them are managers, whose job includes the operation and management of local businesses of overseas Group companies. In addition, we strive to create an environment that encourages each employee to demonstrate their abilities, such as an environment where non-Japanese employees can communicate with each other and easily consult with HR representatives.
Of the approx. 38,000 Oji Group employees, 57.5% (as of the end of March 2024) are employees of overseas Group companies. Corporate managers and employees in managerial positions of those companies mainly consist of locally hired personnel. In 2019, we appointed a non-Japanese employee as a Corporate Officer.

The Group recruits a large number of foreign technical interns (including employees hired by local companies outside Japan) from countries such as Vietnam and Thailand in its corrugated container and folding carton processing businesses. The internships are run appropriately based on an internship program.

Based on the Oji Group Charter of Corporate Behavior and the Oji Group Code of Conduct, we created the Oji Group LGBTQ Handbook with the aim of fostering a workplace environment in which diverse human resources, including sexual minority parties, can play an active role within the Oji Group. In addition, an external consultation service for sexual minorities (for all Oji Group employees) was established on April 1, 2024.