Diversity Promotion

Promoting the active participation
of diverse human resources

AIFUL aims to create a work environment in which diverse human resources can play an active role.

Obtained Platinum Kurumin certification

Platinum Kurumin Supporting childcare

In recognition of our initiatives to support employees who are balancing work and childcare and to encourage male employees to participate in childcare, AIFUL obtained the “Platinum Kurumin” certification as of October 15, 2019 under the revised Act on Advancement of Measures to Support Raising Next-Generation Children.

Platinum Kurumin certification

Action plan

AIFUL has developed an action plan to empower women in their professional lives.
We will continue to actively support the Diversity Promotion such as by increasing the recruitment of female employees and appointing women to executive and management positions, as well as establishing a better working environment for both male and female employees.

AIFUL’s issues

(1) Small percentage of women among regular employees
(2) Small number of female executives and managers

Period of the plan

From April 1, 2022 to March 31, 2025

Numerical targets

1. (FY ending March 2025) Increase the percentage of women among regular employee hires to 40% or more

2. (FY ending March 2025) Increase the percentage of female executives and managers by 140% vs FY ended March 2022 ・・・Increase the percentage of women in managerial positions by 140% vs FY ended March 2022 ・・・Increase the percentage of female section chiefs by 140% vs FY ended March 2022

Initiatives and implementation timing

1. Increase hiring of women
(1)From April 2022
Actively announce work-life balance support programs (e.g., on company website, general website on work-life balance support for women)
(2)From April 2022
Provide continuous opportunity to take workplace tours (e.g., company presentations, internships)
2. Develop/appoint female employees

Personnel system

(1)From April 2022
Continue to re-examine executive/manager appointment criteria
(2)From April 2022
Continue to re-examine the personnel evaluation system
(3)From April 2022
Re-examine the employee benefit program

Awareness reforms

(1)From April 2022
Continue introducing role models for female employees in managerial positions and examples of diverse career paths
(2)From April 2022
Continue to re-examine the follow-up program for employees returning from childcare leave

Corporate culture

(1)From April 2022
Continue initiatives to increase flexible workstyle options
(2)From April 2022
Continue to encourage the use by male workers of programs supporting work-life balance such as childcare leave and eldercare leave

(Supplement)
The above numerical targets and initiatives are action plans for regular employees employed by AIFUL.
* Most of the regular employees of our group companies (excluding overseas and affiliated companies) are seconded from AIFUL.

Disclosure

Progress (Period of the plan: From April 1, 2022 to March 31, 2025)
Numerical target Performance Target period
1. (FY ending Mar. 2025) Increase the percentage of women hired as regular employees to 40% or more 36% 2022/4/1 to 2023/3/31
2. (FY ending Mar. 2025) Increase the percentage of female executives and managers by 140% vs FY ended Mar. 2022 123% 2022/4/1 to 2023/3/31
Increase the percentage of female managers by 140% vs FY ended Mar. 2022 100% 2022/4/1 to 2023/3/31
Increase the number of female managers by 140% vs FY ended Mar. 2022 128% 2022/4/1 to 2023/3/31
Reference
Published Information Percentage
Percentage of female workers among all workers hired Regular employees: 36%
Fixed-term employees: 100%
Contract employees: 49%
2022/4/1 to 2023/3/31
Percentage of female workers in management positions 3.3% As of March 31, 2023
(Regular employees) Difference in average years of continuous service between male and female workers Male employees 17.1 years
Female employees 12.1 years
As of March 31, 2023
Percentage of female workers among all workers Regular employees 27%
Junior employees 81%
Fixed-term employees 59%
Contract employees 69%
Temporary employees 91%
As of March 31, 2023
Workers’ (Regular employees) average overtime hours per month 806 mins 2022/4/1 to 2023/3/31

※Above Reference information is calculated based on the definitions of each item in the Database on Promotion of Women's Participation and Advancement in the Workplace (Ministry of Health, Labour and Welfare).

Introduction of a retiree re-employment program

In accordance with changes in the social landscape, AIFUL has introduced a program to re-employ employees who have officially retired upon reaching the age of retirement but who wish to continue working, with the aim of supporting their “second work life.”

Employment of people with disabilities

The AIFUL Group's employment rate of people with disabilities is 1.9%, which is temporarily below the statutory employment rate (2.3%) due to an increase in the number of employees associated with business expansion and DX promotion. However, the Group continues to actively recruit people with disabilities based on its recruitment program and expects to exceed the statutory employment rate during FY 2023.