Initiatives to Promote DE&I

 

1. Plan Period	April 1, 2026 – March 31, 2028
2. Quantitative Targets	Targert1	Achieve and consistently maintain a 90% or higher utilization rate of childcare leave by male employees (including childcare encouragement leave and special leave related to childbirth)
	Target 2	Reduce the number of cases in which overtime work exceeds 45 hours per month for general employees by an annual average of at least 5% (compared to FY2025)
	Target 3	Achieve a female managerial ratio of 2.7% or higher
	Target 4	Achieve and consistently maintain a 70% or higher rate of male employees taking 28 days or more of childcare leave
3. Details of the Plan	For further details, please refer to the Ministry of Health, Labour and Welfare website (Japanese)

Sumitomo Riko Group is actively working to create a corporate culture in which everyone can play an active and rewarding role, regardless of gender, nationality, or hiring route. Women, foreigners, and mid-career recruits are hired and promoted to management positions based on a comprehensive assessment of their abilities and aptitudes, regardless of their attributes. With regard to women, we consider the fact that there is a gender gap in the percentage of female employees and managers to be an issue. For this reason, we have set specific targets and are working to resolve these issues.

"SWING Women's Forum" has been held continuously since FY2017 for female employees of the Sumitomo Electric Group to support mutual study and networking. The members of the Human Resources and DE&I divisions of Sumitomo Electric Industries, Sumitomo Wiring Systems, and Sumitomo Riko serve as the secretariat of the forum, which aims to promote the advancement of women throughout the Group by fostering and developing the skills of female employees.
When it was first held, the main focus was on women in clerical positions (general positions), but in FY2021, it continued to adapt to changes in society by focusing on women in career-track positions and incorporating online seminars to deal with the Corona pandemic and diverse work styles.

As of the end of fiscal year 2024, the percentage of female managers at Sumitomo Riko was 2.3% (13 persons).
In FY2023, we conducted a questionnaire survey of female managers, and in FY2024, based on the results of the survey, we launched initiatives to create an environment in which women can aim for career advancement.
We will continue our efforts to ensure that women can continue to work with peace of mind and aim for career advancement through measures such as strengthening recruitment, training, and the development of systems.

Approximately 80% of the group's employees work in overseas locations, and of course, we do not make any distinction between foreigners and Japanese.
At our overseas offices, we are always conscious of the localization of main business operations, as we strive to develop local staff who can take on the role of local base chief officer. On the other hand, in Japan, we consistently hire people with high aspirations and a strong desire to work for our group, regardless of their nationality, and their fields of activity are expanding day by day.

In anticipation of new perspectives and ideas, and the innovation that lies ahead, we hire a certain number of mid-career (career) employees every year. We also promote the direct employment of temporary employees with proven work experience (promotion to employees), and we consider it part of our DE&I promotion to provide them with opportunities to fully demonstrate their practical skills and work immediately as core human resources.
We evaluate and treat new hires fairly and impartially, without distinction from new graduates, so that they can move up the ladder according to their abilities.

Sumitomo Riko accepts people with disabilities in each of its divisions and promotes the performance of work suited to their aptitudes while gaining an understanding of the host workplace.
In November 2013, SumiRiko Joyful Company Limited, a special subsidiary, was established to promote employment of people with disabilities and contribute to society. The number of employees has grown from five at the time of its establishment to about 30. The scope of its business has expanded over the years to include in-house mail pickup and delivery, archive management, printing, converting documents to electronic data, and cleaning services.
In addition, since FY2019, we have continued to transfer employees from SumiRiko Joyful to Sumitomo Riko. Currently, two employees are transferred to the Global Headquarters and three employees are transferred to the Komaki Plant, where they work together in the same environment as regular employees. In FY 2024, the first new graduates hired directly by Sumitomo Riko will be assigned to the Corporate Division, expanding their job scope.
In FY2024, we held “Lectures on Promoting Employment of People with Disabilities” and “Lectures by Supporters of Employment of People with Disabilities” for all positions and receiving workplaces in the Komaki Head Office area, respectively.
We will continue to foster understanding within the company and create an environment in which each individual can work by making the most of his or her individuality.

Based on the concept that “there is no business strategy better than human resource development,” we conduct training in a variety of formats, including basic and periodic training, position-based training, and needs-based training. In FY2024, we continued to conduct D&I training within position-specific training, and tried various approaches to suit the target participants, such as basic knowledge of D&I, introduction of Sumitomo Riko's approaches and current status, and improvement of specific action levels based on case studies. In recent years, we have taken up themes such as Unconscious Bias and LGBTQ, creating opportunities for all participants to think together. Starting in FY2025, we have added E (equity) as a theme and publish an LGBTQ guidebook to further improve understanding.

Sumitomo Riko participates in a variety of certification and registration schemes with a view towards reforming our employees’ mindset and fostering a corporate culture of diversity. We use these schemes not only to promote our commitment to the outside world, but also to confirm our position in our industry and to consider our future directions and actions.