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Diversity and Equal Opportunity

Initiatives Towards Diversity

Percentage of Women in Management Positions

We consider people as the most valuable asset in the Group. We work to actively support women's efforts as an initiative towards diversity. Since its founding, the POLA ORBIS Group has, through its cosmetics business, supported the advancement of women in society in response to the changing times. Under this corporate culture, nurtured over the years as a company supporting women's progress, we have been providing extensive opportunities to female employees with strong motivation and excellent abilities, have assigned them to management positions, and are promoting improvements in the workplace environment where each member, regardless of gender, can fully demonstrate his or her ability.
As a result of these initiatives, female employees have successfully developed their careers, with the percentage of women in management positions at 44.4% for the entire Group, including overseas operations. Looking only at the Japanese Group companies, there was still a significant increase in the percentage of women in management positions, from 13.6% in 2007 when we moved to the Holdings system to 26.5% in 2018. Aided by a workplace environment in which female views are valued, these women exercise their full potential in various ways, such as developing products from the customer's perspective and improving offered services.

Active Efforts to Support Childcare (Awarded Kurumin Certification)

Symbol representing Certification in Corporate Childcare Support offered by the Health, Labour and Welfare Ministry

Symbol representing Certification in Corporate Childcare Support offered by the Health, Labour and Welfare Ministry

We work to actively support childcare as one kind of career support measure, supporting women in the different stages of life. We are developing work systems that allow employees to choose diversified and flexible work styles, including shortened working hour programs that employees can choose depending on their childcare situations and working only within viable hours for the purpose of childcare (until the child finishes his or her third year in elementary school). For example, POLA works to assist in the smooth reinstatement of employees after childcare leave by giving explanations to those in managerial positions about the systems that allow employees to balance work and childcare and by implementing pre-reinstatement interviews with supervisors, training on career planning for those returning to work from childcare leave, and other initiatives for developing career paths while raising children. This led to a high 94% (2018 results) of employees who took childcare leave returning to work.

Creating a Workplace where Employees with Disabilities can Work with Peace of Mind

We are working to create a workplace where employees with disabilities can work with peace of mind. In addition, POLA and ORBIS work to increase work opportunities by developing a working environment in which each employee can maximize his or her potential while considering employees for whom commuting is difficult, through measures such as the establishment of satellite offices in suburban areas with the aim of reducing employees' commuting and improving facilities, including barrier-free offices and professional equipment with universal design. Through cooperation with Startline, a company with expert knowledge in disabilities, we are also creating support systems to allow employees with disabilities to work in an environment that helps alleviate their concerns about their physical and mental health. As a result of these initiatives, we currently employ 75 workers with disabilities across the Group. (as of January 2019). We will continue our group-wide efforts to create workplaces in which employees can demonstrate their abilities.