- Specific Materiality
Diversity and Equal Opportunity
Principle and Outline
As a way of enhancing its corporate value, the Daigas Group believes that it is essential for the Group to promote diversity in its corporate membership and corporate structure whereby employees can maximize their potential, irrespective of gender, age, nationality or physical disability. Recognizing that it is necessary for the Group to foster a corporate culture, the Group has adopted the Daigas Group Diversity Promotion Policy aiming for people with diverse personality and talent are respected, accepted, they can feel rewarded and fulfilled through their work.
Supporting a More Active Role for Female Employees
MSCI Japan Empowering Women Index (WIN)
Gold in the PRIDE Index
As the working population is expected to decline in Japan, Osaka Gas believes it important to accept diverse values and has been striving to create a work environment where women can exercise their abilities and play active roles. Working in line with their aptitude and wishes, women have been displaying their abilities in the fields of gas production, gas supply and marketing. The Company continues to implement various measures, including institutional reforms, to achieve the numerical targets set forth in the Daigas Group Diversity Promotion Policy aimed at raising the percentage of women out of the total fast-track workforce to more than 30%, and raising the percentage of female managers out of the total number of employees in management positions to 5% by 2020. We have made various efforts to achieve a healthy work-life balance and taken measures for career development. Moreover, the Group carried out organization restructuring in April 2020. These endeavors and the impact of the restructuring have led to an increase in the percentage of women in management positions* to 5.2%.
In FY2109, Osaka Gas received gold in the PRIDE Index, Japan’s first index introduced by a volunteering group called “work with Pride” to evaluate corporate efforts to support inclusiveness of LGBT employees and other sexual minorities. Osaka Gas became the first gas provider to receive the award. The Government Pension Investment Fund (GPIF) has selected Osaka Gas as a component of the MSCI Japan Empowering Women Index (WIN), the GPIF’s ESG investment index for Japanese stocks.
* Managerial positions
Positions at the manager level or higher
■Change in the Percentage of Women in Managerial Positions (Osaka Gas)
■Main Actions Taken in FY2020
|Main actions taken during FY2020|
|Recruitment||Seminars for female students interested in working at Daigas Group companies, and seminars for science-major female students|
|Leaflets||Posting of articles about career plans pursued by female workers|
|Interns||Internships to enable students to get a first-hand look at the work-life balance of Daigas Group employees*1 Students to visit the homes of Osaka Gas employees on child-rearing leave|
|Development of human resources||Appointment of employees for various positions||Appointment of employees for certain positions based on interviews conducted by Business Units and interviews conducted to address problems facing front-line operations, and career plans (personnel management plans)|
|Education for career promotion||Mentoring program*2||Career-design seminars|
|Dispatch of employees to women's networking forums|
|Roundtable talks between female workers on careers (reinforcement of contacts with in-house role models)|
|Lunch communication sponsored by Directors|
|Interviews with young workers during their training period (young workers in their third year after assignment interviewed)|
|Dispatch to seminars conducted by a NPO J-WIN (clarification of the next step for one to become a candidate for managerial positions)|
|Enhancement of work motivation||Cross-industry exchange and career development workshop for professional-career track employees
(Diversity West Japan Study Group)
|Training for supervisors||Training sessions for newly appointed managers|
|Holding of a Diversity Promotion Forum (lecture by knowledgeable person and workshop)|
|Supervisor’s presence in training sessions for women (different-field job workshop, childcare worker training + supervisor forum)|
(Men are also eligible.)
|Child-rearing luncheon meeting (job networking event)|
|Childcare Worker + Supervisor Forum|
|Intranet networking for workers on leave and returners|
|Roundtable talk for people taking childcare leave|
|Holding of a cross-industry exchange forum for workers with working spouses|
|Corporate culture||Provision of information through continued distribution of e-mail news|
|Continued implementation of measures to promote efficient working|
Click here for further information on an action plan to empower women. (Japanese version only)
Action period: April 1, 2016—March 31, 2021 (Content of the activities has been posted since April 2014.)
*1 Work-Life Balance Internships
Students visit the homes of employees raising children on childcare leave. The program provides an opportunity to see how work is balanced with raising a child in practice.
*2 Mentor system (mentoring program)
A program experienced mentors provide to female employees being on the occasion of their life events and promotion in job career to develop a network and raising awareness for management.
Training for newly appointed managers/supervisors and diversity indicators
Osaka Gas conducted training for about 300 persons already serving in managerial positions in FY2014 but since FY2015 it has offered diversity training as part of the training given to newly appointed managers/supervisors.
■Number of Participants in Training for Newly Appointed Managers/Supervisors
Group consolidated companies
■Number of Participants in Mentoring Program
Creating a Work Environment for the Disabled
Hiring the disabled
Osaka Gas does all it can to hire disabled persons and creates a work environment conducive to the talents of each individual. As a result of these efforts, disabled persons accounted for 2.40% of our workforce as of June 2020, well above the legal minimum of 2.2%. Of the 33 Group companies subjected to the law, eighteen companies including Osaka Gas have achieved the legal minimum.
■Percentage Rate of Disabled Employees (Osaka Gas)
Creating a work environment for seniors
Osaka Gas has implemented a reemployment scheme to rehire employees who have reached mandatory retirement age, under which applicants are placed in jobs that match their skills and preferences. All Daigas Group companies have similar reemployment programs.
Osaka Gas established a Career Development Center to help its diverse workforce plan for post-retirement. Here, employees receive career guidance (training) and a career development interview at age 45 and in their early 50s.
This training offers the employees briefings on circumstances inside and outside the company as well as various support systems and, through closer examinations of their work histories and group discussions, the employees are encouraged to seek out career paths that is consistent with their values and motivation and to develop their own career plans. After concluding the training session, the participants are asked to fill out a career track questionnaire and then discuss their career development options in an interview with an in-house career counselor. More than 300 employees have such career development interviews” every year.
When employees reach the age of 54, they are invited to attend a “Nice Life Seminar” with their spouse. They are briefed about various systems that may affect their post-retirement life plans.