Actions on Materiality
Diversity and Equal Opportunity (FY2019 Report)
Reasons why materiality is important for our business.
In order to expand into new fields of business, it is vital to build a corporate infrastructure that promotes diversity and allows everyone to participate. The Daigas Group recognizes the need for the Group to foster a corporate culture that will encourage the free expression of opinions and a transformation into a corporate entity that promotes diversity in its ranks and corporate structure in a way that encourages employees to maximize their potential irrespective of gender, age, physical ability, or nationality. This intention is spelled out in the Daigas Group Diversity Promotion Policy.
Inside of the Group
Management systems and its performance
Indicator (GRI Standards: 405-1)
Percentage breakdown of employees and executives by gender and age
Osaka Gas has formulated the Daigas Group Diversity Promotion Policy with the aim of creating a strong organization that can create new value. The Policy guides us to be a corporate group that can accept diverse values by respecting and approving diverse human resources without discrimination.
(International and domestic standards)
- U.N. Global Compact
- Act for Measures to Support the Development of the Next Generation
- Act on the Promotion of Women’s Participation and Advancement in the Workplace
(In-house policy and standards)
- Daigas Group Code of Conduct
- Daigas Group Diversity Promotion Policy
In the area of diversity and equal opportunity, we are taking action across the organization in line with the UN Global Compact, related laws, and the Daigas Group Diversity Promotion Policy to make improvements in recruitment, the development of human resources, and the workplace environment.
Based on the Act for Measures to Support the Development of the Next Generation and the Act on the Promotion of Women’s Participation and Advancement in the Workplace, we have been promoting initiatives with the aim of maintaining a 30% or higher female personnel ratio in career-track positions and achieving a female manager* ratio of 5% by 2020.
- ・Percentage of women among personnel hired in April 2019 for career-track positions:
- ・Percentage of women in management positions:
- 3.5% (as of April 1, 2019)
*Percentage of women in managerial or higher positions