Diversity, Equity & Inclusion (DEI) Initiatives

The Cosmo Energy Group’s Human Resources Policy explicitly states that we see human resources as important assets and seek to maximize their value.

Cosmo Energy Group’s Human Resources Policy

The Human Resources Policy clearly indicates the Group’s commitment to “respecting employee diversity and treating everyone fairly to foster corporate unity.” We are building workplace environments where all employees and executives are treated fairly, regardless of gender, and are able to demonstrate their full potential. In order to foster diversity, the Group has prioritized the advancement of women in the workforce, and as of April 1, 2024, the percentage of managerial positions held by women was 7.1%, surpassing the target of 6%. Under the current Consolidated Medium-Term Management Plan, we seek to keep the percentage of managerial positions held by women to at least 10%, and the percentage of women in new graduates hired at 50% or higher. In this way, we will continue to embrace and utilize diverse perspectives and opinions, and thereby promote organizational transformation.

Notes:

1. The target covers core employees of Cosmo Oil Co., Ltd., and includes employees seconded outside the company.

2. The percentage of managerial positions held by women is calculated as of April 1 of the applicable fiscal year. Previously, the reference date for calculation was March 31, or the end of the applicable fiscal year. However, in order to reflect the most recent employment, promotion, and related results, the date for calculating the managerial percentage has been changed retroactively to April 1 of the applicable fiscal year. Please note that a managerial position refers to any individual with subordinates and those above that individual, or an individual who has no subordinates but is in an equivalent position.

As part of efforts to promote the active participation of diverse human resources, the Group is promoting work-style reforms such as flextime and telework. To support employees who are balancing childcare and work responsibilities, we have implemented programs that are more comprehensive than legally required. While promoting efforts to increase employee awareness of the need for gender equality, we are also actively hiring more women and expanding their placement opportunities.

Balancing Work and Childcare / Nursing Care Responsibilities

In recognition of its efforts to create workplaces that enable employees to balance childcare and work responsibilities, Cosmo Oil, a member of the Cosmo Energy Group, has received Platinum Kurumin Certification¹ based on Japan’s Act on Advancement of Measures to Support Raising Next-Generation Children. Cosmo Oil was the first company in the oil wholesale industry to be certified as “Platinum Kurumin” by Japan’s Minister of Health, Labour and Welfare.

1. Platinum Kurumin is a special certification program applicable to companies that have already received Kurumin Certification under the Next Generation Act, based on their efforts to support employees with childcare responsibilities. Platinum certification however, requires an even higher level of employee support initiatives.

As part of its focus on respecting diversity, the Group also works to maintain and improve the percentage of employees with disabilities. As of June 1, 2024, employees with disabilities accounted for 2.76% of the workforce, exceeding the percentage mandated by Japanese law.

The Group’s basic approach is one of inclusion, placing differently abled people in the same workplaces. The Group strives to create an environment in which people with disabilities can play an active role by creating barrier-free access, enhancing communication tools, improving consultation systems, and conducting internal awareness-raising activities. The Group will continue efforts to improve the workplace environment in this and other ways.

Employment of people with disabilities　(figures reported by the Ministry of Health, Labour and Welfare)

In 2021, the Group fundamentally revised its employment options for employees who have surpassed the standard retirement age of 60. Based on our policy of encouraging employees to continue to play an active role for as long as they wish, these employees can continue to contribute without changing their job grade, compensation, and evaluation systems.

Rather than setting remuneration reductions for positions based on employee age or setting an upper age limit for managerial positions, the Group instead promotes employees based on their abilities and achievements. This fosters an environment where employees can demonstrate their abilities to the fullest.

We are also working on ways to increase work style options for post-retirement age employees, such as offering three- or four-day work weeks for those who need to limit their work hours due to individual circumstances.

The Group seeks to create new value by bringing together the diverse abilities and experiences of young, mid-career, and veteran employees.

Number of retirees and number of retirees rehired

The Group’s Code of Conduct calls for “respecting diversity and each individual,” and the Group’s Human Resources Policy calls for “respecting employee diversity and treating everyone fairly to foster corporate unity.”

Group employment regulations clearly state, “We do not discriminate on the basis of sexual orientation (i.e., orientation with respect to gender as the object of romantic or sexual feelings) or gender identity (i.e., perception of one’s own gender),” and employees are required to comply. In addition, the Group includes preventing discrimination and harassment on the basis of sexual orientation, gender identity, and gender expression among the topics covered in its annual Corporate Ethics and Human Rights E-Learning program.

As a result of these efforts, we received a bronze rating in 2022 and a silver rating in 2023 in the PRIDE Index, a measure established to evaluate workplace initiatives related to LGBTQ+ issues.