让不同的人力资源脱颖而出
让不同的人力资源脱颖而出(性别)
促进赋予妇女权力
关于促进赋予妇女权力, we are advancing initiatives divided into four stages: enhancement of the employment of women, 保留和积极参与, 晋升到管理职位, and follow-up training for promotion to post-managerial positions (executive directors). By, 例如, increasing the hiring of women who will play key roles for business career courses and implementing training programs—including hands-on training cycles and career building—for female employees in their first through fourth years of employment, we are working to foster greater awareness while enabling women to take on the challenges of leadership and learning by themselves from an early stage.
Designed for assistant managers prior to their appointment to managerial positions, the Company is conducting a practical Career Development Program (CDP) for women that produces outcomes on growth issue themes that make the best use of the strength of each and every individual. 同时也针对老板举办会议, through this training we are working to support their 晋升到管理职位 and to improve their ability to show leadership to female subordinates. 在他们被提升到管理职位之后, we aim to raise awareness of higher-ranking positions at exchange meetings for women in management positions and to systematically develop them by, 例如, 让他们向部门经理提供经验.
2022财年, new 女性's Career Seminars were offered with the aim of fostering career awareness among female employees and identifying candidates for promotion.
除了, the appointments of three female 外部董事 and a female Outside Director as chair of the Diversity Promotion Committee (在这里看到的) have created momentum to accelerate the promotion of women's activities.
靶标(SEKISUI CHEMICAL)
女性占总雇员的比例:2022财年30%(结果31).截至2023年4月，应届毕业生就业率为4%，2025财年为35%
担任管理职位的女性人数(比例):2025财年80人.0%), FY2030 120 (8.0%)
女性董事比例:2030财年30%
外部评价
- 08-05
截至10月4日, 2021, SEKISUI CHEMICAL has acquired second-stage Eruboshi certification as a company working to encourage the advancement of women.
http://positive-ryouritsu.mhlw.go.jp/positivedb/detail?id=352
”+倡议
2022财年, we invited members of the LGBTQ+ community as lecturers and held an online seminar where participants learned correct knowledge about LGBTQ+ and how to respect it in the workplace, 以成为盟友(支持者)为目标. 本次研讨会面向日本关水化学集团全体员工开放。. 在研讨会那天, 181名员工现场参与, 在真正的研讨会之后, 员工可以通过档案和其他渠道学习, as information is continued to be made available through the company intranet. We are creating a 文化 that respects diversity by providing opportunities for employees to specifically learn and think about respecting those members of the LGBTQ+ community and issues in the workplace.
妇女培训成果
| FY2018 | FY2019 | FY2020 | FY2021 | FY2022 | ||
|---|---|---|---|---|---|---|
| 女性职业发展计划(选定参与者) | 女性(人) | 35 | 39 | 52 | 58 | 49 |
| 上级(人) | 31 | 24 | 46 | 55 | 46 | |
| 女性事业研讨会 (参与开放) |
年轻员工(人) | − | − | − | − | 55 |
| 在抚养孩子(人)时 | − | − | − | − | 73 | |
| 所有女员工(人) | − | − | − | − | 67 |
交流会议及通讯
Meeting with the president/top management and women in management positions: October 20, 2022, 57岁的参与者
-
1.Lecture and question and answer session by a female outside director: “Are you able to work with energy? 为管理岗位上的每个人提供支持信息
-
2.Round table discussion with top management (president and officers): “On future career planning, 养育下一代, 辊模型, 等.”
发表在集团杂志上的女性经理圆桌会议
性别无关紧要! 规划自己的职业生涯.
- 12-21
Number of New-graduate Hires / Ratio of 女性 among New-Graduate Hires (SEKISUI CHEMICAL Group in Japan)
-
-
注意:Includes certain affiliates accounted for by the equity method and non-consolidated subsidiaries.
-
女性董事人数、女性比例(SEKISUI化学)
| 董事 | 审计和监事会成员 | 总计 | 执行官 | |||
|---|---|---|---|---|---|---|
| 内部董事 | 外部董事 | 公司审计和监事会成员 | 外部审计和监事会成员 | |||
| 女性 | 0 | 3 | 0 | 1 | 4 | 2 |
| 男人 | 7 | 2 | 2 | 2 | 13 | 22 |
| 妇女比例(%) | 0.0 | 60.0 | 0.0 | 33.3 | 23.5 | 8.3 |
女性董事和经理人数(娱乐大发澳门赌博平台)
| FY2018 | FY2019 | FY2020 | FY2021 | FY2022 | |
|---|---|---|---|---|---|
| 女董事人数(娱乐大发澳门赌博平台)* | 2 | 2 | 2 | 2 | 3 |
| 担任管理职位的女性人数(日本娱乐大发澳门赌博平台) | 156 | 185 | 187 | 195 | 208 |
- 不包括SEKISUI化学
SEKISUI化学人员组成
| FY2018 | FY2019 | FY2020 | FY2021 | FY2022 | ||
|---|---|---|---|---|---|---|
| 员工*1 | 男性(人) | 3,331 | 3,327 | 3,308 | 3,250 | 3,226 |
| 女性(人) | 587 | 629 | 652 | 652 | 661 | |
| 妇女比例(%) | 15 | 15.9 | 16.5 | 16.7 | 17.0 | |
| 长期全职员工*2 | 男性(人) | 3,072 | 3,073 | 3,060 | 3,023 | 3,032 |
| 女性(人) | 532 | 570 | 601 | 607 | 627 | |
| 妇女比例(%) | 14.8 | 15.6 | 16.4 | 16.7 | 17.1 | |
| 连续工作的平均年数*2 | 男性(人) | 17.3 | 17.2 | 17.2 | 17.6 | 17.9 |
| 女性(人) | 13.2 | 12.6 | 12.4 | 12.9 | 13.1 | |
| 管理职位(经理) | 男性(人) | 685 | 678 | 672 | 700 | 790 |
| 女性(人) | 30 | 41 | 44 | 45 | 47 | |
| 妇女比例(%) | 4.2 | 5.7 | 6.1 | 6.0 | 5.6 | |
| 管理职位(部门经理、总经理) | 男性(人) | 637 | 642 | 649 | 635 | 558 |
| 女性(人) | 14 | 15 | 16 | 15 | 17 | |
| 妇女比例(%) | 2.2 | 2.3 | 2.4 | 2.3 | 3.0 | |
| 所有管理职位 | 男性(人) | 1,322 | 1,320 | 1,321 | 1,335 | 1,348 |
| 女性(人) | 44 | 56 | 60 | 60 | 64 | |
| 妇女比例(%) | 3.2 | 4.1 | 4.3 | 4.3 | 4.5 | |
| 新担任管理职务的员工 | 男性(人) | 63 | 68 | 58 | 54 | 70 |
| 女性(人) | 3 | 14 | 6 | 3 | 6 | |
| 妇女比例(%) | 4.5 | 17.1 | 9.4 | 5.3 | 7.9 | |
| 副(助理)经理/主管级*3 | 男性(人) | 806 | 810 | 796 | 795 | 827 |
| 女性(人) | 71 | 84 | 96 | 113 | 127 | |
| 妇女比例(%) | 8.1 | 9.4 | 10.8 | 12.4 | 13.3 | |
- Workers with direct employment relationships with the Group (including permanent, full-time employees and non-full-time employees as well as workers on loan from the Group to other companies but excluding workers on loan from other companies to the Group)
- 员工 with no determined period of employment (including workers on loan from the Group to other companies but excluding workers on loan from other companies to the Group).
- 通过商务职业课程高级课程的员工
永久居民年龄构成, 2022财年全职员工*和女性比例(SEKISUI化学)
| 30岁以下 | 30到39岁 | 40 - 49岁 | 50到59岁 | 60岁及以上 | |
|---|---|---|---|---|---|
| 男性(人) | 386 | 614 | 739 | 1,142 | 151 |
| 女性(人) | 147 | 170 | 133 | 164 | 13 |
| 妇女比例(%) | 27.6 | 21.7 | 15.3 | 12.6 | 7.9 |
- 员工 with no determined period of employment (including workers on loan from the Group to other companies but excluding workers on loan from other companies to the Group)
2022财年的性别工资差距(SEKISUI化学)
| 长期全职员工 | 非永久雇员，非全职雇员 | 整体 |
|---|---|---|
| 67.6% | 101.2% | 68.6% |
| 指数 | 计算方法 |
|---|---|
| 性别工资差距 | 女性年平均工资/男性年平均工资× 100 |
-
注1:包括从集团借调到其他公司的工人.
-
注2:There is no wage disparity in the human resources system; based on the labor composition (age and qualifications) ratio
保留率(SEKISUI CHEMICAL)
| FY2018 | FY2019 | FY2020 | FY2021 | FY2022 | ||
|---|---|---|---|---|---|---|
| 员工流动率(离职人数) | 男人 | 42 | 63 | 48 | 74 | 85 |
| 女性 | 13 | 10 | 26 | 20 | 25 | |
| 总计 | 55 | 73 | 74 | 94 | 110 | |
| 保留率(%) | 男人 | 98.6 | 98.0 | 98.4 | 97.6 | 97.2 |
| 女性 | 97.6 | 98.3 | 95.7 | 96.8 | 96.1 | |
| 总计 | 98.5 | 98.0 | 98.0 | 97.5 | 97.0 | |
| 指示器 | 计算方法 |
|---|---|
| 保留率 | （1- (员工人数 who left employment / 员工人数 as of April of the fiscal year)) ×100 |
雇佣(SEKISUI化学)
| FY2018 | FY2019 | FY2020 | FY2021 | FY2022 | ||
|---|---|---|---|---|---|---|
| 应届毕业生招聘*1 | 男性(人) | 114 | 96 | 83 | 63 | 64 |
| 女性(人) | 39 | 35 | 43 | 18 | 25 | |
| 妇女比例(%) | 25.5 | 26.7 | 34.1 | 22.2 | 28.1 | |
| 职业生涯中期员工 | 男性(人) | 44 | 29 | 21 | 19 | 51 |
| 女性(人) | 9 | 4 | 2 | 3 | 9 | |
| 妇女比例(%) | 17.0 | 12.1 | 8.7 | 13.6 | 15.0 | |
| 职业中期任命的招聘比率(%)*2 | 25.7 | 20.1 | 15.4 | 21.4 | 40.3 | |
-
*1应届毕业生招聘: 员工 who joined the Company for the first time after graduation (undergraduate degree, 研究生院, 等.没有工作经验的人
-
*2职业生涯中期员工 (experienced personnel hires) ratio: Ratio of mid-career hires to all hires
入职3年后的保留率(SEKISUI化学)
| 加入FY2016 | 加入FY2017 | 加入FY2018 | 加入FY2019 | 加入FY2020 | |
|---|---|---|---|---|---|
| 就业三年后的保留率(%) | 98.2 | 90.6 | 88.6 | 93.1 | 89.6 |
| 指示器 | 计算方法 |
|---|---|
| 就业三年后的保留率(%) | Percentage of new-graduate hires in April of each fiscal year retained after three years of employment |
职业生涯中期新员工培训结果(SEKISUI CHEMICAL)
| FY2018 | FY2019 | FY2020 | FY2021 | FY2022 | |
|---|---|---|---|---|---|
| 项目参与人数 | 60 | 43 | 42 | 35 | 58 |
In line with the increase in mid-career hires (experienced personnel hires), SEKISUI CHEMICAL Group is conducting training for newly hired mid-career hires to learn about the Company’s history, 文化, 政策, 等.
工会会员
SEKISUI化工工会是本公司的工会. Adopting a union shop system, 100% of eligible employees are members (2,349 in fiscal 2022).
日本合并集团人员构成
| FY2018 | FY2019 | FY2020 | FY2021 | FY2022 | ||
|---|---|---|---|---|---|---|
| 员工人数 | 男性(人) | 16,362 | 16,360 | 16,062 | 15,857 | 15,822 |
| 女性(人) | 5,048 | 5,149 | 5,100 | 5,069 | 5,195 | |
| 妇女比例(%) | 23.6 | 23.9 | 24.1 | 24.2 | 24.7 | |
| 聘用的应届毕业生人数 | 男性(人) | 572 | 427 | 483 | 405 | 453 |
| 女性(人) | 251 | 176 | 209 | 150 | 157 | |
| 妇女比例(%) | 30.5 | 29.2 | 30.2 | 27.0 | 25.7 | |
| 管理岗位数(经理) | 男性(人) | 2,926 | 2,924 | 2,847 | 2,865 | 3,031 |
| 女性(人) | 130 | 158 | 160 | 168 | 178 | |
| 妇女比例(%) | 4.3 | 5.1 | 5.3 | 5.5 | 5.5 | |
| Number of managerial positions (department managers and general managers) | 男性(人) | 1,588 | 1,595 | 1,570 | 1,533 | 1,400 |
| 女性(人) | 26 | 24 | 28 | 27 | 28 | |
| 妇女比例(%) | 1.4 | 1.5 | 1.8 | 1.7 | 2.0 | |
| 管理职位总数 | 男性(人) | 4,514 | 4,519 | 4,417 | 4,398 | 4,431 |
| 女性(人) | 156 | 182 | 188 | 195 | 206 | |
| 妇女比例(%) | 3.3 | 3.9 | 4.1 | 4.2 | 4.4 | |
| 管理人员数量(全球领先) | 男性(人) | 204 | 206 | 193 | 183 | 115 |
| 女性(人) | 5 | 4 | 3 | 3 | 1 | |
| 妇女比例(%) | 2.4 | 1.9 | 1.5 | 1.6 | 0.9 | |
| 新任命管理职位的员工人数 | 男性(人) | 211 | 241 | 205 | 187 | 191 |
| 女性(人) | 20 | 38 | 12 | 17 | 22 | |
| 妇女比例(%) | 8.7 | 13.6 | 5.5 | 8.3 | 10.3 | |
-
注1:The above table is based on the results of the survey conducted in July 2023.
-
注2:The target group of management (global leaders) has been changed from FY2022.
-
注3:Errors in the figures reported last year for newly appointed to managerial positions in fiscal 2021 were corrected them.