Promotion of Diversity and Inclusion (D&I)
Initiatives for Diversity and Inclusion
Promotion of Diversity and Inclusion (D&I)
We are striving to create a workplace where individuals, regardless of gender or other attributes, with diverse experiences, knowledge, and skills can thrive and achieve well-being. By fostering open and frank discussions that bring together different perspectives and ways of thinking, we are working on initiatives related to diversity and inclusion (D&I) with the aim to drive value creation and personal growth. Our initiatives to enable diverse talent to thrive are promoted based on this approach to D&I.
Efforts toward diversification of human resources
As part of our efforts to diversify human resources, we are promoting initiatives such as advancing women's participation and acquiring external talent. Additionally, the OKI Group holds Diversity Seminars where executives, managers, and general employees learn together about D&I. In fiscal year 2023, OKI conducted the seminars under the theme of "Cognitive Diversity."
Promoting Women's Participation and Advancement in the Workplace
In order to help incrementally motivate female employees from the early stages of their careers, the OKI Group conducts career training for female employees in their fourth year of employment as well as selective leadership strengthening training. OKI aims to increase the female management ratio to at least 5% by April 2026. In the future, we hope to achieve an equal female management ratio in proportion to the number of female employees. We will continue to strengthen our initiatives for policies to encourage female employees to play an active role.
Employer Action Plan for the Act on the Promotion of Women's Active Engagement in Professional Life
OKI has formulated a general employer action plan in accordance with the Act on the Promotion of Women's Active Engagement in Professional Life.
Period of plan
April 1, 2023 to March 31, 2026
OKI's Issues
1: Low percentage of women in management positions.
2: The percentage of men taking childcare leave or other related leave is declining.
Targets and Details of Initiatives/Implementation Period
Target 1: The ratio of female managers to be 5% or more by April 2026.
<Details of Initiative>
- From July, 2023
Implement career training for female employees in their 20s to strengthen their career awareness in the early stages. - From September, 2023
Conduct training to strengthen the leadership of female employees who are candidates for management positions. - From July, 2023
Strengthen public relations activities to increase the number of female employees recruited.
Target 2: The acquisition rate of childcare leave and other related leave by male employees to be at least 50% each year. We also aim that all male employees can take childcare leave and other related leave if they want.
<Details of Initiative>
- From April, 2023
Promote taking childcare leave and other related leave for men (hereinafter referred to as "male childcare leave") We will introduce employee benefit using the original character "Baby8-chan" and will introduce people who have taken childcare leave. - From June, 2023
Conduct a questionnaire to check if those who wish to take childcare leave are able to do so. - From April, 2023
Raise awareness in the training for newly appointed managers to strengthen diversity management.
Female Executives and Employees and Female Management Ratio
| End of FY2021 | End of FY2022 | End of FY2023 | ||
|---|---|---|---|---|
| Number of female executives | OKI | 1 | 1 | 1 |
| OKI Group | 6 | 5 | 4 | |
| Female management ratio(*) | OKI | 3.6% | 3.9% | 5.1% |
| OKI Group | 5.1% | 5.7% | 6.4% | |
| Percentage of female employees | OKI | 13.5% | 14.0% | 14.8% |
| OKI Group | 23.2% | 23.0% | 24.8% | |
* The figures presented reflect the results as of the end of each fiscal year. However, for OKI's single-year results in fiscal year 2023, the figures for the female management ratio are based on the target set at the start of the fiscal year under the General Employer Action Plan in accordance with the Act on the Promotion of Women's Active Engagement in Professional Life. Therefore, the figures as of the beginning of fiscal year 2024 are shown.
OKI was recognized for its efforts to promote women's participation and advancement in the workplace, and has received the highest level (Grade 3) of certification from the Ministry of Health, Labour and Welfare since 2017.
Related Information
Acquisition of External Human Resources
From the perspective of sustainable growth, the OKI Group is working to increase the number of new graduates (by about 40 employees from fiscal year 2023 compared to the previous year) and mid-career hires to secure human resources for existing businesses and simultaneously to advance hiring of human resources with diverse perspectives and knowledge to create new businesses.In addition, from fiscal year 2022, we will introduce a system accepting secondary job employees in addition to the aforementioned secondary job system, and promote the acceptance of human resources in strategic fields on a project basis or short-term employment.
OKI Group (Domestic) Number of New Graduate Hires
* Number of full-time mid-career hires in the OKI Group (Japan)
Acceptance of Side Jobs and Dual Employment
To incorporate talent with expertise that we do not have in-house, we introduced a system in fiscal year 2023 to accommodate side jobs and dual employment. This includes accepting highly specialized personnel on a project basis or for short-term employment in strategic areas.
| FY2023 | |
|---|---|
| Number of people accepted for side jobs and dual employment (OKI) | 6 |
Hiring of Challenged People
OKI is actively engaged in the employment of persons with disabilities, primarily through its special subsidiary, OKI Workwel. Individuals with disabilities play active roles in various workplaces as valuable contributors to value creation.
As of June 2024, the special subsidiary OKI Workwel employs 81 people with disabilities, 69 of whom, finding commuting difficult, are working from home across 25 prefectures and are engaged in tasks such as website production utilizing IT skills.
| FY2021 | FY2022 | FY2023 | |
|---|---|---|---|
| Employment rate of persons with disabilities(*) | 2.44% | 2.60% | 2.72% |
* Aggregate figure for seven special subsidiary companies in Japan
Promoting Older Employees' Participation in the Workplace
In order to leverage and smoothly pass on the techniques and skills cultivated by employees, OKI supports the workplace participation and diverse work styles of older employees who continue to be hired after retirement. Based on the principle of continued employment in workplaces where the employee can be expected to play the most active role while meeting his/her needs and expertise, we support pre-retirement employees in designing their careers after retirement by holding meetings with them , confirming their career paths and mindset training. In addition, as with regular employees, we have introduced systems that lead to increasing the participation and motivation of older employees, such as target management and evaluation system. The continuous employment system is for all employees who wish to continue working until they reach the age of 65. We also have a continuous employment system for those who meet certain criteria for employment until they reach the age of 70.
Initiatives for Sexual Minorities
Aiming to become a workplace in which everyone is respected and able to securely demonstrate their abilities, the OKI Group has provided internal consulting service and e-learning materials that allow users to gain basic information at any time about LGBTQ, which refers to sexual minorities.
In April of 2023, OKI introduced its "partnership system," which handles partnerships in which one or both partners are sexual minorities as though they are legally married as to time off, leaves of absence, and certain other in-house systems.
Sentiments Contained in the Diversity Promotion Logo
OKI's diversity promotion logo contains the sentiment that "We will combine each of our differing colors to paint one picture while respecting one another. From that pictures expands a creative, hitherto unseen world that cannot be expressed monochromatically. We will create innovation through diversity." This logo was designed by "OKI Networkers (members who work from home in many parts of the country, including people with severe physical disabilities)" who works for OKI Workwell, a group company.
OKI's diversity promotion logo contains the sentiment that "We will combine each of our differing colors to paint one picture while respecting one another. From that pictures expands a creative, hitherto unseen world that cannot be expressed monochromatically. We will create innovation through diversity." This logo was designed by "OKI Networkers (members who work from home in many parts of the country, including people with severe physical disabilities)" who works for OKI Workwell, a group company.
