Empowering Female Employees

Marubeni is working to strengthen recruitment and training of women for career-track positions, to dispatch them overseas proactively, and to create an environment where they can play an active role regardless of life events. As of April 1, 2023, there are 475 women (14.0% of all career-track positions) working in Japan and overseas. Many women in this track are either relatively junior or mid-career and are expected to play an even more active role as candidates for future managerial positions.
在accordance with the Act on the Promotion of Female Participation and Career Advancement in the Workplace, we have formulated Phase 2 of the General Employer Action Plan for the next five years starting from April 1, 2021. Under this action plan, we have set targets for the ratio of new female graduates hired for career-track positions, the ratio of female employees in all career-track positions, the ratio of female employees in all managerial-track positions, and the ratio of employees who take annual paid leave, and we will focus further on encouraging the success of women in the workplace.
在addition, Marubeni has established “Female Empowerment at Work 2.0” as our new policy in August 2022.
在addition to the various initiatives　(taken to create an environment where female employees can continue thriving at work, “Female Empowerment at Work 2.0” aims to create an environment where women are more deeply involved in corporate management and business decisions making at Marubeni. Also, we will focus further on “expanding the talent pipeline” to enhance growth opportunities for women and strengthen their career paths towards positions that involve decision making.

赋予女性员工的行动计划(阶段2: April 1, 2021–March 31, 2026)

Click here to view Action Plan (Japanese only)

Ministry of Health, Labour and Welfare Database (Japanese only)

Goals

I. Providing equal opportunities for women Ratio of female new graduates hired for career-track positions will be raised from the current 20-30% to around 40-50% within three years (by April 1, 2024). Ratio of females in all career-track positions will be at least 15%. Ratio of females in all managerial-track positions will be at least 10%. II. Establishing an environment conducive to balancing work and family life 在creasing the annual paid leave utilization rate to at least 70%.

Female Empowerment at Work 2.0 (Established in August 2022)

BENInovation Program

Diversity is upheld as one of the Group’s HR strategies in the Medium-term Management Strategy GC2024. While the diversity targeted by Marubeni is not necessarily focused on gender, conscious efforts toward female employee development have become one of the key issues, amid expectations for the further advancement of women. We have been implementing the “BENInovation Program,” a program that primarily targets early to mid-career female career-track staff and their immediate managers, to encourage these staff to take on greater challenges and to strengthen diversity management. Starting from FYE 3/2020, certain programs have been opened to all employees who wish to participate, regardless of gender or position.

With the increasing number of dual-income households and diversified workstyles and family situations, the Company is implementing measures to provide the necessary support and environment for employees who will be posted overseas and will be accompanied only by their children. By doing so, the Company ensures that the right people can be placed in/promoted to the right positions in the right places and that these individuals can achieve ongoing career and skills development. Specifically, we provide support to ensure overseas postings are trouble-free and help to prepare a suitable environment for overseas postings by providing a pre-post visit, creating childcare checksheets for posting destinations, and covering part of the cost of essential childcare services. These support measures were introduced in April 2018.

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Marubeni International Women’s Day

March 8 is designated as International Women's Day by the United Nations and since FYE 3/2018, we have held Marubeni International Women's Day (IWD) on this day each year to support active working women. In FYE 3/2021, we implemented two programs as part of IWD: “Presentation and Discussion with Marubeni Women Regarding Working Overseas and Developing One’s Career” and “Empowering Women and Promoting Female Inclusion at Agrovista.”

■Program 1: Presentation and Discussion with Marubeni Women Regarding Working Overseas and Developing One’s Career
This was an opportunity for two speakers currently working overseas to share with the entire Company their career stories from the time they joined the company to the time they were posted overseas, their experiences of how they have been empowered by their colleagues and superiors, and their experiences while working overseas.

■Program 2: Empowering Women and Promoting Female Inclusion at Agrovista
在the traditionally male-dominated agricultural industry in the UK, Marubeni Group company Agrovista UK Ltd. is striving to create an attractive workplace for women, actively recruiting women, supporting them in the workplace, and promoting them into management positions. The current situation in Europe, a region known for being advanced in the area of gender equality and empowerment of women in the workforce, and Agrovista’s challenges and initiatives towards supporting female employees were shared by the company's president and human resources department manager.

Events commemorating IWD were also held at several of our overseas offices and Group companies.

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Creating an Environment and Network to Promote the Participation of Diverse Human Resources

Marubeni Global Mobility Program

Through the Marubeni Global Mobility Program, Group employees from overseas offices, who are also future candidates for executive positions at their respective offices, are seconded to Marubeni Headquarters in Tokyo and Group companies in other countries for a set period of time. By expanding opportunities to gain experience at Marubeni Headquarters and overseas/domestic Group companies, Marubeni promotes the active participation of diverse human capital across the world.

Marubeni Diversity Days

Marubeni Diversity Days was held for the first time in FYE 3/2022 with individual events under the themes of “Diversity as a Corporate Growth Strategy,” “Unconscious Bias,” “Disability Inclusion,” “Multicultural Co-creation in the Workplace,” and “Learning More about LGBTQ.” These events were held to deepen understanding regarding why diversity is important, how to create a corporate culture and workplace that leverages the strengths of diverse individuals, and what kind of impact diversity can have on corporate growth. Several employees participated over the five-day event, and through lectures and panel discussions by external speakers and Marubeni Group employees, employees had the opportunity to learn more about diversity and reaffirm its importance.

Marubeni Group Workshop

The Marubeni Group Workshop is held annually for selected managers from Marubeni Group companies to deepen their understanding of the Marubeni Group and share information regarding their respective businesses. This workshop also promotes networking among Group employees from diverse backgrounds who are active in Japan and other countries.

Opportunities for Senior Employees

The Continuing Employment System has been introduced to make full use of the abundant knowledge and experience possessed by our more senior personnel, covering in principle employees over the age of 60 years who wish to continue working after normal retirement age. (As of April 1, 2022, 216 employees are currently working under the Continuing Employment System.) For the HR system reforms for FYE 3/2021, in addition to realizing mission-based compensation, enhanced measures to support senior careers have also been implemented.
With the aim of ensuring that each senior employee can (1) define and choose their unique career path and (2) be able to grow and work actively with a sense of fulfillment both inside and outside the Group, and that the Company/organization (1) promotes the right people into the right jobs, regardless of age or years with the company, so that strengths and experience can be fully utilized and (2) supports employees who wish to pivot their careers outside of the Marubeni Group, the Career Counseling Section was established within the Human Resources Department to further the roles of senior personnel in the workplace.

Promoting Employment of People with Disabilities

在December 2020, Marubeni Office Support Corporation (Marubeni Office Support) became the first company in Tokyo to receive the “Monisu Certification” mark, awarded to small and medium-sized enterprises excelling in the employment of persons with disabilities. Marubeni Office Support was also certified by the Tokyo metropolitan government as a best practice company for barrier-free in March 2021. The reason for this certification is that Marubeni Office Support has created an environment where employees with disabilities can work without concern and actively conveys its experience and achievements to people outside of the company.
As of April 2022, the company has a total of 64 employees with disabilities and 9 employees aims to be a company where employees help each other and grow together.
Employees with physical, mental, and intellectual disabilities engage in a variety of tasks, including business card printing, document PDF conversion, building cleaning, in-house logistics, general office work, and welfare support.

As of April 2022, Marubeni Corporation and the Marubeni Office Support employ a total of 94 people with disabilities, an employment rate of 2.56% that exceeds the legally-prescribed minimum employment rate.

雷竞技app怎么样丸红公司和丸红的办公室中rt will continue striving to create workplaces where all people can work, regardless of disabilities.

Fair Recruiting and Hiring Practices

Marubeni's fundamental hiring policy is to select applicants according to their capabilities and competence based on a fair recruitment process in which no form of discrimination is tolerated.
例如,我们使用一个“开放入口”的系统fers equal opportunity regardless of citizenship, home country, gender, disability, or alma mater. Moreover, the job application form does not ask for details such as home country, religion, family situation, or any other information not required for us to determine an applicant's capabilities and competence. During interviews, we respect each applicant's basic human rights by avoiding inappropriate questions and select employees based only on capabilities and competence.
To ensure that fair recruiting activities are conducted across the entire Marubeni Group, we have created the Marubeni Recruiting Manual and strive to ensure that our policies are thoroughly understood across Marubeni Group companies.

Recruiting Diverse, Top Talent

For diverse and talented individuals to choose Marubeni, we have implemented the following unique recruiting initiatives.

1. “No. 1” Recruitment Initiative (New Graduates)

As a diversified trading conglomerate that transcends traditional frameworks, Marubeni aims for more diversity in its operations and human capital. To this end, we are also hiring individuals who strive to be first in their respective field.
(Examples: winning competitions and contests, making inventions and obtaining patents, submitting research papers, receiving high evaluations at international academic conferences, etc.)

2. Career Vision Recruitment

This recruitment initiative focuses on graduates who have a vision of what they want to do after graduating from university or who are fairly new to the workforce and have a vision of what they want to achieve at Marubeni. Hiring people with a clear career vision will help forge a stronger base of human capital for Marubeni.