Strategy 1: Promoting Diversity in Human Resources
Board of Directors Diversity
At the Annual General Meeting of Shareholders in June 2024, two new female directors were appointed (one of whom is a foreign national), achieving greater diversity within the Board of Directors. This will increase the proportion of female directors to 25% and foreign directors to 12%, up from 0% in both categories in the fiscal year 2023. Additionally, we will have two directors with doctoral degrees. Our company is committed to promoting diversity not only within the Board of Directors but across the entire organization.
Indicators and Current Status of Internal Workforce Diversity
To measure the diversity of our internal workforce, we have set indicators for the proportion of women and foreign nationals in the following categories: number of managers, total number of employees, and number of new technical graduates hired.
Female Employee Ratio (MITSUI E&S only)
| 2024 (Result) |
2025 (Outlook) |
2025 (Result) |
2026 (Outlook) |
2027 (Outlook) |
2030 (Outlook) |
||
|---|---|---|---|---|---|---|---|
| Management positions | 3.2% | 3.9% | 4.0% | 4.0% | 4.2% | ||
| Overall employees | 7.4% | 7.7% | 8.0% | 8.4% | 8.6% | 10% | |
| Hiring ratio | New graduate technical positions | 13% | 13% | 7% | 13% | 13% | |
| Mid-Career hire | 17% | 10% | 10% | 10% | |||
Foreign Employee Ratio (MITSUI E&S only)
| 2024 (Result) |
2025 (Outlook) |
2025 (Result) |
2026 (Outlook) |
2027 (Outlook) |
2030 (Outlook) |
||
|---|---|---|---|---|---|---|---|
| Management positions | 0.3% | 0.6% | 0.6% | 0.8% | 0.8% | ||
| Overall employees | 1.9% | 3.2% | 3.2% | 3.5% | 4.0% | 5.0% | |
| Hiring ratio | New graduate technical positions | 3% | 3% | 29% | 7% | 7% | |
| Mid-Career hire | 5% | 3% | 5% | 5% | |||
Measure 1: Efforts to Promote Diversity within the Company
- To further increase the ratio of women and foreigners, we will strengthen recruitment of not only new graduates but also mid-career employees.
- To expand opportunities for women to thrive, we are promoting the appointment of young employees to management positions through the new personnel system.
- Expanding personnel exchanges with overseas subsidiaries.
- Continuously accepting interns from overseas universities.
Measure 2: Development and Support of Doctoral Talent
Overview and Purpose: Aiming to increase the number of PhD holders to attract excellent talent with "creativity," "pursuit ability," and "learning ability," including researchers.
Introduction of Support System for doctoral human resources
External Environment
In Japan, the number of students advancing to doctoral programs is decreasing year by year, raising concerns about the decline in scientific and technological capabilities.
Internal Environment
At our company, technological and business development capabilities are also the foundation of business operations.
Our Recognition
The development and support of highly specialized personnel, including doctoral talent responsible for technological development and business development. will enhance our business competitiveness and contribute to improving Japan's scientific and technological capabilities and international competitiveness.
Our Response
We have introduced a support system for doctoral talent targeting our employees, with the system scheduled to be operational from FY 2025.
