Ebara Corporation (hereinafter referred to as "Ebara") has expressed its support for the "Challenge to 30% by 2030" put forward by the Japan Business Federation (hereinafter referred to as "Keidanren").
We support the Keidanren's "Challenge to 30% by 2030"
1. Background
In its "New Growth Strategy" published in November, the Japan Business Federation set a goal of "increasing the proportion of women in executive positions to 30% or more by 2030." To create a movement that will achieve specific goals, we will:
- 1 Position diversity and inclusion as an important pillar of our management strategy and promote initiatives that will lead to business impact.
- 2 Focus on the board of directors, which is the company's decision-making body, and accelerate efforts to incorporate the perspectives of diverse talent, including women, into business execution and governance.
- 3 In order to strengthen our talent pipeline, we will provide support tailored to each career stage, from recruitment to training of executive talent (including visualization of candidates).
- 4 We will move away from past employment practices and reform our organizational culture, pursuing the creation of an organization and environment that can maximize the performance of all employees.
For details on the "Challenge to 30% by 2030", please refer to the following URL.
2-1 Overview
EBARA has decided to participate in this challenge with the aim of further promoting diversity as a measure for "promoting active participation of human resources," an important issue in the long-term vision "E-Vision 2030."
EBARA is proactively working to promote diversity, and is creating a working environment in which each employee can utilize their individuality and maximize their capabilities from three perspectives: "reforming awareness and culture," "improving systems and the environment," and "reforming operations and making operations visible." As a result, the ratio of female core employees* has increased from 4.2% at the end of March 2016 to 6.1% at the end of December 2020.
In addition, three of the 10 directors, both inside and outside the company, are women.
3. Future developments
We will strengthen and accelerate support for the career development of female employees and increase the ratio of female employees in core positions. We will continue to actively promote diversity and strive to be a corporate group where diverse employees can thrive, feel motivated and comfortable in their work.
*Key positions refer to managerial positions.