Daigas Group Diversity Promotion Policy

President's Commitment

Greater diversity within the Daigas Group for expanding its business fields

At the Daigas Group, we value our employees as one of the most important assets, respecting their uniqueness and independence as individuals. We promote the development of employees’ potential at work, encouraging them to make a good use of education and training opportunities provided by the Group to achieve its objectives. In the meantime, we provide a number of programs to support our employees’ initiatives to realize their suitable work-life balance respectively.

With Japan’s demographic structure changing and individuals’ lifestyles and values diversifying, we expect that our customers’ needs will become more complex. To sustain a steady growth of the Group, we need to explore broader business fields beyond the traditional domains of gas utility business, which requires us to accept more diverse values. We must respond swiftly and flexibly to these changes in business environment, identify business opportunities in that, and be a corporate group that can continue to create new types of value that meet the changing needs of our customers.

The new types of value can be created not from an individual and isolated idea but from a joint and organizational approach, where innovative combination of knowledge, interaction of concepts, and fusion of ideas among employees take place vibrantly. To that end, we should provide a workplace that encourages every employee to have strong intellectual curiosity and fertile imagination, interact with other people with different views, values, and ways of thinking, and accept and respect diverse opinions without prejudice. Promoting diversity is key to establishing such a workplace, where people freely discuss their own ideas regardless of gender, age, nationality, physical disabilities and other attributes.

Following this Daigas Group Diversity Promotion Policy, we strive to be a corporate group that respects diverse talent, tolerates no discrimination, and provides a workplace where everyone has a sense of fulfillment in their work.

June 16, 2023
President,
Osaka Gas Co., Ltd.

Daigas Group Diversity Promotion Policy

The Daigas Group is committed to promoting diversity, equal opportunity, and inclusion in the organization in order to be a corporate group with diverse talent that continues creating new types of value.

  • ・We aim to be a group of enterprises that provide a work environment that values uniqueness of each employee, tolerates no discrimination, acknowledges employee diversity including gender, age, physical disabilities,nationalities, form of employment, lifestyles*1, religions, sexual orientation*2, and gender identity*3.
  • ・We provide support in realizing highly productive way of working and suitable work-life balance for each employee as a basis for them to pursue their career opportunities.
  • *1 Lifestyles
    Working styles that meet the needs required in one’s various life stages such as raising children and caring for family members.
  • *2 Sexual orientation
    The tendency of sexual attraction, such as homosexuality, heterosexuality, bisexuality.
  • *3 Gender identity
    Self-recognition of gender where one belongs to, including transgender.

Targets and Sustainable Actions

We promote activities for supporting females, the elderly, the physically challenged, and foreign nationals, building work environment for those employees to achieve their higher career objectives. Minority workers should not be subjected to disadvantages. As the first step of promoting diversity, we seek to provide our female employees with greater professional opportunities. We aim to increase the percentage of women in executives*1 to 20% or more, in directors to 20% or more, and in members newly promoted to the middle management positions*2 to 30% or more by 2030 while keeping the percentage of women in new recruits 30% or more. We continue to implement these actions in a sustainable manner and report its performance.

  • *1 Executives include directors and audit & supervisory board members
  • *2 Rate of women promoted to the middle management positions
    Rate of women promoted to the middle management positions out of newly promoted persons with professional qualification in a year

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