Diversity & Inclusion

The concept Diversity & Inclusion​

In its human asset initiatives, the Mandom Group positions “The concept Diversity & Inclusion​” as a particularly important perspective. This is because we believe that in order to further our Dedication to Service (Oyakudachi) toward society, it is essential that “human assets with diverse individuality and strengths” play an active role.

The Mandom Group is promoting The concept Diversity & Inclusion​ initiatives from the perspective of DEIB (Diversity, Equity, Inclusion, and Belonging). Based on these perspectives, the Mandom Group aims to create an environment in which human assets, with their diverse individuality and strengths (Diversity), in a fair and just circumstance (Equity), are individually and mutually respected and trusted for their individualities and differences (Inclusion) and able to work with enthusiasm and joy in a fulfilling manner (Belonging).

Our approach to diversity (human asset diversity)

At the Mandom Group, we believe that “innovation” is important for continuous Dedication to Service (Oyakudachi) toward society and that creating innovation requires “human assets with diverse individuality and strengths.” For this reason, the Mandom Group has positioned the purpose diversity promotion as “creating innovation,” and from this viewpoint, we aim to acquire and develop human assets with diverse individuality and strengths.

Two perspectives on diversity promotion

With regard to human asset diversity, the Mandom Group is promoting initiatives from two perspectives: “diversity within the organization” and “diversity within the individual.” From the perspective of “diversity within the organization,” we aim to acquire and develop human assets with diverse experiences and values, focusing on “cognitive diversity,” which is likely to contribute to the creation of the diverse innovation to which the Mandom Group aspires. From the perspective of “diversity within the individual,” we aim not only to have diversity in human assets within the organization but also to have each employee increase their range of experience and knowledge so that they can grow and further contribute to creating innovation through their diverse values and perspectives.

Diversity within the organization Promote the acquisition and development of human assets with a focus on “cognitive diversity,” i.e. values and experiences that contribute to the creation of innovation.
Diversity within the individual Encourage employees to expand their individual experience and knowledge to develop diverse values, perspectives, and perception.

Four elements of human assets we aim to acquire and develop in the future

In moving toward increased creation of future innovation within the Mandom Group, we are promoting initiatives with the aim of acquiring and developing human assets who possess any one of the following four elements:

Cultural background To promote future Group management, we aim to build and develop a human asset pool of individuals with diverse cultural backgrounds that are capable of out-of-the-box thinking and formulation of ideas.
Work history (experience in other industries/other companies, job types) We aim to develop and acquire human assets who are not bound by conventional ideas and methods, but can think from new perspectives honed through experiences in other industries and companies.
Gender We aim for diversity in human assets from a gender perspective in order to realize Dedication to Service (Oyakudachi) to all consumers with diverse values based on gender.
Age For Dedication to Service (Oyakudachi) tailored to each generation, we aim to develop and acquire human assets of a similar age that share similar behavioral cultures and values with the brand target.
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“Gender diversity” and “age diversity” are elements of “statistical diversity,” but due to the nature of our business, the Mandom Group considers them to be elements of human assets that can contribute to creating innovation within the Mandom Group.

Main initiatives regarding Diversity & Inclusion

Diversity in “cultural backgrounds”

Expanding opportunities for overseas Group human assets

For the Mandom Group to expand its Dedication to Service (Oyakudachi) globally, it must accurately understand the different social backgrounds of each country in which it operates and rely on its human assets in manager positions who can flexibly respond to these changes and lead each company's business. For this reason, the Mandom Group will continue to promote efforts to diversify human assets in manager positions, particularly at each group company.

For example, in the current Mandom Group, many of the manager positions in each group company have been conventionally held by Japanese seconded personnel. We will work to improve the environment for developing local human assets who can take on manager positions at each group company.

Anticipated future initiatives

  • - Formulation and implementation of international secondment policy based on the above policy
  • - Creation and implementation of succession plans for each manager position in each group company

Understanding and Paying Respect to the Culture and Customs of People in Different Countries

We carry out business with respect for the history, culture, customs, and ways of thinking of the people in different countries and regions.
Our wholly owned subsidiary, PT Mandom Indonesia Tbk is based in a country where about 90% of the populations is Muslim. To show respect for the religious customs of Muslim workers, we built a place of worship on company grounds and run operations with as much consideration as possible for prayer times throughout the day.
Also, in deference to the victims of the July 10, 2015 fire at the plant in Indonesia, and the families of those who were injured or who lost their lives, we have engaged in follow-up activities in a way that is respectful of local customs, religious beliefs, and culture.
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Diversity in “work experience”

Acquiring new human assets and promoting their success

Mandom will strengthen its recruitment of experienced human assets and, in particular, their promotion to manager positions at the decision-making level. By incorporating a wide range of experiences, perspectives, and knowledge in addition to what Mandom has cultivated thus far, we aim to be in a position to generate further innovation.

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Promoting side jobs for in-house human assets

Mandom proactively provides opportunities for new hires as well as existing employees to be exposed to experiences and values outside of Mandom. We believe that by doing so, we can increase the number of people with “wide-ranging experiences” across the company and enhance diversity within individuals.

For example, Mandom encourages its employees to take on side jobs outside the company. Mandom introduced the side job system for allowing employees to take on side jobs outside the company in 2020, but the number of employees actually working non-Mandom side jobs tended to be low, partly due to the strict approval conditions that had been in place. Therefore, we relaxed the certification requirements from FY2024, and outside side jobs under employment contracts based on the management model set by the Ministry of Health, Labour and Welfare are also fully permitted. By giving our employees opportunities for wide-ranging experience and strengthening individual diversity, we aim to generate further innovation.

Diversity in “gender”

Promoting women's active engagement in the workplace

At Mandom, we are promoting initiatives aimed at elevating both ease of work and meaningful work in order to create an environment in which female employees can engage and thrive.

Initiatives to enhance meaningful work

Mandom considers diversifying its human assets, especially at the decision-making level, to be an important aspect of creating further innovation in the future. Based on this idea, we are promoting the “active appointment of women to managerial positions.” Specifically, we aim to have a female managerial ratio of 20% or more by FY2027.

To achieve this goal, Mandom will continue to implement the following initiatives:

  • - Formulation and implementation of a plan for promoting female employees to key management positions for each fiscal year
  • - Implementation of various training programs for female employees
  • - Expansion of various education programs for management-level employees aimed at promoting the active engagement of women

Additionally, as part of its efforts to support the careers of its female employees, Mandom encourages participation in the Cross-Industry Women's Career Design Forum. The forum is a venue at which women can exchange opinions through the introduction of active female role models and interact with female employees from other industries. The aim is to help improve career awareness among female employees and enable networking among female employees outside the company.

Initiatives to enhance ease of work

As an example of creating a working environment that adapts to the changes in the life stages of female employees, we are working on initiatives to help them balance work and childcare so as to enhance ease of work. In particular, Mandom aims to create an environment in which female employees can take childcare leave with peace of mind by having the HR & General Administration Div. actively provide employees who are eligible for childcare leave with information on taking childcare leave and holding, without fail, three-person meetings participated in by every eligible employee, the employee's superior, and a representative of the HR & General Administration Div.

According to the results of our questionnaire survey of the female employees working at the Osaka head office who are raising or have raised children, only about 20 percent of them have ever pumped milk on the company premises, but 40 percent said that they would use a breast milk pumping room if available. We therefore established a breast milk pumping room in the head office in spring 2023. The breast milk pumping room provides a hygienic and comfortable environment while maintaining privacy.

Breast milk pumping room
Equipped with a wash basin for hygiene purposes
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Action plan for promoting women's participation and work-life balance

Please check the following sites operated by the Ministry of Health, Labour and Welfare for information on general employer action plans based on the Act on Promotion of Women's Participation and Advancement in the Workplace, and general employer action plans based on the Act on Advancement of Measures to Support Raising Next-Generation Children.

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Mandom awarded top 3-star ranking as Osaka City's Leading Company in Women's Advancement

The City of Osaka started this certification project with the aim of giving public recognition to companies that promote the advancement of women in their workplace thereby promoting activities to this effect in wider society. Companies have to meet set criteria to receive certification in recognition of their effort in creating an organization where motivated women can continue to participate positively, in providing support to work-life balance, and in promoting the participation of men in homemaking activities.

In the certification project for 2022, in addition, we received the Award of Excellence in the large companies category, a commendation by the Mayor of Osaka for our efforts in increasing the proportion of women in managerial posts and developing well-qualified female managers and our efforts in providing support to women balancing childcare and their career and promoting a more flexible way of working.

Based on the idea of "Aiming to realize HAPPY for individuals and companies," we will work to improve the system and foster a workplace culture in order to create a workplace where all employees can play an active role and are more rewarding to work.

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Related News Release

Other diversity

Regarding our Special Subsidiary, Mandom Will Corp.

In August 2018, we established the Mandom Will Corp. (referred to below as "Mandom Will") with the aim of utilizing diverse human resources and expanding employment, and on December 17, 2018, the company acquired certification as a Special Subsidiary, as set forth in the Act on Employment Promotion etc. of Persons with Disabilities.

At Mandom Will, we have put in place an environment and programs tailored to suit diversity, so that people with disabilities and those returning to employment can work with high motivation over the long term without undue stress. Steps taken in this area include allocating work to match diverse capabilities and characteristics, and enabling the taking of annual paid holiday in hourly units to deal with issues such as going to the hospital. We are also working to develop human resources capable of self-growth through work.

The Mandom Group is promoting diversity and inclusion to ensure acceptance of diversity, enable individuals to perform at their peak ability, and achieve growth of both the company and our employees. Going forward, we will continue efforts to cultivate human resources and develop an environment/programs to realize a company where all employees are valued assets who can derive satisfaction from their work.

Creating an environment enabling participation by diverse human resources, including people with disabilities

Multi-purpose restroom at the Fukusaki Factory

We aim to build an organization that encourages diversity and inclusion. As part of this, we are creating workplace environments that allow us to hire more people with disabilities and facilitate their participation.

At our head office we have set up an accessible restroom on the ground floor, provided handicapped parking spaces, and made the office hallways wide enough for wheelchairs and other mobility equipment, among our many efforts to ensure a "barrier-free" workplace. At the Fukusaki Factory in 2014 we renovated the production building, and set up accessible and multi-purpose restrooms, along with an accessible entrance and other measures.

Educational activities to foster a corporate culture

To promote the creation of an organizational structure aimed at diversity and inclusion, we believe it is necessary for every employee to have a proper understanding of, and deal appropriately with, the various human rights issues arising in the international community such as forced labor, child labor, and LGBT issues. Going forward, Mandom will continue in-house activities to raise awareness of human rights, in order to cultivate employees suitable for a company engaged in business on a global scale, and build an inclusive society.

Please see below for information on our recent hirings of people with disabilities (and the legally mandated employment rate over time).

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