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1. Philosophy: Recruitment and Promotion of Diverse Human Resources

JSR Group is rapidly expanding its various business activities around the world, and we believe that harnessing diverse human resources is crucial for the advancement of our wide-ranging business strategies. We view the promotion of diversity as a fundamental part of our management strategy. In taking this approach, we are engaged in developing management that is focused on individualism and the respect for, and utilization of values through diversity. Furthermore, a corporate culture which is welcoming of new values and work styles is instrumental in our goals of creating a diverse workplace. We are committed to promoting these ideals with our work-life management initiatives.
The Diversity Development Office was established in FY2015 as an independent department, directly under the President. This decision was based on recommendations made by the Women's Leadership Development Task Force, implemented in 2014, who articulated the need for a department dedicated to the acceleration and promotion of diversity. The mission of the Diversity Development Office is to establish and implement initiatives which enable diversity in the workforce. In addition to our emphasis on gender equality initiatives, JSR Group shows its commitment to the future by expanding the scope of our initiatives to include foreign nationals, individuals with disabilities, and individuals in the lesbian, gay, bisexual, and transgender (LGBT community). Furthermore, our initiatives also include intergenerational work-style and mindset understanding programs.

2. Promotion Measures and Schemes

(1) Promoting the Active Participation and Advancement of Women in the Workforce

As a part of our mid-term business plan, JSR has publicly announced our quantitative targets for the active support of our female employees. We have also developed an action plan to promote and support the lives of working women within JSR, based on and in accordance with the Act on Promotion of Women's Participation and Advancement in the Workplace (Women's Act). The Women's Acts' second phase is set for April 1, 2018 to March 31, 2020. These targets demonstrate our management's commitment in achieving understanding and cooperation throughout the organization. JSR has also publicly announced each of our action plans to nurture and raise the next generation of children. These plans are based the Act on Advancement of Measure to Support Raising Next-Generation Children (Next-Generation Act), which has been in effect since April 2005. The seventh phase of which is set for March 31, 2018 to March 31, 2020. We have continued to establish, notify, publicly disclose, raise awareness of, and implement action plans throughout the first phase of the Women's Act and sixth phase of the Next-Generation Act while executing initiatives in line with both acts.
Click here for Women's Act - Action Plan
Click here for Next-Generation Act - Action Plan

Active support of Women in the Workforce: Quantitative Targets

* As of April 1st of each fiscal year

1) Creation of Systems to Actively Support Women in the Workplace

Refer to the page on Labor Environment

2) Developing Programs that Support Working Women

The following programs are held with special consideration for female employees, and managers, in order to increase female employees' ownership of their career development at JSR.

• - Career Development Seminar for Assistant Manager-Level Female Employees (Continuing since FY2016)
• - Work Communication Seminar: Managers improve their diversity management skills
  (Held continuously since FY2011)
• - Career Track Transfer Seminar: Employees brainstorm about career possibilities and skill development after changing career tracks within JSR.
  (Held continuously since FY2010)
• - General Career Development Seminar: Non-managerial, general employees develop efficient internal communication skills.
  (Held annually since FY2013)

Other seminars focusing on specific themes are also held as appropriate.

Participation in the "IkuBoss Company Alliance"

In May of 2017, JSR joined the "IkuBoss Company Alliance," and initiative launched by a specified nonprofit organization called Fathering Japan (Chief Representative: Tetsuya Ando). The alliance is a network of companies that recognize the necessity of the "IkuBoss"^* movement in an age of diversifying staff makeups and are attempting to cultivate the ideal "boss" by actively changing awareness among their management ranks. JSR is the 147th company to join.
Since FY2010 we have been promoting diversity as a management strategy with the aim of fostering an organizational culture and systems that accept different values and various work styles. This is based on our belief that creating innovation with the involvement of diverse human resources is essential in responding to changing external environments and developing global business.
Through our participation in the IkuBoss Company Alliance, we will make further advancements in creating environments that allow diverse human resources to succeed and fulfill our Corporate Mission of "Materials Innovation: We create value through materials to enrich society, people and the environment."

Mr. Tetsuya Ando, Chief Representative of Fathering Japan (left), and Mr. Yasufumi Fujii, JSR Officer

* "IkuBoss": A boss (manager or management position) who enjoys his or her own work and personal life, produces results for his or her organization, and supports the careers and daily lives of his or her subordinates and staff by considering their work-life balance.

(2) Career Re-Entry System

JSR instituted its Career Re-Entry System to enable employees who voluntarily left JSR and the workforce due to marriage, childbirth, nursing care responsibilities, the transfer of a spouse, or other personal reasons to register for rehire in accordance with company needs and the former employee's desires.

(3) Activation of Foreign Nationals

As JSR Group continues to expand globally, we saw the need to craft a human resources management system with the ability to support the developing human resource needs of JSR Group on a global scale. As a part of our push to globalize the employees at JSR Corporation, we have been working on diversifying our hiring efforts by hiring foreign nationals and taking in dispatch employees from our overseas subsidiaries. Through the planning of a next-generation global management training program and the strengthening of our human resources networks at domestic and international levels, we are exploring systems that will expand the managerial pools at our overseas subsidiaries to further include local staff members and researching methods of international inter-company human resource exchanges.

Workforce Globalization Efforts: Quantitative Overview

(4) Employment Opportunities beyond Retirement

In accordance with the Act on Stabilization of Employment of Elderly Persons, JSR has systems in place that enables employees who have reached the mandatory retirement age to stay in the JSR workforce. Prior to retirement, employees complete a survey concerning their desire to continue employment. Those who wish to continue working are re-employed.

(5) Support for Employees with Disabilities

As of the end of FY2017, JSR's employment rate of individuals with disabilities was 2.47% (the statutory employment rate is 2.0%). By discussing their strengths, and the details of their disability, we are able to find a work style that best suits each employee's situation. Although there are still few employees with disabilities working in areas where hazardous materials are handled, such as manufacturing and research laboratories, we are working on ways to ensure safety while expanding employment opportunities.

3. Personnel Data

(1) Basic Data on JSR Employees

*1 Employees hired on April 01, 2017

*2 Average

*2 As of March 31st of each fiscal year.

(2) JSR Group Employees by Region

As of March 31, 2018, the total number of employees of JSR Group is 7,302.
The following provides percentages by region.