Diversity, Equity & Inclusion (DE&I)

We support the advancement of women and established KPIs to increase the proportion of women in managerial positions to 7% on a consolidated basis in Japan and 13% on a global consolidated basis by the end of 2025. We achieved both targets. We will continue to recruit and promote employees based on their abilities, regardless of gender, and support the continuous growth of female leadership candidates through talent management aimed at developing future leaders.
Regarding the gender pay gap, we aim to continuously narrow the gap by supporting women’s career development, monitoring fair and gender-neutral evaluations, and promoting appropriate ways of working that do not assume long working hours.

In addition to initiatives to support the advancement of women within individual organizations, volunteer members from across organizational boundaries continue to organize networking activities for female employees and events that encourage them to consider their careers. To meet needs such as sharing career concerns and questions with people in similar circumstances or receiving advice from experienced employees, we also hold roundtable discussions and introduce mentors.

In 2025, the proportion of women in managerial positions across the consolidated Resonac Group was 13.3%.

As part of our efforts to create an environment in which diverse talent can thrive with confidence, we place great importance on disability inclusion. In 2013, we established a promotion team within the diversity project to accumulate expertise in employing people with intellectual, mental, and developmental disabilities and to share this expertise with our sites and Group companies. The team has expanded the range of work it handles, including collecting and delivering internal mail and preparing meeting rooms. In recent years, at the request of various departments, the team has supported the production of more than 70 internal e-learning courses annually, making a significant contribution to knowledge sharing and talent development throughout the Resonac Group. Building on these achievements, we will continue taking on new areas of work. Under our disability inclusion slogan, “Turning Unique Individuality into Strength,” we aim to create high-value-added contributions that directly lead to product quality innovation and enhanced corporate value through automation and greater efficiency. We have also established consultation services staffed by workplace adaptation assistants (job coaches) and vocational life counselors for persons with disabilities to support employees with disabilities and those who work alongside them.

On September 1, 2020, we signed a document to declare joining “The Valuable 500*" and set up commitments as follows:

The Resonac Group will promote diversity and inclusion, aiming to let all employees shine in the company as a stage, regardless of whether each employee has been disabled or not. We will act to move people’s heart and society, and provide the world with surprises and excitements.

Resonac aims to create a safe and comfortable work environment for everyone, including LGBTQ employees. To this end, we have established regulations that prohibit LGBTQ-related discrimination, developed a benefits program for same-sex partners and de facto spouses, provided individualized support such as the use of business pseudonyms, and set up a consultation service. We are also endeavoring to foster an internal culture that accepts diverse gender identities by publishing an LGBTQ handbook to promote understanding of LGBTQ issues, conducting in-house training, and distributing stickers to those who wish to act as allies. In 2023, we endorsed the Business for Marriage Equality campaign, which invites companies that agree with the legalization of same-sex marriage to visibly show their support. And in 2025, we declared our support for "PrideAction30," a company-led initiative to present actions for LGBTQ+ inclusion.