Strategy 1: Promoting Diversity in Human Resources
Board of Directors Diversity
At the Annual General Meeting of Shareholders in June 2024, two new female directors were appointed (one of whom is a foreign national), achieving greater diversity within the Board of Directors. This will increase the proportion of female directors to 28.6% and foreign directors to 14.3%, up from 0% in both categories in the fiscal year 2023. Additionally, we will have two directors with doctoral degrees. Our company is committed to promoting diversity not only within the Board of Directors but across the entire organization.
Indicators and Current Status of Internal Workforce Diversity
To measure the diversity of our internal workforce, we have set indicators for the proportion of women and foreign nationals in the following categories: number of managers, total number of employees, and number of new technical graduates hired.
Female Employee Ratio (MITSUI E&S only)
| 2024 (Result) |
2025 (Outlook) |
2025 (Result) |
2026 (Outlook) |
2027 (Outlook) |
2030 (Outlook) |
||
|---|---|---|---|---|---|---|---|
| Management positions | 3.2% | 3.9% | 4.0% | 4.0% | 4.2% | ||
| Overall employees | 7.4% | 7.7% | 8.0% | 8.4% | 8.6% | 10% | |
| Hiring ratio | New graduate technical positions | 13% | 13% | 7% | 13% | 13% | |
| Mid-Career hire | 17% | 10% | 10% | 10% | |||
Foreign Employee Ratio (MITSUI E&S only)
| 2024 (Result) |
2025 (Outlook) |
2025 (Result) |
2026 (Outlook) |
2027 (Outlook) |
2030 (Outlook) |
||
|---|---|---|---|---|---|---|---|
| Management positions | 0.3% | 0.6% | 0.6% | 0.8% | 0.8% | ||
| Overall employees | 1.9% | 3.2% | 3.2% | 3.5% | 4.0% | 5.0% | |
| Hiring ratio | New graduate technical positions | 3% | 3% | 29% | 7% | 7% | |
| Mid-Career hire | 5% | 3% | 5% | 5% | |||
Measure 1: Further Strengthening of Career (Mid-Career) Recruitment
- To increase the number of mid-career hires, we have expanded the planned recruitment numbers from the initial planning stage.
- We have redefined mid-career recruitment as acquiring talent essential for the Company’s revitalization and growth.
- In our recruitment plans, we are raising the proportion of mid-career hires.
- We will continue to systematically and consistently promote an increase in the proportion of mid-career employees within the Company.
Measure 2: Expanding the Utilization of Humanities Graduates
- We have revised our approach from the traditional belief that “technical positions must be filled exclusively with science or engineering graduates,” and carefully reviewed the knowledge, experience, and skills required for each technical role.
- By thoroughly examining the academic background and interests of humanities applicants, enabled effective matching of humanities applicants to technical positions.
- Recruitment under this initiative has commenced as part of activities for the new graduate hiring in FY 2026.
Measure 3: Continuous Expansion of Talent Acceptance from Overseas Subsidiaries
- Since November 2023, we have begun accepting employees and are gradually expanding the number of departments and employees involved.
- We are enhancing support measures, applying the same evaluation system as for regular employees, and promoting development from a medium- to long-term perspective.
- We provide Japanese language courses and opportunities to take the Japanese Language Proficiency Test (JLPT).
- We offer opportunities to learn about Japanese culture, daily life rules, and customs to support living in Japan.
Measure 4: Development and Support of Doctoral Talent
Overview and Purpose: Aiming to increase the number of PhD holders to attract excellent talent with "creativity," "pursuit ability," and "learning ability," including researchers.
Introduction of Support System for doctoral human resources
External Environment
In Japan, the number of students advancing to doctoral programs is decreasing year by year, raising concerns about the decline in scientific and technological capabilities.
Internal Environment
At our company, technological and business development capabilities are also the foundation of business operations.
Our Recognition
The development and support of highly specialized personnel, including doctoral talent responsible for technological development and business development. will enhance our business competitiveness and contribute to improving Japan's scientific and technological capabilities and international competitiveness.
Our Response
We have introduced a support system for doctoral talent targeting our employees, with the system scheduled to be operational from FY 2025.
