Social
Diversity and Inclusion (D&I)
Realizing the CAC Vision 2030 of “evolving into a corporate group that consistently makes a positive impact on society, with technologies and ideas” will require the kind of innovation born out of diverse values and ways of thinking. D&I is essential for this purpose, and the CAC Group will continue to pursue D&I as a management strategy.
With D&I, the CAC Group aims to be a company where all employees—regardless of gender, age, nationality, or experience— have mutual respect for each other, and a company that is capable of practicing human resources management that makes use of diverse individual abilities and values. A corporate culture that respects the diversity of its employees and their abilities can encourage free and open discussion, and provide the essential foundation for creating new value as a company. We believe that it is precisely because of this foundation that we can create innovation to solve social issues utilizing digital technologies such as AI and IoT, and contribute to the creation of a sustainable society.
Promoting Active Roles for Female Employees
Based on our philosophy that diverse human resources utilizing diverse ideas and values based on mutual acceptance for each other lead to an increase in corporate value, we have positioned D&I as a key management strategy and consider the promotion of women’s participation and advancement in the workplace to be a particularly important diversity issue.
With the aim of supporting a healthy balance between work life and childcare and nursing care commitments, we are working to improve our internal working environment in compliance with laws relating to childcare and nursing care, optimize working hours, and facilitate diverse work styles utilizing our flextime system and working from home. As a result, the percentage of female employees returning to work after childcare leave has reached 100%, enabling female employees to continue working even after important life events.
However, although strengthening governance by diverse executives is essential for the execution and monitoring of diversity management, the ratio of women in decision-making positions is not high. We will therefore continue to promote active participation for women with the aim of diversifying decision-making positions.
Firstly, we set the ratios of female executives and female employees with managerial titles as KPIs, and set a target of 30% for 2030. To achieve this target, we will build a system for developing executive candidates, pool candidates for next-generation top-level management, executive and managerial positions, and implement a training program. We have also established a female employee quota for each tier, and created a scheme to systematically produce executives and managers.
At the same time, we have also set the percentage ratio of male employees taking childcare leave as a KPI. In addition to accepting diverse values and flexible work styles, we actively encourage male employees to take childcare leave in order to support the active participation of women in the workplace, as these are expected to offer the benefits of supporting female employees’ return to work through male participation in childcare and minimizing career interruptions resulting from childcare leave.
In terms of external recognition, in 2022, CAC Corporation obtained Eruboshi certification. CAC Holdings has also signed to endorse the Women’s Empowerment Principles (WEPs) operated by the United Nations Global Compact, declaring its stance of promoting women’s empowerment internationally, and also participates in the Male Leaders Coalition for Empowerment of Women, operated by the Gender Equality Bureau, Cabinet Office of Japan.
D&I Roadmap
