Respect for Human Rights / Diversity & Inclusion
Human Rights Awareness
We promote human rights awareness as an important business company of the ENEOS Group. We ensure that human rights awareness is a line item on all personnel training programs, and provide lectures, e-learning coursework and information on TV programs on the subject of human rights. We also established basic policies for workplace harassment in 2013.
We will continue to review and update our internal policies in line with these important principles and remain committed to the active promotion and protection of human rights.
Diversity and Inclusion
We share the following top message regarding the promotion of Diversity and Inclusion within the company and are actively working on it.
~Promoting Diversity and Inclusion as one of our strengths~
ENEOS Group has positioned the promotion of Diversity and Inclusion as one of its key management strategies.
As a company that conducts business activities with a wide range of people in various parts of the world, Diversity and Inclusion for us is not something special, but rather something natural and indispensable, but in fact it is a challenge that is difficult to achieve without active awareness.
Our goal is that we achieve results by generating greater power from integrated diverse strengths of the diverse individuals who work for our company. This can be realized when each individual, regardless of THEIR circumstances, recognizes each other, makes the most of THEIR strengths, and develops and maximizes THEIR abilities. This is the Diversity and Inclusion that we aim for.
We will continue steadily and vigorously to promote Diversity and Inclusion as one of our strengths.
We will continue to promote initiatives that make Diversity and Inclusion our strength based on this strategy.
Advancement of women in the workplace
We are developing working environments that allow employees to balance their work and home/family life through various measures to promote diversity. Such measures include promoting women's participation.
As part of this, we established the "ENEOS Xplora Action Plan for Promoting Women's Participation" based on the Act on the Promotion of Female Participation and Career Advancement in the Workplace. We did this to promote women's participation and establish an environment in which all employees can display their abilities to the fullest.
We are implementing and improving personnel systems and workplace environments in line with this action plan so everyone can succeed, regardless of their sex.
ENEOS Xplora Inc.'s Action Plan for Promoting Women's Participation
Implementation period: April 1, 2026, to March 31, 2028
Objectives
- 1.Maintain the ratio of female managers at over 6% until the end of FY2027
- 2.Maintain the ratio of female employees among newly hired workers at 20%
- 3.Continue diversity, equity & inclusion (DE&I) initiatives and promote awareness within the company
Actions
- 1.Continue the promotion system that provides equal opportunities to all motivated personnel and ensures fair and impartial evaluation.
- 2.Provide sufficient information to female job seekers in recruitment and advertising activities.
- Disclose information on efforts to improve the working environment and career development at the company.(FY2026-FY2027)
- Continue the recruitement and selection process based on ability and aptitude regardless of gender.(FY2026-FY2027)
- 3.Create an environment where everyone can thrive, regardless of their status or attributes.
- Disseminate diversity, equity & inclusion (DE&I) concept and initiatives through e-mail, Human Resources internal bulletin boards, training, and etc.
Women's Participation in ENEOS Xplora
Share of female workers among new hires
| Total | Full-time employees | Contract employees | |
|---|---|---|---|
| FY2023 | 32.4% | 32.4% | - |
| FY2024 | 16.7% | 17.4% | 0.0% |
| FY2025 | 30.6% | 31.4% | 0.0% |
Average overtime hours and paid leave utilization rate (all employees)
| Average overtime hours | Paid leave utilization rate | |
|---|---|---|
| FY2023 | 16.8 hours/month | 83.0% |
| FY2024 | 17.4 hours/month | 80.8% |
| FY2025 | 16.1 hours/month | 82.4% |
Gender pay gap (ratio of female employees' wage to male employees)
| Term | All employees | Full-time employees | Part-time and fixed-term employees | Explanation for the difference | |
|---|---|---|---|---|---|
| FY2023 | FY2023 (from April 1, 2023 to March 31, 2024) |
73.0% | 75.2% | 12.1% | (part-time and fixed-term employees) Large pay gap occurred because some fixed-term employee with extremely high specialty happened to be male. Futhermore, female fixed-term employees are Part-time worker. |
| FY2024 | FY2024 (from April 1, 2024 to March 31, 2025) |
74.8% | 77.7% | 9.5% | (part-time and fixed-term employees) Large pay gap occurred because some fixed-term employee with extremely high specialty happened to be male. Futhermore, female fixed-term employees are Part-time worker. |
| FY2025 | FY2025 (from April 1, 2025 to March 31, 2026) |
73.2% | 76.5% | 13.9% | (part-time and fixed-term employees) Large pay gap occurred because some fixed-term employee with extremely high specialty happened to be male. Futhermore, female fixed-term employees are Part-time worker. |
- wage:
- including overtime pay and bonus, not-including retirement allowance
- full-time employees:
- empolyees whose contract is non-fixed term employment
- part-time employees:
- employees whose working hours are shorter than full-time employees
- fixed-term empolyees:
- emoployees whose contract is fixed-term employment