Diversity and Inclusion
Policy and Basic Approach
Respect is clearly stated in our Corporate Philosophy, and our Behavioral Drivers clearly state, “We will respect the fundamental human rights of the people we come into contact with in all situations” and “We will not discriminate on the basis of race, nationality, creed, religion, color, age, gender, sexual orientation, gender identity, social status, place of birth, disease, disability, or any other characteristic.” As such, we will respect diverse cultures and individuality to create a place where everyone can learn from one another with mutual respect, so that all employees may lead fulfilling lives in which they are free to be themselves. In such an environment, we aim to contribute to the development of a sustainable society in which the company can grow together with society to increase corporate value by having each and every employee demonstrate their individuality and abilities to the full.
Structure & System
The Kansai Paint Group has established the Sustainability Promotion Committee under the Corporate Governance Committee to oversee the improvement of corporate value from a non-financial perspective and make prompt decisions.The Sustainability Strategy Department, a standing organization, revises plans and collaborates with each department to implement specific measures. This ensures both innovation and feasibility, working together to enhance long-term corporate value.
Initiatives
- DEI in South Africa
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Kansai Plascon Africa Ltd. has established a wide range of policies on inclusion and equity. Through activities based on these policies, it strives to maintain workplace diversity and fairness. These policies ensure that all employees are evaluated, respected, and provided opportunities to achieve growth and progress on an equal basis. Activities to promote mutual respect among our diverse human resources include events where employees come together to celebrate Heritage Day.
- Supporting the career development of human talent working in different environments
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Since FY2021, a “comeback system” has been in place that enables the rehiring of employees who have left the company due to marriage, pregnancy, childcare, nursing care, spouse transfer, or any other reason approved by the company. The system helps those employees whose career was interrupted temporarily take their first step toward rebuilding their careers.
Moreover, we will promote the development of an environment in which more diverse people with various talents are respected and can play an active role, regardless of their attributes, by balancing medical treatment and nursing care with work, promoting diversity including LGBTQ and so on.
