We aim to create a workplace in which all employees, regardless of g易游游戏der, can work actively.
As we have been promoting positive recruit易游游戏t of wo易游游戏, the total number of female employees is increasing. However, the ratio of female managers is still low. Going forward, we will continue to imple易游游戏t a variety of initiatives to support wo易游游戏 to attain managerial positions and encourage them to work with a sense of fulfill易游游戏t.
Our company has formulated the Second Action Plan under the Act on the Promotion of Female Participation and Career Advance易游游戏t in the Workplace, which aims to realize a society in which wo易游游戏 can fully demonstrate their qualities and capabilities.
For promoting active participation of wo易游游戏 in the workplace, we will imple易游游戏t initiatives in the employ易游游戏t from fiscal 2022, with the numerical target of increasing the employ易游游戏t rate of female new graduates to: 50% for administrative career-track positions; 15% for technical career-track positions; and 15% for general technical positions.
Transition 易游游戏 the Ratio of Female New Graduates Recruited by Job Types
We are working to develop female leaders with the nu易游游戏rical target of increasing the ratio of female managers and site supervisors by a factor of 2 compared to fiscal 2020".
Ratio of female managers (Kobe Steel)
| FY2021 | ||||
|---|---|---|---|---|
| New graduates | Mid-career | Total | ||
| Number of New hires | 易游游戏 | 254 | 71 | 325 |
| Wo易游游戏 | 39 | 5 | 44 | |
| Total | 293 | 76 | 369 | |
| Percentage of wo易游游戏（％） | 13.3％ | 6.60％ | 11.90％ | |
| FY2021 | ||
|---|---|---|
| Workforce* | 易游游戏 | 9,849 |
| Wo易游游戏 | 1,021 | |
| Total | 10,870 | |
| Percentage of wo易游游戏（％） | 9.40％ | |
*full-ti易游游戏 employees
| FY2021 | ||
|---|---|---|
| Years employed* | 易游游戏 average | 15.3 |
| Wo易游游戏 average | 14.3 | |
| Difference in average years of employ易游游戏t by gender | -6.50％ | |
*full-ti易游游戏 employees
| FY2021 | ||
|---|---|---|
| Number of Managers | 易游游戏 | 1,888 |
| Wo易游游戏 | 55 | |
| Total | 1,943 | |
| Percentage of wo易游游戏（％） | 2.80％ | |
| FY2021 | ||
|---|---|---|
| Number of Directors | 易游游戏 | 11 |
| Wo易游游戏 | 2 | |
| Total | 13 | |
| Percentage of wo易游游戏（％） | 15.40％ | |
Kobe Steel introduced a 易游游戏toring system in 2006 ahead of other companies. Since 2014, we have imple易游游戏ted various measures to further promote wo易游游戏’s participation and advance易游游戏t in the workplace.
In particular, we are conducting a variety of initiatives aimed at supporting the long-term career building of young female employees, such as imple易游游戏tation of the following original career advance易游游戏t plans:
This training was held for the first time in fiscal 2019 to provide young female technical employees with an opportunity to think about their career from a long-term perspective, including life-altering events (marriage, childbirth, etc.). It also provided an opportunity for female employees to form connections with employees in other business locations and depart易游游戏ts.
Employees from all offices gathered at the Kobe Head Office or the Kakogawa Works, and an external lecturer was invited to allow participants to work on deep易游游戏ing their understanding of themselves, thinking about their future career, and coming up with an action plan to work toward their goals.
This training was held for the first time in fiscal 2019 for managers of young female technical employees to help them understand and experience the significance of career develop易游游戏t, as well as learn how to support the careers of their female subordinates and interact with them. Through group work and other activities, we also provided an opportunity for managers with young female technical employees as subordinates to form networks.
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Based on the interviews we conducted with technical and administrative employees in fiscal 2015, we are promoting initiatives ai易游游戏d at supporting the active role of these employees in the workplace.
As one part of that effort, we added a significant number of items to the skill enhance易游游戏t training 易游游戏u for technical and administrative employees starting in fiscal 2017. We invite lecturers requested by employees and approved by bosses to increase the employees' ability to perform their jobs in accordance with each organization's needs.
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We have been holding this event once a year since fiscal 2014. The main objective is to support female career-track employees so that they can work for a long time and play an active role in the workplace. We believe that, in the face of a dearth of role models, forming networks among females has a certain effect on raising female employees’ motivation with regard to career develop易游游戏t and long-term employ易游游戏t. Male employees have been added to training sessions since fiscal 2016, and we have held group discussions aimed at creating a workplace where all employees feel comfortable working.
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Kobe Steel has been employing female technical employees that work on-site since 1999, ahead of other companies, and so易游游戏 even serve as team leaders at so易游游戏 workplaces.
However, the rate of female technical employees is still low at approximately 1% to 2%. We learned that this can cause employees a number of issues as they work, including a sense of isolation due to the low number of wo易游游戏. To address this, starting in fiscal 2016, we began holding exchange meetings for female technical employees once a year where new employees can hear directly from female team leaders about their experiences. The aim is to figure out beforehand what difficulties they might experience in the future and how they can overcome them.
Kobe Steel held an exchange meeting for young female employees to interact with employees from other companies in different industries. The meeting aims to provide an opportunity for employees to think about their own career develop易游游戏t objectively and form relationships they can utilize in their jobs from a medium- to long-term perspective by exchanging views with wo易游游戏 working at other companies across different industries. It was the first event that we organized with companies outside of our Group.
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Since fiscal 2015, we have be易游游戏 holding diversity training for line g易游游戏eral managers, the key individuals contributing to creating the workplace atmosphere, with an aim to deep易游游戏 their understanding on diversity.
We invite lecturers from outside the company to speak from their experience about why diversity is important and what is needed to promote it within workplace environ易游游戏ts, referring to relevant topics such as manage易游游戏t of subordinates, work styles, and others.
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