With Employees 3 Good Health and Well-being 4 Quality Education 5 Gender Equality 8 Decent Work and Economic Growth 10 Reduced Inequalities

Goals and Achievements of Major Initiatives

Foster and endorse the advancement of local staff overseas with the aim of advancing global management.

Goals for fiscal year 2019
  • Reinforce awareness of the human rights policy.
  • Use ESG human rights training to encourage awareness of the policy among executives and other pertinent individuals.
  • Provide tailored guidance based on the results of voluntary human rights inspections.
Achievements in fiscal year 2019 Steps were taken to disseminate the DIC Group’s human rights policy and self-checks using a human rights checklist were conducted at 57 Group companies around the world.
Evaluation ★★
Goals for fiscal year 2020
  • Promote awareness of global trends in human rights.
  • Conduct human rights due diligence and take steps to reduce the risks that human rights–related issues pose.
  • Ensure a grasp of differences in the status of efforts to protect human rights at Group companies.
Goals for fiscal year 2019 Announce and begin implementing WING, a new strategy designed to rally diverse human resources as the source of DIC’s competitiveness as a global organization.
Achievements in fiscal year 2019
  • A human resources database for management-level (i.e., manager or higher) employees was created for Japan, the Asia–Pacific region and Greater China.
  • The Group continued to offer global human resources development programs.
Evaluation ★★★
Goals for fiscal year 2020
  • Continue promoting talent management with the aim of discovering future management candidates.
  • Consider the creation of a global human resources database for the entire DIC Group, including Sun Chemical.
Goals for fiscal year 2019
  • Continue offering the GCD Program.
  • Continue providing global human resources training aimed at fostering employees at multiple levels.
Achievements in fiscal year 2019
  • The Group continued to offer the GCD Program.
  • The Group continued to provide training aimed at fostering global human resources at multiple levels.
Evaluation ★★
Goals for fiscal year 2020
  • Continue offering the GCD Program.
  • Continue providing practical training aimed at fostering global human resources at multiple levels.

Encourage women in the workplace with the aim of securing a diverse labor force and supporting diverse work styles.

Goals for fiscal year 2019
  • Continue to implement the program to foster female leaders.
  • Use roundtable discussions for directors to manage the progress of efforts to promote career opportunities for female employees.
  • Introduce leave for employees to accompany spouses overseas.
Achievements in fiscal year 2019
  • The Group continued to offer a program to foster female leaders.
  • The Group continued to conduct roundtable discussions for directors.
  • Leave for employees to accompany spouses overseas and a system that allows employees to take paid leave in hourly increments were introduced.
Evaluation ★★★
Goals for fiscal year 2020
  • Use roundtable discussions for directors to ensure a grasp of the status of efforts to promote diversity in each department and consider measures.
  • Promote work style reforms.

Promote the hiring of individuals with disabilities with the aim of securing a diverse labor force and supporting diverse work styles.

Goals for fiscal year 2019 Work with the Japanese government’s Hello Work public employment security offices, as well as special needs schools and other organizations, to promote the hiring of individuals with disabilities, to maintain the employment rate for individuals with disabilities at 2.4% of DIC’s total labor force.
Achievements in fiscal year 2019
  • Steps were taken to strengthen cooperation with special needs schools, including introducing an internship program.
  • DIC promoted the exchange of information with other companies hiring individuals with disabilities.
  • As of December 31, 2019, individuals with disabilities accounted for 2.6% of DIC’s total labor force.
Evaluation ★★★
Goals for fiscal year 2020
  • Further strengthen cooperation with special needs schools to expand internships.
  • Promote the exchange of information with other companies hiring individuals with disabilities.
  • Maintain the percentage of DIC’s total labor force accounted for by individuals with disabilities at 2.6%.
  • Evaluations are based on self-evaluations of current progress.
    Key: ★★★ = Excellent; ★★ = Satisfactory; ★ = Still needs work

Basic Approach to Human Resources Management

With the aim of being an organization that empowers all employees to reach their full potential, the DIC Group is committed to respecting human rights and eliminating all forms of discrimination and to creating a work environment that embraces diversity. The Group also strives to support a healthy work–life balance for each employee and create a work environment conducive to job satisfaction, as well as to foster human resources in markets around the world, which it recognizes as essential to ensuring sustainable corporate growth under its current medium-term management plan.

Strategies for a Stronger Management Infrastructure

In line with The DIC WAY, which represents its fundamental management policy, the DIC Group has established a global human resources management framework under which Group companies in Japan, the PRC and the Asia–Pacific region are overseen by DIC, while those in North America, Europe, Central and South America, and Africa are overseen by Sun Chemical of the United States. The DIC111 medium-term management plan, which was introduced in February 2019, sets forth a strategy dubbed WING that is designed to rally the Group’s diverse human resources as a source of its competitiveness as a global organization. WING centers on four core themes, summarized as “work style reform,” “HR infrastructure reform,” “next management selection” and “global talent development.”

WING: DIC111 Strategies for Human Resources Management

Progress in Fiscal Year 2019

  • Work style reform

    • Introduced leave for employees to accompany spouses overseas and short-term paid leave programs and implemented initiatives to promote telework system and awareness of flexible working options
  • HR infrastructure reform

    • Built human resources database for management-level and higher employees in Japan, the PRC and the Asia–Pacific region
    • Created global unified assessment system for employees in key positions
  • Next management selection

    • Reinforced approach to selecting new management candidates by enhancing training for such candidates and expanded scope of human resources assessments
  • Global talent development

    • Augmented existing development programs for global human resources by considering a method of assessing language ability, including conversational prowess
Basic Personnel Statistics (DIC)

Respect for Human Rights

The DIC Group actively supports global codes governing human rights*1, in line with which in fiscal year 2018 it formulated the DIC Group Human Rights Policy and began promoting related initiatives. The DIC Group Code of Business Conduct, which outlines standards that DIC Group employees are expected to observe, lays down provisions prohibiting human rights violations and requiring respect for diversity, two philosophies that are the foundation of the Group’s corporate activities. DIC Group employees are obliged to understand and provide written pledges to abide by the code.
In fiscal year 2010, DIC became a signatory to the UNGC, pledging its support for the Ten Principles of the UNGC, which includes tenets regarding human rights and labor. The Company continues to implement related initiatives in all areas of its corporate activities to reinforce respect for human rights in the human resources management practices of all Group companies and prevent the occurrence of violations.
In response to the Modern Slavery Act 2015*2, DIC is reinforcing training regarding human rights due diligence*3, cognizant of the issue of human trafficking and the risks it poses to companies with operations in the United Kingdom. The Company also promotes awareness among DIC Group company executives and enhances corporate headquarters’ inspection and monitoring structure as part of an ongoing effort to bolster Group management capabilities.

  • The International Bill of Human Rights, comprising the Universal Declaration of Human Rights and the International Covenants on Human Rights (the International Covenant on Economic, Social and Cultural Rights and the International Covenant on Civil and Political Rights); the International Labour Organization (ILO)’s Declaration on Fundamental Principles of Rights at Work; the United Nations’ Guiding Principles on Business and Human Rights; and the Ten Principles of the UNGC.
  • Under the Modern Slavery Act 2015, an Act of the Parliament of the United Kingdom, companies with operations in the United Kingdom must report on the existence/nonexistence of slavery, human trafficking or other critical violations of human rights in their supply chains, related risks and steps they are taking to address such practices. “Modern slavery” encompasses debt bondage, forced labor and servitude; human trafficking; and exploitation (including sexual exploitation and forced organ donation).
  • Human rights due diligence is an ongoing risk management process that a company needs to follow in order to identify, prevent, mitigate and account for how it addresses its adverse human rights impacts.

Initiatives in Fiscal Year 2019

A total of 58 DIC Group companies in Japan and overseas implement voluntary human rights and labor practices inspections. For the second consecutive year, in fiscal year 2019 the Group conducted inspections based on a revised questionnaire distributed to companies for this purpose. Having analyzed and verified the results of inspections, the Group implements follow-up inquiries in key areas and uses its findings to promote initiatives aimed at enhancing awareness.

The DIC Group Human Rights Policy

As a member of society that recognizes the importance of respect for human rights and respects the basic human rights of all stakeholders, including its customers, suppliers and employees, the DIC Group is currently formulating a human rights policy, a draft of which is provided below. Based on this policy, DIC will work to increase the human rights awareness of its executives and employees and to conduct its business activities in a manner that shows respect for human rights.

  • Positioning

    This policy, which is in accordance with global human rights codes, articulates DIC’s fundamental stance on respect for human rights.

  • Scope of application

    This policy applies to all executives and employees of the DIC Group. The Company shall also encourage its business partners and suppliers to adhere to this policy and cooperate with them to advance respect for human rights.

  • Responsibility to respect human rights

    The Company shall strive to fulfill its responsibility to respect human rights by ensuring that its business activities do not result in violations of the human rights of stakeholders, as well as by preventing human rights abuses in the course of its business. In the event that its business partners or suppliers cause adverse human rights impacts through their businesses, products and services, the Company—while not directly complicit—shall use its influence to encourage the responsible parties to cease the practices responsible for such impacts.

  • Human rights due diligence

    To fulfill its responsibility in regard to respect for human rights, the Company has created a human rights due diligence system, which it shall employ on an ongoing basis to identify and address human rights risks.

  • Corrective/remedial actions

    Should the Company cause adverse human rights impacts or should it become evident that it has been complicit in causing such impacts, the Company shall take appropriate corrective/remedial actions in response.

  • Compliance with applicable laws

    The Company shall comply with applicable laws in the countries and territories in which it operates. The Company shall also respect international human rights principles and work actively to promote these principles.

  • Disclosure and education/training

    The Company shall periodically report publicly on the progress of initiatives implemented in line with this policy. To ensure the effectiveness of this policy, the Company shall also provide appropriate training to its executives and employees.

  • Dialogue and discussion

    The Company shall engage with stakeholders regarding initiatives implemented in line with this policy by creating opportunities for dialogue and promoting discussion in good faith.

  • Identifying principal human rights challenges

    The Company has separately identified principal human rights challenges. In line with this policy, the Company shall use due diligence as appropriate. Recognizing this as an ongoing process, the Company shall also continue to revise and amend these challenges to reflect social change, business trends and other factors.

DIC Corporation

Principal Human Rights Challenges Facing the DIC Group

Based on key global standards regarding human rights, the DIC Group has identified the following as the principal human rights challenges it faces and promotes appropriate due diligence in accordance with its human rights policy. The Group will review these challenges on a regular basis, taking into consideration factors such as social change and business trends.

  • Eliminate discrimination

    The DIC Group prohibits all types of discrimination, harassment and other practices that undermine the dignity of any individual.

  • Prevent child labor and forced labor

    The DIC Group prohibits the use of child labor, forced labor, slave labor and labor resulting from any form of human trafficking.

  • Respect basic labor rights

    The DIC Group respects basic labor rights, including freedom of association and employees’ rights to organize and to engage in collective bargaining.

  • Address the issue of conflict minerals

    The DIC Group prohibits the use of conflict minerals. Should any raw materials purchased from third-party suppliers be found to contain conflict minerals, the Group will respond by, among others, immediately terminating the procurement thereof.

The DIC Group’s Human Rights Due Diligence System

The DIC Group has created a human rights due diligence system, which it employs on an ongoing basis.

The DIC Group’s Human Rights Due Diligence System

Due Diligence Initiatives to Address Principal Human Rights Challenges

  • Promotion of supply chain due diligence by the Purchasing Department

    To ensure that its extended supply chain functions in a socially responsible manner, the Company established the DIC Group Universal Purchasing Policy in 2008, based on which it also formulated purchasing management regulations, and the DIC Group CSR Procurement Guidelines—later renamed the DIC Group Sustainable Procurement Guidelines—which clarify issues it expects suppliers to address, in 2009. Using the policy and guidelines, the Company promotes sustainable procurement by ensuring that all suppliers implement improvements and initiatives necessary to ensure sustainable procurement, as well as advances respect for human rights and takes comprehensive steps to address human rights risks such as conflict minerals, across its supply chain.

  • Initiatives to help realize a sound, viable mica mining industry in India

    Mica has a broad range of industrial applications, including coatings, cosmetics, electronics materials and cutting fluids and is mined around the world. The use of child labor in the mining of mica in India, a leading producer, has been identified as a critical issue for users.
    DIC Group company Sun Chemical, which oversees the Group’s printing inks, resins and pigments for cosmetics operations in the Americas and Europe, is a founding member of the Responsible Mica Initiative, a unique global collaboration established in February 2017 to eradicate child labor in the mica mines of India. Through participation in this initiative, materials producers and cosmetics companies around the world are working to contribute to the realization of a sound, viable mica mining industry.

  • Establishment of whistle-blowing hotlines and corrective measures by the compliance team

    The Company’s compliance team has created a channel for Group employees to report to whistle-blowing hotlines. In fiscal year 2019, the Company received 17 human rights–related reports through this system. However, internal investigations revealed no serious violations. Appropriate corrective measures were implemented in the receipt of reports.

  • Contact procedures and responses to comments and complaints

    The Company has established procedures for suppliers, customers, local communities and other stakeholders to report issues by telephone or through its corporate website and strives to respond swiftly when comments or complaints are received. No complaints pertaining to human rights issues were received in fiscal year 2019.

Building Trust with the DIC Employees’ Union

DIC’s management and representatives of its employees’ union meet regularly with the goal of ensuring healthy industrial relations based on mutual trust. In addition, through labor–management councils and casual management conferences, DIC shares management information and its vision for the future with union representatives and encourages the frank exchange of opinions. A total of 67.2% of parent company employees belong to the DIC Employees’ Union (100% of eligible employees).

Diversity Promotion and Work Style Reform

The DIC Group actively pursues diversity by employing a broad spectrum of individuals without regard to such considerations as gender, nationality, physical limitation or age. The Group works to foster a corporate culture that draws on its understanding and respect for diversity to produce creative ideas and to incorporate the concept of diversity into management, thereby creating workplaces that enhance job satisfaction for employees. The Group’s president and CEO has said, “It is important to recognize that marshaling the diversity of the individuals that make up our labor force will enable us to respond to social imperatives or even to change DIC itself.” To this end, DIC has identified introducing alternative working arrangements that leverage digital tools, including telework and flextime; shifting the focus of evaluations from quantity to quality; and providing support for employees who have childcare or nursing care responsibilities or suffer illness as the key themes of the human rights strategy set forth in its DIC111 medium-term management plan. DIC is also promoting ESG management to strengthen its management infrastructure, with initiatives in Japan emphasizing increasing the percentage of the Company’s management positions occupied by female employees, the percentage of its overall labor force accounted for by foreign nationals, and the number of female employees and foreign nationals on its management team.

Strength through Diversity
Ratio of foreigners and female officers
Diversity Road Map

01Hiring Diverse Human Resources

With the objective of securing talented individuals with advanced specialized capabilities, global perspectives and language capabilities, DIC actively promotes the hiring of international students completing undergraduate or graduate studies at Japanese universities; Japanese and foreign nationals completing undergraduate or graduate studies at overseas universities; and experienced mid-career candidates with extensive experience and expertise. At present, approximately 50 foreign nationals are employed in various capacities at DIC.

Number of Foreign Nationals Currently Employed by DIC

VOICE

DIC is a company that evolves constantly to respond to the needs of the times.

SC Project, Kashima Plant, DIC Corporation Siong Wan Foo

DIC is a company that is bold in its pursuit of dreams and innovations and evolves constantly to ensure its ability to respond to the needs of the times. In recent years, we have seen a substantial increase in the number of female managers and employees who are foreign nationals, both of which are the result of practical efforts to promote diversity. Employees with diverse backgrounds, strengths and weaknesses work together to create comprehensive teams that can adapt to whatever challenging business scenarios may arise in the future. I am impressed with DIC’s commitment to diversity in all its forms, which is one factor that makes it stand out among companies that have been in business for more than a century. I am proud to be a member of the DIC family.

SC Project, Kashima Plant, DIC Corporation Siong Wan Foo

DIC’s flexible work environment enables employees to accommodate work plans.

Polymer Processing Technical Group 2, DIC Corporation Sia-Er Tan

As a new graduate, I wanted to find a job with a company that would help me grow as a citizen of the world. As an organization with bases around the world, DIC was the ideal choice. The group I was assigned to is tasked with developing PPS compounds, which are key engineering plastics used widely in automotive components. Because DIC produces PPS compounds at five sites worldwide, including in Japan, we interact frequently with colleagues and customers from overseas. Several members of our team have experience working in other countries, which makes for a lot of unique personalities. DIC has introduced a variety of working arrangements, including flextime and working at home. This creates a work environment that enables employees to, for example, adjust work hours to accommodate work plans, or use earphones at their desk when they need to concentrate, making it much more flexible than most Japanese companies. It is encouraging to see the idea of not being constrained by preconceived notions—something those of us in technical positions often hear—is gradually finding its way into efforts to reform work styles at my own workplace.

Polymer Processing Technical Group 2, DIC Corporation Sia-Er Tan

Thanks to the support of my supervisors and colleagues, I learned to really love my work.

Dispersion Technical Group 1, Tokyo Plant  Keumhee Jang

I met a number of DIC employees at an academic conference when I was in graduate school and was really impressed by their positive attitude and broad expertise, so when I started looking for a job after graduation DIC was my first choice. My first assignment was in a department involved in developing LC products, which is completely different from my area of specialization in university and something I really did not know much about. Thanks to the support of my supervisors and colleagues, I was able to overcome any difficulties I faced and play a key role in developing products and learned to really love my work. To me, DIC’s true appeal is its willingness to entrust important tasks to young employees and the fact that I have so many colleagues I can talk to about anything, whether work-related or personal. In April of this year, I was transferred to a department involved in gravure inks development, so I am once again working hard to learn new things with the aim of quickly becoming a useful part of my new team.

Dispersion Technical Group 1, Tokyo Plant Keumhee Jang

Polymer Processing Technical Group 2, Polymer Processing Technical Division, Chiba Plant Jia Ying

When I began hunting for a job as I was getting ready to graduate, DIC held a recruitment event at my university. I was really impressed by the pleasant atmosphere and by the impression they gave of being emphatically open to hiring foreign nationals. So even though I am not Japanese, there was no uncomfortable pressure on me because of that when I entered the company. My job is in the area of PPS product development and the provision of technical services to customers. My responsibilities currently involve performing comparisons with materials produced by competitors and identifying the causes of quality problems. When I first joined the company, I could read and comprehend the content of various forms and documentation I dealt with, but my spoken Japanese was not so great, so many minute nuances went over my head and I found verbal communication a challenge. My on-the-job training supervisor was so kind and always responded patiently no matter how many questions I asked! Everyone in my department is friendly, too, so I really enjoy working here. I look forward to increasing not only my language skills but also my product knowledge and to playing a useful role in PPS product development.

Polymer Processing Technical Group 2, Polymer Processing Technical Division, Chiba Plant Jia Ying

I want to use my ability to understand local thinking to serve as a bridge between Japan and overseas markets.

Fine Synthesis Technical Group 6, Saitama Plant Wei Wu

When I joined DIC I had just graduated university in the PRC, spoke no Japanese and didn’t really know anything about Japanese companies. I was nervous and uncertain in the beginning, but the workplace atmosphere was great and my superiors and colleagues were kind and patient in teaching me everything I needed to know, so I really enjoyed my job. I am always impressed by my Japanese colleagues Eindustrious nature and meticulous attention to detail in all aspects of their work, as well as by the corporate culture of Japanese companies, which emphasizes the diligent observation of rules and the creation and provision of safe, high-quality products. In the future, I want to use my ability to understand local thinking to serve as a bridge between Japan and overseas markets with the aim of reinforcing relations and contributing to the success of our LCs business in the PRC and Taiwan.

Fine Synthesis Technical Group 6, Saitama Plant Wei Wu

TOPICS

DIC Executives Participate in Diversity Roundtable Discussion

President and CEO Kaoru Ino and other DIC executive officers based in Japan took part in a roundtable discussion on the theme of diversity at corporate headquarters in Japan. Designed to enable participants to share information on initiatives in various departments with the aim of improving the effectiveness of initiatives going forward, the discussion was moderated by managing executive officer Masaya Nakafuji and focused on efforts to promote career opportunities for female employees and activities conducted in line with the Company’s diversity road map. During the discussion, interview seminars for female employees held by production departments and other specific initiatives were presented as case studies to illustrate the importance of creating work environments that are conducive to diverse human resources, as well as to encourage collaboration and foster a sense of solidarity among diverse employees.

Roundtable discussion

Roundtable discussion

02Expanding Career Opportunities for Women

In line with its commitment to promoting diversity, DIC implements a variety of initiatives to expand career opportunities for female employees. Having established a full-scale program to support employees in balancing the demands of a career and childcare in 2007, since fiscal year 2016 the Company has pushed ahead with measures to transform employee mindsets and its corporate culture, as well as to provide training designed to encourage the drive and determination of female employees and broaden the range of jobs open to women.

Creating a Framework for Initiatives

In fiscal year 2017, DIC established the position of diversity officer in each of its business units to create a framework for initiatives in each business unit that reflects the actual situation on the ground. The individual in charge of diversity for the Group and the business unit diversity officers meet periodically to exchange information, among others, with the aim of raising the standard of initiatives implemented Companywide.

Transforming Employee Mindsets and the DIC Corporate Culture

In October 2016, DIC held the Women in DIC Forum, which addressed the issue of career opportunities for female employees and welcomed female executives from multiple DIC Group companies, at its corporate headquarters in Tokyo. Approximately 800 employees—split evenly between female employees and male management-level employees—participated in the forum. In the first session, four female executives from overseas Group companies gave presentations, while in the second session three female employees in senior positions in Japan joined the four speakers in a panel discussion on pursing a rewarding career as a way to enrich one’s life. The discussion was broadcast to 14 Group sites across Japan.
As part of its efforts to change the mindsets of management-level employees, in May 2017 DIC held a conference for approximately 300 line supervisors on the meaning of diversity. The following month, the Company held a roundtable discussion that included an outside director who is board chair of an NPO and as such is well versed in diversity management.
In May 2018, DIC staged a diversity-related event for executives and managers overseeing female employees at its corporate headquarters in Tokyo. The event, which was attended by approximately 300 individuals from 16 sites across Japan, was divided into two parts. The first was a lecture titled “Diversity Is a Strategy,” which was given by Yosuke Yagi, CEO of People First, Ltd., whose career includes stints as a human resources manager for General Electric Japan Ltd. and executive officer and executive vice president of LIXIL Group Corporation. Mr. Yagi’s lecture touched on a variety of points, including tips for bringing out the best from people and organizations that he actually put into practice at LIXIL and about unconscious biases that impede the careers of female employees. The second part of the event was a discussion between Mr. Yagi and DIC president and CEO Kaoru Ino titled “Diversity at DIC: The Next Challenge,” which was moderated by Yukio Ishizuka of Nikkei Inc. In addition to an exchange of views on the results of DIC’s diversity awareness survey, the participants looked at the direction of efforts to promote diversity at DIC by examining employees’ understanding and gaps in awareness between female and male employees, and introducing case studies from other companies.

Women in DIC Forum

Women in DIC Forum

Women in DIC Forum

Diversity lecture (2018)

People First CEO Yosuke Yagi

People First CEO Yosuke Yagi

TOPICS

President and CEO Kaoru Ino and W-LDP Participants Hold Lunchtime Roundtable Discussion

In May 2019, DIC president and CEO Kaoru Ino participated in DIC’s Woman Leader Development Program (W-LDP) lunchtime roundtable discussion. In addition to a presentation by Mr. Ino on DIC’s efforts to promote diversity, the event featured a discussion that covered a variety of matters, including modifying work environments to accommodate aging societies with declining birthrates and an increasing number of two-income households, approaches to helping the next generation of employees balance childcare and their career, and what is lacking in DIC’s current efforts to promote diversity. Participants reacted positively, commenting that the event had been a valuable opportunity to learn what senior management is thinking and to gain a proper understanding of the Company’s diversity promotion program.

Lunchtime roundtable discussion

Lunchtime roundtable discussion

Number of Foreign Nationals Currently Employed by DIC

DIC Recognized as Nadeshiko Brand for Fiscal Year 2019, Earning Selection for the Second Consecutive Year

In recognition of its superb achievements in expanding career opportunities for women, DIC was selected as a Nadeshiko Brand for fiscal year 2019, the second time it was honored under this program, which is sponsored by Japan’s Ministry of Economy, Trade and Industry and the Tokyo Stock Exchange (TSE). The Nadeshiko Brand initiative aims to introduce TSE-listed companies judged to be outstanding in terms of efforts to empower women in the workplace as attractive stocks for investors who emphasize medium- to long-term improvements in corporate value with the objective of accelerating such efforts. The initiative assesses approximately 3,600 companies across all TSE sections based on what they do to promote diversity-conscious management and their disclosure of related information and select Nadeshiko brands in each industry category.
With the goal of being an organization that enables a broad range of individuals to reach their full potential, DIC has positioned expanding opportunities for its female employees as the first step in its drive to promote diversity. Since fiscal year 2015, the Company has actively promoted a variety of initiatives in line with four key themes: Stimulate an appropriate employee mindset and corporate culture, support career-building, promote work style reforms and communicate publicly. Initiatives in fiscal year 2019 fell into three categories: Measures to enhance management’s commitment to career advancement for female employees, notably holding diversity roundtable discussions for executives for the third consecutive year; front-line efforts, namely, appointing department-specific diversity officers, promoting networking efforts for female employees at sites across Japan and conducting web seminars; and the creation of work environments conducive to flexible work styles and continuous service for female employees, including making it possible to take paid vacation time in hourly increments and introducing leave for employees to accompany spouses overseas. These initiatives were cited as reasons for DIC’s selection as a Nadeshiko Brand for fiscal year 2019, as were its adoption of flextime and telework systems and mandatory “no overtime days.”

VOICE

What I learned through participation in a J-Win program designed to advance career opportunities for women.

Publicity Manager, PR Group, Corporate Communications Department Yukie Yano

I participated in a 23-person working group organized on the theme of collaboration among companies with the goal of group members fortifying knowledge and experience through a variety of activities, including document studies, visits to various companies and the examination of case studies. To me, the most exhausting part was the discussing of matters until every member was satisfied. As individuals with nothing in common other than the fact that we are female and businesspeople, I think we all found team building and the alignment of goals difficult. The opportunity to share information with people from different companies and systems was stimulating and provided an opportunity to reflect on one’s own company. Participation in this working group also enabled me to build a network of contacts that I will always value. Going forward, the challenge will be to transform this important experience and the connections I made into something that effectively benefits DIC.

Publicity Manager, PR Group, Corporate Communications Department Yukie Yano

03Advancing the Employment of Individuals with Disabilities

DIC is committed to creating inclusive work environments that help individuals with disabilities enjoy active and fulfilling careers. One initiative, which began in fiscal year 2015, is an internship program, organized in collaboration with a special needs school, that is designed to transition into full-time employment. In fiscal year 2019, one program participant was offered a full-time clerical position, with three expected to be offered positions at corporate headquarters in fiscal year 2020.
As of December 31, 2019, individuals with disabilities accounted for 2.58% of DIC’s total labor force, exceeding Japan’s legally mandated quota of 2.2%. Going forward, DIC will continue working with the Japanese government’s Hello Work public employment security offices, as well as special needs schools and other organizations, to promote the hiring of individuals with disabilities, and will take further steps to enhance work environments and increase workplace accessibility.

VOICE

Words of gratitude from colleagues are a great encouragement and give me a sense of satisfaction.

Business Support Department, DIC Estate Co., Ltd.  Ryo Nakagawa

I joined DIC Estate on April 3, 2017, and was assigned to the mail room, which is part of the Business Support Department. My responsibilities include collecting and delivering mail, coordinating courier services and maintaining employee-use tea dispensers. Each requires paying close attention to key priorities. When collecting and delivering interoffice and regular mail, we need to ensure that each item is delivered to the appropriate department not only correctly but also safely. In coordinating courier services, we must ensure packages can be carried safely by keeping a close eye on weight and number. When maintaining tea dispensers, it is important not to miss water droplets and dirt so that the machines are always pristine.
Words of gratitude from colleagues when I am at work are a great encouragement and give me a sense of satisfaction in doing a good job. My goal is to be like the mail room team leaders, that is, someone who can discern what needs to be done and act swiftly and who is thoughtful and considerate of everyone around them.

Business Support Department, DIC Estate Co., Ltd.  Ryo Nakagawa

The kind voices of other employees and DIC executives give me a sense of pride in my job.

Business Support Department, DIC Estate Co., Ltd. Akari Tanaka

I joined DIC Estate in February 2017. My responsibilities are primarily the preparation and serving of tea to guests and the maintenance of employee-use tea dispensers situated on each floor of the DIC Building in Nihonbashi. Maintenance of the tea dispensers includes cleaning the drip trays and filters and replenishing supplies of tea and sugar. I prepare and serve tea to guests in the executive reception room on the third floor and clean up after the guests have left. Other employees always thank me for keeping the employee-use tea dispensers clean. DIC executives tell me that guests compliment my proper tea serving etiquette. Compliments like these give me a sense of pride in my job. I will continue working to keep the tea dispensers in tip-top shape for my colleagues, as well as to further improve my ability to prepare and serve delicious tea that pleases guests.

Business Support Department, DIC Estate Co., Ltd. Akari Tanaka

04Reemployment after Retirement and Support for Retirement Planning

DIC has deployed a system that facilitates the reemployment until age 65 of individuals reaching retirement age (60) and wishing to remain with the organization. With available options including full-time work, short-time work and work sharing, this system enables reemployed individuals to maximize their experience and make full use of their accumulated technological capabilities and specialized expertise, thereby contributing to sustainable growth for the DIC Group and the training of subsequent generations.
DIC also offers classes for employees within a year of retirement that helps them prepare for life after their careers. These classes provide assistance with retirement planning and education regarding the national pension system, as well as offer retirement lifestyle simulations.

Number of Reemployed Individuals

Work Style Reform Initiatives that Support a Healthy Work–Life Balance

DIC views a healthy work–life balance as essential to both self-realization and sustainable corporate growth. Accordingly, from the standpoint of corporate health management*, the Company continues to expand systems intended to facilitate such a balance.
In response to falling birthrates and lengthening life spans, the Japanese government has launched a drive to promote work style reforms, in line with its belief that positive workplaces lead to higher productivity, with the aim of helping individuals balance the demands of a career and childcare or nursing care and improving productivity. Since well before this, DIC has promoted initiatives aimed at enabling all employees to realize both a satisfying work life and a fulfilling life outside work.

  • An approach to employee health management that emphasizes a corporate management perspective and the implementation of strategic measures.

01Enhancing Programs that Help Employees Balance the 1 Demands of Work and Home

In 1986, DIC blazed a trail for chemicals manufacturers in Japan by implementing a childcare leave program. Since establishing a program to support employees in balancing the demands of a career and childcare in 2007, the Company has continued promoting measures that make it easier for employees to make use thereof. In fiscal year 2008, DIC acquired the Kurumin Mark, which recognizes companies that promote initiatives designed to assist employees in raising children. The Company has also deployed a system that gives regular employees the option to accept or refuse transfers requiring relocation and, since 2012, a system that allows management-level employees to limit the locations to which they will accept transfers, making it easier for individuals who are unable to accept transfers that involve relocation because of childbirth, childcare, nursing care or other responsibilities.

Kurumin Mark Certification

In 2008, DIC was accorded the Kurumin Mark, which recognizes companies that actively promote initiatives designed to assist with child rearing, by Japan’s Ministry of Health, Labour and Welfare.

Promoting Measures to Retain Employees with Nursing Care Responsibilities

In Japan, one of the social ramifications of falling birthrates and lengthening life spans is an increase in the number of people requiring nursing care, as a result of which more people find themselves having to leave their jobs to take care of family members.
Steps taken by the government to help address these issues include revising the Child Care and Family Care Law in 2016 to make it easier for individuals to take leave or time off and increasing benefits for temporary absences from work. To encourage use and promote knowledge of its related leave programs, in June 2017 DIC began distributing the Childcare and Nursing Care Handbook. DIC has also revised the rules of these programs, including making it possible to break up nursing care leave, as well as to extend the period over which they may shorten their workday from one year to three years, thereby making them easier for employees to use.

Major Expansion of the Flextime System

To facilitate flexible work styles, in fiscal year 2017 DIC resolved to significantly expand its flextime system and in April 2018 made the system applicable to all areas of operations other than production floors. The system makes it possible for employees to determine the time at which they end their working day to the extent that it does not hinder business efficiency, as well as to simultaneously make use of telework, with the goal of promoting the independent execution of duties and enhancing self-management capabilities.

Promoting Telework

In fiscal year 2016, DIC began exploring the potential of telework, a flexible work arrangement that enables employees to work at home or another remote location using information and communications technologies (ICT), thus eliminating the time and location constraints of traditional work arrangements. The following year, employees and management conducted extensive talks to iron out details. After analyzing and evaluating the results of a trial involving 57 employees, in January 2018 the Company launched the DIC Telework System, which is available to all employees regardless of position of workplace. As of December 2019, approximately 1,000 employees had registered to use the system.
In response to the emergence of COVID-19 in January 2020, DIC implemented telework in principal for the entire DIC Group to help prevent the further spread of the virus. When a state of emergency was declared in Japan in April, more than 90% of office workers, centering on those in sales and management-related departments, were able to continue performing their jobs without commuting to their normal place of work.
Looking ahead, DIC will continue to create systems that make it possible for employees to choose a work style that suits the type of work they do, as well as their own personal needs, with the aim of helping encourage a healthy work–life balance. The Company will also further promote the independent execution of duties to reinforce self-management capabilities, thereby accelerating efforts to galvanize employees and encouraging them to give full play to their creativity.

VOICE

Thanks to the new telecommuting system, both my professional and private life are more fulfilling.

Manager, Tokyo EP Sales Group, Composite Material Products Division Takuro Mikami

The way salespeople work has changed from back in the day and responsibilities other than visiting customers continue to increase. In addition to dealing with internal paperwork, I have to deal with environmental and legal/regulatory inquiries, so one or two days each week are taken up with deskwork. More than a few of these tasks are conducive to telecommuting. Like most other salespeople, I also work when I have a free moment between business trips and when I’m out of the office. Telecommuting allows me focus before I leave for a business trip or when I get home, so I’m able to be much more efficient. I look forward making further use of the telecommuting system to achieve a work–life balance that suits me and helps ensure a more fulfilling professional and private life.

Manager, Tokyo EP Sales Group, Composite Material Products Division Takuro Mikami

Establishment of a System to Help Employees Balance Medical Treatment and Work

In January 2020, DIC introduced a system to support employees undergoing medical treatment who wish to continue working. To guarantee this system functions effectively, the Company formulated guidelines to ensure employees making use of this system receive the ongoing support necessary to balance medical treatment and work through jobrelated accommodations and considerations.

Programs that Help Employees Balance the Demands of Work and Home

Childcare Leave Program The maximum length of leave is until the child reaches the age of 2 years and 6 months, which is one year longer than the legally mandated leave period.
Leave to Assist with Parenting Program Male employees can take five days’ paid leave during the eight weeks following their child’s birth to assist with parenting.
Childcare While Working Program Employees can shorten their workday by up to three hours until the end of a child’s third year of elementary school. Employees can also stagger their working hours to accommodate childcare schedules.
Economic support system This system enables employees on unpaid childcare leave to borrow a portion of their bonuses in advance to pay for, among others, fertility treatment or infant care facility fees.
Return to previous (or equivalent) position Employees returning from childcare leave must be allowed to return to their previous position or to a position equivalent thereto.
Information sharing to promote program participation DIC’s views on support for work and childcare balance, as well as a guide to its various available systems and how to make use of them, are posted on the Company’s website and intranet.
Nursing care leave system Employees can take such leave for up to one year, exceeding the statutory maximum of 93 days. As of January 2018, employees may also break up leave without restriction.
Nursing Care While Working Program Employees not wishing to take leave while providing nursing care can shorten their workday by up to two hours for a maximum period of three years. As of January 2018, employees may also request to be excused from doing overtime without restriction.
Leave to accompany spouse overseas Employees not wishing to take leave while providing nursing care can shorten their workday by up to two hours for a maximum period of three years. As of January 2018, employees may also request to be excused from doing overtime without restriction.
Relocation limitation system Management-level employees may limit the locations to which they will accept transfers that involve relocating because of childbirth, childcare, nursing care or other responsibilities.
System to help employees balance medical treatment and work Employees undergoing medical treatment who wish to keep working can access necessary support in the form of job-related accommodations and considerations.

Use of the Childcare Leave and Leave to Assist with Parenting Programs

Owing to the introduction of various programs to help employees in balancing the demands of work and home and the creation of an environment that encourages employees to take advantage of such thereof, the percentage of DIC employees who return to work after making use of the Childcare Leave Program is currently 100%. In addition, the number of individuals using the Leave to Assist with Parenting Program, which enables male employees to take time off in the weeks after the birth of a child to assist their partner, has risen.
Thanks to efforts to enhance these systems, the average years of employment for female employees has increased and continues to exceed the average for male employees.

Fiscal year 2014Fiscal year 2015Fiscal year 2016Fiscal year 2017Fiscal year 2018Fiscal year 2019
Number of employees using the Childcare Leave Program Fiscal year 2014: 28 Fiscal year 2015: 29 Fiscal year 2016: 35 Fiscal year 2017: 35 Fiscal year 2018: 21 Fiscal year 2018: 28
Number of employees using the Leave to Assist with Parenting Program Fiscal year 2014: 63 Fiscal year 2015: 64 Fiscal year 2016: 62 Fiscal year 2017: 77 Fiscal year 2018: 81 Fiscal year 2018: 86

VOICE

Balancing a career and childcare is a challenge, but I feel happy and fulfilled.

Advanced Technology Marketing Dept. Naoko Nakajima

When I first joined DIC as a salesperson, I was a bit taken aback by the attention given to the fact that I am a woman, but it was never uncomfortable in any way. The biggest test came after I became pregnant, had my baby and then returned to work after taking maternity leave and childcare leave. First, there were all the unexpected and bewildering changes that come with pregnancy. Then I was up to my ears looking after a new baby, a situation that was compounded by anxiousness about being away from work for so long. Since coming back to work, the limits of being a working mother have been a source of some pressure, but everyone in my department and family has been really encouraging. Balancing a career and childcare is certainly a challenge, but it’s one I took on readily and I feel happy and fulfilled in both roles. I’m really grateful to have such support, and I will continue to do my very best both at work and at home.

Advanced Technology Marketing Dept. Naoko Nakajima

02Reducing Extreme Overwork and Encouraging Employees to Take Annual Paid Leave

DIC has deployed an electronic system to manage on-site hours, working hours and approved overtime hours. As a measure to prevent extreme overwork, if an employee appears likely to exceed the agreed-upon overtime limit (70 hours/month), his or her supervisor and the senior executive in charge are automatically notified. The supervisor is required to submit a report outlining the employee’s work responsibilities and factors behind the excessive hours and presenting specific measures to ameliorate the situation, which is also shared with the DIC Employees’ Union, a process designed to curb and reduce excessively long working hours.
In addition, the Company has instituted a mandatory Groupwide “no overtime day” every Wednesday and on payday, which in Japan is once a month at month-end, in a bid to encourage efficient work practices and further bolster productivity. (Sites can change these days as appropriate.) Employees are also encouraged to take annual paid leave, with sites recommending appropriate timing for leave and having employees plan dates for such leave.

Average Monthly Overtime Hours Worked and Annual Paid Leave Taken

Fiscal year 2014Fiscal year 2015Fiscal year 2016Fiscal year 2017Fiscal year 2018Fiscal year 2019
Average monthly overtime hours worked per employee Fiscal year 2014: 12.2hours Fiscal year 2015: 12.1hours Fiscal year 2016: 12.3hours Fiscal year 2017: 12.2hours Fiscal year 2018: 12.0hours Fiscal year 2019: 10.8hours
Average annual paid leave granted Fiscal year 2014: 19.1days Fiscal year 2015: 18.8days Fiscal year 2016: 19.1days Fiscal year 2017: 18.8days Fiscal year 2018: 18.6days Fiscal year 2019: 18.7days
Average annual paid leave used Fiscal year 2014: 11.0days Fiscal year 2015: 11.2days Fiscal year 2016: 12.0days Fiscal year 2017: 12.0days Fiscal year 2018: 12.5days Fiscal year 2019: 13.3days
Usage rate for annual paid leave Fiscal year 2014: 57.6% Fiscal year 2015: 59.6% Fiscal year 2016: 62.8% Fiscal year 2017: 63.8% Fiscal year 2018: 67.2% Fiscal year 2019: 70.9%

Human Resources Infrastructure Reform

With the rapid expansion of its global operations, DIC recognizes that securing and fostering human resources around the world and creating an environment that encourages cross-border career advancement and mobility is essential to increasing corporate value. To these ends, since fiscal year 2015 the Company has sought to develop harmonized promotion, personnel evaluation and remuneration systems, the cornerstone of the global human resources management framework for overseas DIC Group companies under its jurisdiction. In January 2018, DIC and DIC Graphics unified qualification standards for its approximately 1,300 management-level (i.e., manager and above) employees, replacing traditional ability-based standards with role-based standards. As a consequence, consistent duty- and role-based standards are now used for the majority of such employees in the Americas, Europe, the Asia–Pacific region, the PRC and Japan.
The Group has also integrated its evaluation systems for Group company presidents and other executives in Japan and overseas with the goal of encouraging management approaches that are optimal for the Group as a whole from both a medium- and a long-term perspective. In addition, the Group has integrated its global personnel policies to ensure that remuneration is in keeping with local market levels and individual job responsibilities.
Under DIC111, in fiscal year 2019 the Group began advancing efforts to consolidate employee qualification systems worldwide, unify assessment standards and formats for management-level employees, and develop an IT system to facilitate the construction of a global human resources platform. Through such efforts, the Company will strive to realize consistent Groupwide global human resources and personnel management systems.

Securing and Fostering Human Resources

01Ensuring Fair and Consistent Treatment

To ensure that the efforts and achievements of all employees are reflected appropriately in their treatment, DIC has consolidated its numerous employee qualification systems irrespective of job classification and educational credentials. The selection of employees to recommend for qualification is done through screening based on objective standards, thereby guaranteeing equal opportunities for promotion to all motivated, capable employees.
Remuneration and personnel evaluation systems designed to enhance job satisfaction and ensure that individual employees’ abilities and achievements are assessed appropriately and reflected in a timely manner. Of note, the Company has introduced MBO—a goalsetting management tool that promotes both corporate growth and employee development—into its personnel evaluation system. Results of individual evaluations are fed back in full to employees, including reasoning behind determination, in a transparent process that ensures employees are largely satisfied with evaluation results.

Ensuring Fair and Consistent Treatment

02Establishment of the Next Management Selection Process

In line with a strategy outlined in DIC111 to establish a process for selecting the next management team, in fiscal year 2018 the Company embarked on a trial aimed at realizing the mechanism for such a system. The Human Resources Strategy Department, created in January 2019, works to clarify qualifications for key positions, as well as to explore processes for selecting and monitoring promising human resources and for the Talent Management Committee to match candidates to positions.

03Fostering Human Resources to Reinforce Front-Line Capabilities and Accelerate Change

Having recognized fortifying Group organizational capabilities and enhancing the skills of its people as important challenges, DIC has declared the medium-term focus of its human resources development program as being to nurture human resources capable of reinforcing front-line capabilities and accelerating change.
This program, which is divided into six categories, is based on curricula that emphasize a systematic approach to helping each employee acquire critical skills. Since fiscal year 2016, training has emphasized the concepts of “global” and “diversity,” with areas emphasized including training to improve English-language skills and Japanese-language training for non-native speakers.

Medium-Term Focus of DIC’s Human Resources
Development Program
DIC Training Programs

Training to Enhance Proposal Development Capabilities

Since fiscal year 2013, DIC has offered a series of courses that focus on cultivating prowess in the area of proposal development, in line with its goal of reinforcing front-line capabilities. In the advanced course, which primarily targets senior manager–level employees, groups of five or six individuals from sales and technical departments form cross-department project teams, which select practical customer-centered themes, and work to formulate solutions to pertinent hypothetical issues and further hone their ability to prepare and present proposals. The course, which lasts nine months, encompasses approaches to development of innovative proposal themes and angles, problem solving and persuasive presentations, among others, with professional business consultants offering advice and guidance at each stage.
Course work is in addition to regular responsibilities, so participants have a lot on their plates, but they find that they are able to apply newly acquired skills almost immediately, greatly improving front-line capabilities. Participants have also used their selected themes to make proposals to actual customers, many of which have reached the verification stage.

Global Talent Development

DIC has positioned the fostering of global human resources as a key theme of DIC111. Accordingly, the Company is taking steps to, among others, define the level of and set requirements for global human resources, as well as to systematize training (English-language ability, competency and work experience) programs.

Offering the Overseas Trainee and GCD Programs

The goal of DIC’s Overseas Trainee Program is to foster global human resources by dispatching selected employees from Japan to work at a DIC Group company in another country for a specified period, thereby helping them develop a more international mindset, improve their skills and build networks with their colleagues overseas. As of the end of fiscal year 2019, nine individuals were participating in this program.
Under the GCD Program, employees from overseas Group companies are sent to work at DIC Group companies in Japan. Positioned as part of the Group’s effort to foster global human resources and promote diversity, this program gives future business leaders a chance to learn Offering the Overseas Trainee and GCD Programs new skills and Japanese business techniques and to network with Group colleagues, as well as to deepen their understanding of Japan’s culture and commercial practices. This program also brings domestic employees in contact with other cultures and provides an opportunity for them to polish their English-language skills and acquire a global perspective. In fiscal year 2019, Group companies in three countries sent nine GCD Program participants to spend between three months and one year at sites in Japan. Through the Overseas Trainee and GCD programs, DIC seeks to advance the globalization of the overall DIC Group, as well as to encourage smooth cooperation between Group companies in Japan and their counterparts overseas.

Overseas Trainee Program Destination
and Number of Employees Dispatched in Fiscal Year 2019

Encouraging Understanding of Islamic Culture

Fostering an understanding of religion-based differences in everyday lifestyles is an important aspect of DIC’s efforts to promote diversity. In February 2017, prior to the arrival of GCD Program participants from Indonesia, managers and assistant managers at the Kashima Plant, in Ibaraki Prefecture, attended a lecture designed to give them a basic knowledge of Islamic culture, during which they learned about practices that have developed around the religion of Islam, which is the religion of 80% of Indonesians, including praying five times a day, eating halal food (food that conforms with Islamic dietary laws) and fasting during the month of Ramadan. The lecture helped the plant make necessary preparations for its visitors, including setting aside a space for prayer during the day and giving consideration to working hours, food choices and other factors after they arrived. Despite a certain amount of initial bewilderment on the part of both plant employees and program participants, earnest efforts to communicate helped enhance understanding of each other’s cultures and customs. In March 2018, the two Indonesian employees completed their assignment and returned home. Information on the Indonesian employees’ experiences at the Kashima Plant were shared with other Group production facilities in Japan, helping ensure a welcoming environment for new recruits from Malaysia who joined DIC in fiscal year 2018.

Next Global Human Resources Development Program

Since fiscal year 2017, DIC has offered the Next Global Human Resources Development Program for mid-tier employees designed to enhance global business skills. Each year, 20 individuals in their 30s and 40s are selected to take part in the program, which includes language classes taught by native English speakers that focus on improving presentation, negotiation, debate and other skills. The Company also provides individual training designed to improve English-language capabilities, including one-on-one Skype-based training focused on improving conversational skills and TED talk* listening and dictation classes. At the conclusion of the 11-month program, in April, participants divide into six teams, each of which is tasked with discussing their vision for DIC 10 years in the future and giving a presentation on the topic in English to the president and executive officers, as well as to their own boss and colleagues. All individuals who complete the program receive a certificate. DIC looks forward to continuing to offer this program, which it views as crucial to fostering the Company’s next generation of executives.

Next Global Human Resources Development Program

Next Global Human Resources Development Program

  • TED (Technology, Entertainment, Design) talks are conferences conducted by U.S. media NPO TED, LLC, that are posted online for free distribution. The talks address a wide range of topics and are given by front-line leaders in various fields invited to serve as speakers.

VOICE

This is what I learned as a participant in the second round of the Next Global Human Resources Development Program.

General Manager, Performance Material CS Group, Performance Material Products Group Kengo Sakamoto

Ever since I joined DIC, I have felt a need for English in my work and wanted to do something about my poor English skills, but before I realized it 20 years had passed! When I was given the opportunity to participate in the second round of the Next Global Human Resources Development Program, I saw it as my last chance to study English seriously.
About 80% of the 11-month program was conducted in English, so it was tough going and I spent a lot of time feeling puzzled and stressed, but under the guidance of the program’s knowledgeable, experienced and passionate instructors I not only improved my English, but also acquired key skills necessary to function in a global business environment. I found the three global communication skills assessment sessions particularly useful as they helped strengthen my English-language presentation, negotiating and communication skills. I’m proud to say that I was definitely among the most enthusiastic and studious participants!
The benefits of the Next Global Human Resources Development Program were not limited to improved skills. The extremely challenging nature of training encouraged participants to commiserate. As a result, we all got to know colleagues from other departments, creating a network of program participants that will surely be a valuable asset going forward. I will continue to build on what I learned in this program, as well as to polish my English so that I am ready when the opportunity to work overseas arises.

General Manager, Performance Material CS Group, Performance Material Products Group Kengo Sakamoto

Taking part in this program expanded my horizons and reinforced m VOICE y professional drive.

High Performance Chemicals Sales Department 1, Polymers Product Division Keisuke Saji

As a participant in the Overseas Trainee Program, I spent fiscal year 2017 at DIC (Guangzhou). While I had been to the PRC numerous times on business, taking up a post there gave me a better understanding of how Chinese people think, as well as an appreciation of historical and cultural context, which has enabled me to communicate on a deeper level in business situations. One thing I did while I was in Guangzhou was to plan a variety of cross-department recreational activities involving both local staff and staff from Japan. This activity helped me build strong professional and personal relationships with my colleagues, as a result of which I really enjoyed working together. On my days off, I also participated in get-togethers organized to help Japanese expats in Guangzhou get to know each other. There are a lot of us in the area under similar circumstances and I found the opportunity to socialize with compatriots in various businesses, industries and positions—people I would likely never have met if we were all in Japan—extremely valuable, and it encouraged me to reflect again on myself and on the Company I represent. I really believe in the value of the Overseas Trainee Program as an initiative that expands one’s horizons. I hope that many employees are able to take advantage of this challenging and rewarding opportunity in the years ahead.

High Performance Chemicals Sales Department 1, Polymers Product Division Keisuke Saji

Diversity: What I learned in India

In charge of Global HR Planning, General Affairs and HR Department Yuto Fujisawa

As a participant in the Overseas Trainee Program, I spent a year working at DIC India Ltd. At first I was taken aback by the many differences between India and Japan, including the relentless 40ºC-plus temperatures every day and the crazy traffic conditions, with six cars abreast across three lanes! Perhaps the biggest hurdles I faced on the work front were how fast Indian people speak English and the basically top-down approach. It was also difficult to get local employees—who have different assumptions when it comes to the work environment—to understand the thinking behind a Japanese-style human resources system. No matter how many times I explained the system, my colleagues would dismiss it as "not up to global standards." Roadblocks such as this were understandably frustrating. I eventually realized that the only way to promote understanding of each other was through discussion, and so I started working to improve my ability to function in English, build trust and learn to argue logically. I also tried to become more tenacious, recognizing this as crucial to earning assent because Indian people love to debate! I still have a ways to go, but after a year here I feel that I have improved in all of these areas. My experience here has also taught me that respecting diversity means not judging business practices and customs as "good" or "bad," but rather having the ability to accept differences and fill in any gaps. It is also the ability to talk to people and bring them around to your point of view on issues you simply cannot concede. I also learned anew that the old adage "no man is an island" really is true. Given the top-down approach in India, the help of your superior is essential to getting things done. Today, my colleagues and I are working as a team with the goal of identifying efficient ways to work. I really believe in the value of DIC’s Overseas Trainee Program as an initiative that will expand the horizons of young employees and contribute to the further globalization of the DIC Group. Looking ahead, I hope that many employees are able to take advantage of this challenging opportunity.

In charge of Global HR Planning, General Affairs and HR Department Yuto Fujisawa

There is more to English than speaking, listening comprehension and reading!

Functional Coatings Sales Department, Liquid Compounds Product Division Masayuki Aota

My job involves a fair amount of business travel overseas, so I took the Target Global Program, the goal of which is to enhance English-language communications skills. I think that people are inclined to think that English speaking, listening comprehension and reading abilities are all you need to do business overseas. This program, which focused on assertiveness, negotiating techniques and how to conduct meetings to motivate people to generate ideas and reach conclusions, taught me what is really important. Training sessions were conducted entirely in English, but the relevance of what I learned is certainly not limited to the English-speaking world. I am confidentthat these skills will stand me in good stead and I look forward to applying them in the field

Functional Coatings Sales Department, Liquid Compounds Product Division Masayuki Aota

Being an overseas trainee gave me a chance to refect on myself.

Sales Department 3, DIC Graphics Corporation Takuya Morishita

As a participant in the Overseas Trainee Program, in 2015 I was sent to work at DIC (Malaysia) Sdn. Bhd. While I found the language barrier and the cultural and religious differences challenging, I really enjoyed building personal relationships and working together with my new colleagues. Being in Malaysia and having the opportunity to be involved in global operations both changed my worldview and gave me a better overview of the DIC Group. It is a bit embarrassing to say so, but I think the experience helped me to mature as a person. I have since applied for an overseas posting and am working to improve my English.

Sales Department 3, DIC Graphics Corporation Takuya Morishita

Caring for Mental and Physical Health

The DIC Group handles a broad range of chemicals, including specified chemical substances and organic solvents. To safeguard the health of employees handling these chemicals, the Group regularly conducts health checkups and environmental measurements, and modifies and improves working conditions as needed. Industrial physicians, health supervisors and other experts inspect workplaces to manage employee health.

Promoting Mental Health Care

DIC takes steps to create environments in which employees feel physically and mentally supported and works to ensure that its labor management practices comply with relevant laws. The Company places a high priority on caring for psychological and emotional well-being and has established a comprehensive mental health program, highlights of which include engaging an in-house occupational psychologist, promoting initiatives aimed at warding off mental health problems and extending support to ensure a smooth return to work for employees taking leave. In particular, access to counseling provided by an occupational psychologist has had a considerably positive impact in terms of ensuring employees get treatment and are able to return to work as quickly as possible.
DIC has also offered voluntary stress checks since fiscal year 2013 and promotes active, systematic efforts with the aim of preventing mental health disorders in accordance with related legislation passed in Japan in fiscal year 2016. In fiscal year 2017, DIC began conducting seminars led by an in-house physician at sites that have scored above a certain level in voluntary stress checks and provided counseling aimed at helping employees improve communications with supervisors, colleagues and family members. The Company will promote the ongoing, systematic implementation of these initiatives.

Mental Health Initiatives

TOPICS

DIC Earns White 500 Certification

DIC earned certification in the large enterprise category of the 2020 Health & Productivity Outstanding Entities Recognition Program (dubbed the “White 500”), which is organized by METI and Nippon Kenko Kaigi*1. This is the third consecutive year the Company has been certified under this program, which seeks to shine a spotlight on outstanding enterprises working to advance health and productivity management, creating an environment that ensures such enterprises gain enhanced public recognition—i.e., from employees, jobseekers, related companies and financial institutions—as organizations that approach employee health and productivity from a management perspective and promote strategic initiatives.
In addition to looking at whether enterprises stipulate health management in their corporate mission and disclose pertinent information, the White 500 program assesses performance based on three criteria, namely, grasp of employee health-related issues and consideration of actions, establishment of a foundation for the practical implementation of health and productivity management measures and work engagement*2, and promotion of efforts to help ensure the physical and mental health of employees. In each of the three years it has been certified, DIC received scores significantly above the industry average for each of these criteria, finishing in the top 20% with a five-star rating.
DIC will continue to implement measures designed to promote physical and mental health as a part of its commitment to creating work environments that empower employees to reach their full potential.

  • Nippon Kenko Kaigi (“Japan Health Council”) is an organization that liaises with private companies, with the full backing of the government, to put effective measures in place to prolong the healthy life expectancy of citizens and to ensure sound medical services in Japan.
  • A concept used to measure employees’ mental health, work engagement is described as a positive, fulfilling work-related state of mind that is characterized by vigor, dedication and absorption. “Vigor” is taking pride and experiencing a sense of satisfaction in one’s work, “dedication” is feeling strongly involved in and focused on one’s work and “absorption” is being actively engrossed in one’s work.

Initiatives to Support Employee Health

DIC has always analyzed the results of employees’ annual physicals and provided assistance to employees for whom lifestyle improvements have been recommended by providing introductions to hospitals and clinics. The Company has also sought to contribute to good health for employees by encouraging the use Spirulina—a noted superfood* that is manufactured by a DIC Group company—as an ingredient in cooking.
In fiscal year 2016, DIC’s Healthcare Office and the company responsible for the operation of the corporate headquarters’ employee cafeteria collaborated to develop a new healthy cafeteria menu. The new menu, dubbed “DIC Irodori Care+” (“DIC Colorful Care+”) was launched in February 2017, beginning with the cafeteria at the Company’s corporate headquarters in Tokyo, with distinctive signage used to promote recognition and a clear explanation provided of the benefits of menu selections, including reduced calories and low sodium content, to encourage use.
DIC will continue implementing measures designed to help ensure the physical and mental health of its employees as part of its commitment to creating a work environment in which all employees can fully exercise their abilities.

  • The term “superfood” is used to describe standard foods with an excellent balance of nutrients that provide health benefits and foods containing specific nutrients and/or ingredients good for human health.
A new healthy cafeteria menu selection

A new healthy cafeteria menu selection

DIC Group Site Employee Cafeterias Earn Smart Meal Certification

The employee cafeterias at DIC’s corporate headquarters, Osaka Branch Office and Sakai Plant earned certification in the “Meal Program” category of the fiscal year 2018 Smart Meal Program, earning the highest possible rating of three stars. The Smart Meal Program, which is administered by a consortium of 13 academic associations, including the Japanese Society of Nutrition and Dietetics and the Japanese Society of Nutrition and Food Service Management, was established to recognize restaurants, corporate facilities and other establishments that promote the continuous provision of nutritionally balanced menu options—i.e., “smart meals”—in healthy eating environments.
Under the Smart Meal Program, restaurants, corporate sites and other establishments that satisfy essential requirements, which include a menu that meets Smart Meal standards and the creation of an appropriate management system and easy-to-understand efforts to communicate benefits, and 10 or more optional conditions related to the promotion of healthy diets and eating environments, earn certification with a three-star rating.
Smart Meal Program certification is divided into two classes: “Wholesome” (450–650 kcal) and “Hearty” (650–850 kcal). DIC’s corporate headquarters was certified in both classifications, while the Osaka Branch Office and the Sakai Plant were certified in the “Wholesome” class. At corporate headquarters, these efforts focus on developing menus that take into account the results of annual employee health checkups. At the Osaka Branch Office, the focus is on promoting health consciousness by providing clear, age-specific information on energy consumption, while at the Sakai Plant the emphasis is on creating menus that reflect the results of employee polls and make use of regional ingredients.

Smart Meal

TOPICS

DIC Earns Tokyo Metropolitan Governor’s Award for Nutritional Improvement and Specific Meal Service Facilities

In fiscal year 2019, DIC was pleased to accept a 2019 Tokyo Metropolitan Governor’s Award for Nutritional Improvement and Specific Meal Service Facilities from governor Yuriko Koike. Each year, this program evaluates the implementation of dietary guidelines and application thereof to menu items, as well as the status of efforts to enhance nutritional management, at specified meal service facilities across Tokyo and presents governor’s awards (certificates of appreciation) to those that have contributed to improved nutrition. In most years, approximately 10 such facilities are so recognized, with hospitals and care homes dominating. Business establishments received none of the 11 awards conferred in fiscal year 2018, but accounted for three of the 10 given in fiscal year 2019. DIC’s award reflected high marks given the DIC Irodori Care+ (“DIC Colorful Care+”) menu offered at the Irodori Café on the 12th floor of the Company’s corporate headquarters, and the contribution of healthy menu items such as the nutrient-rich “Supplement Bowl” and “Colorful Deli®,” developed with attention to the color of ingredients, which prompted the Chuo-ku public health department to recommend the café for an award.

Comment

I look forward to continuing to devise distinctively DIC menu options and provide meals that support employee health.

Registered dietitian, Aim Services Co., Ltd.  Makoto Sanpei

The employee cafeteria at DIC’s corporate headquarters offers Smart Meal–standard, DIC Irodori Care+, Supplement Bowl and other healthy, nutrient-rich menu options. Our efforts to contribute to employee health also include making cafeteria meals more enjoyable by introducing new choices and organizing a variety of events. In October 2019, for example, we held a blood vessel age calculation clinic, which attracted quite a few participants. This provided an opportunity for employees to think about the importance of not only diet but also awareness of one’s own body.
I look forward to continuing to support employee health by devising attractive menu options and organizing events, as well as by promoting new initiatives.

Registered dietitian, Aim Services Co., Ltd.  Makoto Sanpei

VOICE

We sought to develop a uniquely DIC program of everyday meals that would contribute to the health of employees.

General Affairs and HR Department Naoko Ogawa

Individual DIC sites promote a variety of menu alternatives that encourage employees to be more conscious of the relationship between their health and what they eat. At corporate headquarters, we planned a menu of colorful vegetable-rich deli-style options and nutritious side dishes, which we dubbed “Irodori Care +” (“DIC Colorful Care +”). The response has been extremely positive, underscoring general support for food that is both enjoyable and contributes to good physical health.
We were pleased to see Irodori Care + earn certification under the Smart Meal Program and will work to further enhance the quality of the menu. I look forward to continuing to work with our Healthcare Office and the company responsible for operation of the corporate headquarters’ employee cafeteria to help ensure the health of employees.

General Affairs and HR Department Naoko Ogawa

Ties with Employees

The DIC Group promotes a variety of initiatives to facilitate active communication with its employees around the world.

Global Communication

DIC and wholly owned subsidiary Sun Chemical, based in the United States, have established a global communications committee with the goal of configuring a framework for communication with stakeholders worldwide. In fiscal year 2019, the DIC Group implemented a variety of initiatives to expand global communication. Of note, the Group promoted further awareness of The DIC WAY, which underpins the branding initiatives of DIC Group employees worldwide, and introduced a method for evaluating brand value designed to accelerate efforts to promote brand recognition. In addition, DIC revamped the DIC Group corporate website, which can be viewed in Japanese, English and Chinese.

Caravan Sustainability and Branding Workshop

In fiscal year 2019, the Sustainability Department and Corporate Communications Department collaborated to stage a workshop, designed to encourage awareness of the DIC Group’s sustainability and branding initiatives, at the Central Research Laboratories; the Saitama, Kashima, Chiba, Sakai, Komaki and Yokkaichi plants; and the Osaka and Nagoya branch offices. The workshop, which included a variety of meaningful educational activities, facilitated an active exchange of views, with participants expressing an understanding of the importance of sustainability initiatives and a desire for an increased focus on communications within the DIC Group. Overseas, the departments explained procedures for implementing this initiative to Group companies with a view to expanding implementation to include overseas sites in the future.

Caravan workshop

Caravan workshop

In-House Newsletter

The DIC Group publishes a quarterly internal newsletter, DIC Plaza, with the aim of enhancing communication with DIC Group employees around the world and fostering solidarity. DIC Plaza has earned high marks for its content, which seeks to advance awareness of management policies and showcase DIC Group technologies, products, businesses, people and corporate culture, as well as for its vibrant design and use of color. The Group’s intranet is another way for DIC to share information on the activities of employees worldwide, with more than 100 such items posted annually.

<i>DIC Plaza</i>

DIC Plaza