Relationships with Society

• Initiatives for Respecting Human Rights
• Human Resource Development Diversity
• Diversity
• Diverse Work Styles
• Health and Productivity Management
• Occupational Health and Safety, Disaster Prevention
• Quality Management
• Contribution to Local Communities

Based on our Human Capital Management Policy, the Dexerials Group respects diversity from a global perspective—gender, nationality, disability, sexual orientation, gender identity, age, religion, cultural background, and lifestyle—and promotes the creation of a workplace where everyone can thrive. We seek to boost the vitality of every employee and expand opportunities for their endeavors, aiming to become the Company of choice for diverse talents. Furthermore, being mindful of employees’ work–life balance, we are committed to fostering a safe, secure, and empowering workplace where employees can perform at their full potential with creativity and productivity.

We conduct diversity promotion training (e-learning) for manager-level employees, as well as provide intercultural communication training to employees working in departments with frequent communication with non-Japanese employees and people outside Japan. This training is designed to help employees recognize and appreciate the differences in language, values, cultural habits, and other communication styles. Going forward, to encourage active communication across the organization, we will work to promote diversity to make the most of the uniqueness of each individual.

The Dexerials Group originated in 1962 as part of the Sony Group and became independent as Dexerials Corporation in 2012. Since becoming independent, we have continued to uphold open-minded culture that was a hallmark of the Sony Group, while also actively recruiting mid-career talents. In line with changes in our business portfolio, we are accelerating the recruitment of external talents with high expertise for our company growth. By integrating new external insights, we are working to further strengthen and evolve our unique business model.

With global sales accounting for 67% of total net sales, it is essential for the Dexerials Group to have talents who have deep insight into local customer markets and needs when engaging in global communication. In addition to hiring at our global subsidiaries, we are actively recruiting global talents from outside Japan, through both new graduate and mid-career recruitment, thereby increasing the proportion of non-Japanese talents.

As part of our diversity initiatives, we are promoting female participation and career advancement. In Japan, we formulated and implemented the General Business Owner Action Plan based on the Act on Promotion of Women’s Active Engagement in Professional Life for a two-year period starting from fiscal 2024. In order to foster a workplace environment where women can fully demonstrate their capabilities, we have set three goals: 1) to raise the proportion of women among new graduate hires to at least 27%; 2) to increase the number of female managers by 1.2 times^＊ by the end of March 2026, and 3) to achieve a 100% utilization rate for childcare leave or paid time off by the end of March 2026.
Female employees account for 18% of our workforce, and as of March 2025, the average length of service was 15 years and 6 months for men and 15 years and 0 months for women, indicating that women also build long-term careers at Dexerials. Since 2014, we have held lectures for managerial staff on promoting active female participation and work-life balance. Combined with in-house awareness-raising activities, strict enforcement of “Leaving work on time” and other initiatives, this is designed to promote workstyles that make efficient use of regular work hours and support employees combining work with childcare. We have also made a declaration of support for the success of women based on the Positive Action promoted by the Ministry of Health, Labour and Welfare.
We will continue to strengthen diversity management for management positions and create opportunities for women to demonstrate leadership, thereby expanding opportunities for women to perform to their maximum capability.

• *1.2 times the number of female managers as of March 31, 2024

Out of consideration for employees who wish to work well beyond retirement age, and also to meet the company’s labor requirements, we revised the system so that all employees so wishing would be employed up to age 65, thus creating a system where staff can be confident of continued employment after retirement age. We are conducting activities that allow people to find a place within the company after retirement where they can continue to work energetically in their senior years, whether by continuing to use their accumulated skills or taking on a new field of activity.

In 2015, the Group established Dexerials Kibou Corporation, a certified special subsidiary that promotes the employment of people with disabilities. We are proactively fulfilling our social responsibility by promoting the employment of diverse talents to engage in roles that match their aptitudes. We have assigned qualified Employment Counselors for People with Disabilities to each workplace, creating a work environment for them with safety and peace of mind. These individuals are engaged in activities such as cleaning and garden maintenance at Dexerials' facilities. (Percentage of employees with disabilities on a consolidated basis in Japan: 2.7%)
Meanwhile, we are creating a workplace environment in business unit and manufacturing divisions in Dexerials Corporation to enable employees with disabilities to perform a wide range of roles. For example, in workplaces where employees with hearing impairments work, their supervisors and colleagues learn sign language and fingerspelling to enhance communication. Consideration is given to the working environment as well, including the installation of indicator lights (rotating and flashing lights that visually convey warnings and alerts) for safety and accident prevention purposes.
Additionally, when new employees with disabilities are assigned to a workplace, training is conducted to enhance mutual understanding and communication at the workplace, including learning key considerations and emergency signals.

• Sustainability Management

• Environmental Measures

• Sustainability TOP