Create a happiness company and society Diversity&Inclusion

Theme

Diversity&Inclusion

Policy

The Ricoh Leasing Group's Diversity and Ink (D&I) is based on the idea that each person recognizes and respects each other's differences in individuality, characteristics, and values, and that all employees have the opportunity to grow through their work, and that diverse individuality plays an active role in generating innovation. We believe that D&I is the foundation of Human Resources management, and we are working to create a workplace where diverse Human Resources can be actively played regardless of gender, age, type of employment, new graduate and mid-career recruitment, disability, race, nationality, lifestyle, religion, sexual orientation, and self-recognition.

D&I is based on the idea that every employee recognizes and respects differences in individuality, characteristics, and values of each other, and that every employee has the opportunity to grow through business operations, and that diverse individuality can play an active role in creating innovation.
We believe that D&I is the foundation of Human Resources management, and we are working to create a workplace where diverse Human Resources can be actively played regardless of gender, age, type of employment, new graduate and mid-career recruitment, disability, race, nationality, lifestyle, religion, sexual orientation, and self-recognition.Specifically, in addition to promoting the active participation of women, we are working to create a workplace environment in which diverse Human Resources can play an active role. For example, we have introduced the Carrier Recovery System, which ensures that childcare and family care leave are not adversely promoted, and the Men and Challenge Leave System, which promotes the participation of men in housework and childcare. We have also held the Unconsciousness Bias Seminar, which aims to "learn, recognize, and become aware of" the unconscious prejudice that everyone has.

We believe that the active participation of female employees, which accounts for about half of our employees, will lead to the driving force of business development, and are actively promoting the active participation of female employees.As of April 1, 2023, the ratio of women in managerial positions has been 23.0% as an indicator that contributes to the active participation of various Human Resources and the improvement of organizational capabilities.We also agree with the goal of raising the ratio of female executives to at least 30% by 2030 set by the Japan Business Federation (Keidanren).At the General Meeting of Shareholders held in June 2022, the ratio of woman directors was 30.8%, achieving the target without waiting for 2030.At present, four people are appointed to Director, two to Executive Officer, and women are appointed.
As with the ratio of woman directors, we are aiming for a mid-to long-term target of 30% (FY2025 target: 25%).
We believe that measures to promote the active participation of women do not merely raise the proportion of women in management positions, but also lead to the creation of an environment in which women can continue to work and can play an active role, and to the creation of an environment in which all employees can continue to work and can play an active role.

Based on our Corporate Philosophy of "Respecting each employee, striving to enrich their lives, and creating a vibrant working environment," we are striving to foster a corporate culture that enables employees to work comfortably and actively promoting diversity and work-life management^※1in order to support employees' self-realization through their work.Through these efforts, we have received the following evaluations from outside the company.

• ※1
  We use the word "work-life management" instead of "work-life balance" based on the idea that we should actively manage both of us in order to enhance both our work and lives.