Retention Support for Persons with Disabilities
1. Initiatives to Provide Employment and Retention Support for Person with Disabilities
In accordance with our Basic Policy on Diversity, Equity & Inclusion, we promote the hiring of persons with disabilities and comply with the employment rates mandated by the Act on the Promotion of the Employment of Disabled Persons.
Our head office and all of our business sites in Japan (refineries, branches, etc.) actively accept persons with disabilities and assign job duties that take into consideration their individual circumstances. They strive to create workplace environments in which all employees, regardless of their ability status, can enjoy working together.
Specifically, to ensure that employees with disabilities can maintain long-term employment, we create workplace environments where they can work safely and enjoy peace of mind. This includes the creation of a system for hiring employees with disabilities as regular employees, assigning employees who are certified as Working Life Counselors for Persons with Disabilities, and setting up a consultation system for employees with disabilities that can be used at any time.
Since November 2020, we have been a signatory and participant in The Valuable 500, an international initiative that supports the advancement of people with disabilities, established by the World Economic Forum Annual Meeting (also known as "Davos").
2. Examples of Initiatives
(1) Promoting greater understanding of persons with disabilities
We actively accept persons with mental and developmental disabilities and implement initiatives to promote greater understanding of persons with disabilities.
We have formulated guidelines on supporting the hiring and retention of persons with disabilities, created a manual for supporting the retention of persons with disabilities, accommodate the specific circumstances of individual disabilities, foster a greater understanding of disabilities by employees, and create appropriate workplace environments while respecting diversity.
(2) "Chikara to Kibo" Baseball Club cheer song
During the pandemic, we launched a project with the goals of uniting everyone’s hearts and cheering and energizing them. Through various employee discussions, we created a music video for "Chikara to Kibo," the historical and traditional Baseball Club’s cheer song, with sign language and gesture choreography.
(3) Sign-language classes within ENEOS
These classes were held to promote communication between employees, across company and department lines, regardless of whether or not they have hearing impairments, and create more welcoming workplaces. The classes focused on simple expressions that are often used in work and day-to-day life and which can be quickly put into actual use. Face-to-face classes are offered twice a month: once at the head office and once online, via Microsoft Teams. The classes are taught by employees with hearing impairments and everyone who takes part has fun learning sign language from their very first class.
(4) Retention support meetings
A month after a person with a disability is hired, a meeting is held with the Human Resources Department person in charge of the employment of persons with disabilities. At this meeting, they confirm that the employee is working under good conditions, is in good physical condition, etc. The contents of the meeting are shared with the employee’s supervisor after confirming with the employee that this information can be disclosed. These retention support meetings provide support with the goal of cultivating a working environment that is even more comfortable for the employee.