Advancement of Women in the Workplace

1. Related Data
2. Action Plan
3. Measures to Promote Women's Participation

1. Related Data

		FY2022	FY2023	FY2024
Number of new hires ^*1	Total number	139	116	150
	No. of women	49	35	44
	Percentage that are women	35.3％	30.2％	29.3％
No. of employees	Total number	8,049	7,858	7,114
	No. of women	941	930	812
	Percentage that are women	11.7％	11.8％	11.4％
Leadership positions	Total number	1,932	1,836	1,408
	No. of women	76	80	46
	Percentage that are women	3.9％	4.4％	3.3％
Gender wage gap	All workers	74.0％	75.1％	75.5％
	Regular employees	73.8％	75.0％	75.3％
	Non-regular employees	33.2％	36.7％	33.6％

Official ENEOS employees (including seconded employees)

*1No. of new graduates hired as employees during the fiscal year (excluding Baseball Club members)
*2Employees of ENEOS Corporation (excluding employees of joint dsepartments with ENEOS Holdings)

<Ref.> Ministry of Health, Labour and Welfare database of companies promoting the advancement of women

http://positive-ryouritsu.mhlw.go.jp/positivedb/detail?id=5163

2. Action Plan

(Third planning period: April 1, 2023, to March 31, 2026)

Action plan based on the Act on Promotion of Women's Participation and Advancement in the Workplace	Ensure that the ratio of women among newly hired university graduates from fiscal 2023 to fiscal 2025 is at least 50% for administrative positions and at least 20% for technical positions In recruiting activities, share information on ENEOS measures to promote women's participation and strive to increase the number of female applicants. 2Change the behavior and mindset of employees, focusing on management, toward the promotion of diversity Conduct awareness-raising activities to transform employee behavior and mentalities. 3Aim to have 100 female managers^* (from group managers to officers) by April 2026 *Including female managers seconded to main Group companies Implement measures that contribute to the development and recruitment of female managers.

Action plan based on the Act on Promotion of Women's Participation and Advancement in the Workplace

Ensure that the ratio of women among newly hired university graduates from fiscal 2023 to fiscal 2025 is at least 50% for administrative positions and at least
20% for technical positions
- In recruiting activities, share information on ENEOS measures to promote women's participation and strive to increase the number of female applicants.
2Change the behavior and mindset of employees, focusing on management, toward the promotion of diversity
- Conduct awareness-raising activities to transform employee behavior and mentalities.
3Aim to have 100 female managers^* (from group managers to officers) by April 2026
- *Including female managers seconded to main Group companies
- Implement measures that contribute to the development and recruitment of female managers.

3. Measures to Promote Women's Participation

(1) Opportunities for dialogue with exectives

Internal lecture meetings were conducted from November 2023 to January 2024 by three of ENEOS’s female outside directors. These three instructors, active in the business world, spoke to employees about future Group management and business, the mindset to apply to self-directed career development, how to exhibit leadership, and the like, and encouraged the employees attending these sessions. A total of over 1,500 people attended the three sessions, either on-line or in-person. They gained many insights into corporate business transformation, the mentalities of leaders, and the importance of inclusion in organization management.

(2) Opportunities for dialogue and exchange with diverse female leaders

ENEOS believes that it is important for the people that shape the consciousness of organizations to have even more diverse leaders, so we develop and promote female leaders. Using internal and external systems^*, we create opportunities for dialogue with active group managers (division managers) with the aim of increasing familiarity with management work among female employees who are actively considering taking their careers to the next level and providing opportunities for them to think about taking on the challenges of becoming female managers or executives. By sharing not only the struggles and difficulties of management but also its joys and rewards, these dialogues convey the importance of having a personal conception of what it is to be a leader.

*Outside mentor system (which provides opportunities for mentoring by active women with diverse experience outside ENEOS) and a system that openly recruits women for dispatching outside the organization to study management

(3) Dealing with women’s health issues

We provide opportunities within the company for employees to learn about women’s health issues and carry out the following initiatives to create more comfortable working environments.

Seminars on women’s health
Meetings between public health nurses and newly hired employees (these meetings are held for all genders and include explanations that provide a deeper understanding of the physical symptoms specific to women)
Women’s cancer checks during regular medical checkups (for requesting employees only)
Self care leave
Fertility treatment leave

(4) Measures to promote women's participation in manufacturing workplaces

At our refineries and manufacturing sites, the percentage of employees that are women remains low, at approx. 7.3% (vs. approx. 11.4% for the company as a whole). To make our manufacturing sites more welcoming workplaces for women, in fiscal 2019, our Human Resources Department and Manufacturing Department launched a joint project, the Project to Promote Women's Participation in Manufacturing Sites, and through this project we have implemented the following initiatives.

Improvement of the infrastructure environment
Installation and improvement of women’s restrooms and break rooms, lightening of workloads by making facility improvements, changing work uniform designs, etc.
Workplace culture reforms
Formulation of guidelines containing manufacturing worksite improvement standards such as facility and environment standards aimed at increasing retention of female employees, training for supervisors, etc.
Active hiring of women
Conducting public relations activities to make more prospective female employees aware of the diverse workstyles in our manufacturing sites, etc.

(5) Networking events for female operators

As part of the Project to Promote Women's Participation in Manufacturing Sites, we have held networking events for female employees working as operators at manufacturing sites. These events included lively group discussions about the unique rewards and challenges of working in the operating division and participants’ visions for their future careers.