Policy

The Denka Group positions DE&I as a foundation of its management and human resource strategies, and has established the Denka Group DE&I (Diversity, Equity & Inclusion) Basic Policy to share and implement this foundation across the Group.
This Policy applies to all people working in the Denka Group and clarifies the Denka Group's vision and basic approach regarding DE&I.

Denka Group DE&I (Diversity, Equity & Inclusion) Basic Policy

Denka Group DE&I (Diversity, Equity & Inclusion) Basic Policy

In response to the demand for increased corporate value through sustainable growth in a rapidly changing business environment, it is essential that we continue to create innovations by integrating the knowledge and experience of our diverse employees.
To realize DE&I (Diversity, Equity & Inclusion), which is the source of innovation creation, the Denka Group has established the Denka Group DE&I Basic Policy based on the principles of "Promoting Diversity & Inclusion and Developing Human Resources, and Reforming Work Styles" set forth in The Denka Group ESG Basic Policy under our three core values of "Initiative," "Integrity," and "Empathy."

Scope of application

This Policy applies to all officers and all employees (including non-regular employees) of the Denka Group.

Denka Group 's vision through DE&I

The Denka Group aims to become a company where each employee can acquire their own expertise and strive to become the best version of themselves through the promotion of DE&I. While supporting employees in taking on challenges, we will create an environment in which each individual feels that they have a place and opportunities for growth, and we will continue to create business value that makes the world a better place and be a company that is chosen by society.

What DE&I Means at the Denka Group

D（Diversity）：

Companies must respect diverse values and individuality regardless of gender, age, nationality, ethnicity, race, place of origin, religion, belief, disability, sexual orientation, gender identity.
(This includes not only visible differences but also all differences including invisible values.)

E（Equity）：

Companies must provide fair opportunities and fair evaluation and treatment to achieve a workplace where employees can feel motivated to work and find it easy to work.
(This means creating an environment where people with various circumstances can grow and take on challenges, and their efforts are fairly rewarded.)

I（Inclusion）：

By combining diverse perspectives, we will bring about transformation and establish a competitive organization.
(Instead of simple addition, we will create new value through multiplication, leading to growth of the entire organization, not just individuals.)

Diversity, Equity & Inclusion Promotion Framework

The President of Denka Company Limited shall serve as the highest responsible person for promoting DE&I in the Denka Group and oversee DE&I initiatives based on this Policy across the Group.
All Executive Officers of Denka Company Limited shall be responsible for promoting DE&I initiatives based on this Policy in their respective areas of responsibility.
The department in charge of promoting DE&I based on this Policy shall be the Wellness and DE&I Promotion Section, Human Resources Strategy Department, Denka Company Limited. This department shall promote DE&I across the Group by appointing DE&I Promotion Ambassadors at Denka Group sites and organizations as necessary.

Date of establishment: April 14, 2025

Promotion Structure and Governance

The Denka Group positions DE&I as one of its important management issues and is promoting it across the Group with the involvement of top management.
Denka Corporation has appointed its Representative Director, President as the highest responsible person for DE&I promotion, and all Executive Officers are responsible for promoting initiatives based on this policy in their respective areas of responsibility.
The department in charge of DE&I promotion activities is the Wellness and DE&I Promotion Section, Human Resources Strategy Department, Denka Corporation, which plans and promotes measures from a Group-wide perspective.

Targets and Data

The Denka Group has established the following goals and KPIs as initiatives regarding human capital, including DE&I, which is one of the "Creating Value with Human Resources" objectives of our management plan Mission 2030. We will continue to make improvements while checking progress.

• ※1Number of female managers (consolidated) ÷ Number of managers (consolidated) × 100
• ※2Female managers (Japan) ÷ Total managers (Japan) × 100
• ※3Number of foreign national managers (Japan) ÷ Number of managers (Japan) × 100
• ※4Number of employees taking spouse's parental leave

Employee gender balance, employment rate of persons with disabilities, and labor data such as uncorrected gender pay gap

Gender balance of Board of Directors

Materiality and Specific Initiatives

The Denka Group is steadily incorporating the concept of DE&I into its business activities through management, human resource development, and work style initiatives based on the DE&I Basic Policy.
To enable diverse human resources to demonstrate their capabilities and enhance our organizational competitiveness, we have positioned areas that we consider particularly important as priority themes and are engaging in ongoing initiatives.

Reform of corporate culture and management

In promoting DE&I, it is essential to transform corporate culture and management through dialogue between top management and employees, in addition to establishing systems. We place importance on psychological safety, and incorporate voices from the workplace to ensure that our DE&I philosophy permeates throughout the organization.

Main Initiatives for Reforming Corporate Culture and Management

Issuance of President's Message

Implementation of e-learning on DE&I and unconscious bias

The Denka Group conducts e-learning for all employees to learn the basic concepts and background of DE&I, and for management to learn the impact of unconscious bias on evaluation, development, and decision-making.
Through these learning opportunities, we aim to deepen our common understanding across the workplace, apply it to our daily operations and communications, and practice fair management to create organizations where everyone can play an active role.

Implementation of harassment training

To maintain and improve workplace environments where everyone can work with peace of mind, the Company conducts training for all employees to deepen understanding of harassment related to sexual orientation and gender identity (SOGI) in addition to power harassment, sexual harassment, and maternity/paternity harassment.

About the Whistleblowing Hotline

Implementation of DE&I executive sessions

Implementation of town hall meetings by management

Visualizing corporate culture and work style based on employee awareness survey

The Denka Group conducts employee awareness surveys on a regular basis to ascertain employees' awareness of the Company and their work.
Survey results are utilized as a means of measuring the effects of initiatives aimed at improving corporate culture, management, and work style reform, and are used to identify and improve issues.

• ※From the latest employee awareness survey

Supporting diverse work styles and work-life balance

The Denka Group is promoting work styles and support for balancing work and family life in which diverse human resources can play active roles. We believe that achieving a balance between ease of working and a sense of purpose leads to growth for both individuals and organizations. Because life events such as child-rearing and nursing care can happen to anyone, we aim to create an environment in which it is easy to balance work and daily life by developing systems and devising management.

Main Initiatives for Supporting Diverse Work Styles and Work-Life Balance

Supporting the balance between work and caregiving (seminars, e-learning)

Work-life balance support seminar for employees returning from childcare leave

Companies hold seminars to support balancing work and childcare for employees who have returned to work from parental leave. The seminars help alleviate anxiety after returning to work and support ongoing career development.

Percentage of employees taking reskilling training for those returning from childcare leave

Promotion of taking annual paid leave and reduction of long working hours

Denka complies with the Labor Standards Act and, in consultation with labor unions, promotes the curtailment of excessive overtime work and the proactive acquisition of all paid leave. By implementing the following measures, Denka is working to improve the working environment so that each employee can demonstrate their maximum performance.

• Setting of recommended dates for taking annual paid leave
• Implementation of occupational physician interviews for employees who have worked long hours in excess of a certain period
• Confirmation of situation by supervisor of employee who has worked long hours exceeding certain period
• ​We hold monthly meetings at each business site to exchange opinions with the labor union to curb long working hours, and the company shares with the labor union information on the actual overtime work figures for the previous month and the cumulative total for the current period.For business sites with a high number of long working hours, we identify the causes and take corrective measures, such as filling in vacancies and reviewing work processes, and we call on employees and managers to thoroughly manage their time.
• Strengthening and promotion of various paid leave systems

Acquisition of certification for Kurumin

Examples of support systems for balancing work and child-rearing or nursing care

Promotion of diverse human resources and inclusion

The Denka Group is working to create workplace environments in which each employee with diverse values and backgrounds can demonstrate their abilities to the fullest. We respect differences in gender, age, nationality, and experience, and believe that an inclusive organizational culture that fosters mutual understanding will serve as the foundation for sustainable value creation. In order to utilize diversity as a strength of the organization rather than simply as a set of attributes, it is essential to provide fair opportunities and establish environments in which employees can work with peace of mind. We are promoting initiatives from both the institutional and cultural aspects to support employees in demonstrating their abilities.

Main Initiatives for Promoting Diverse Human Resources and Inclusion

Promotion of women's participation and advancement

Holding of roundtable discussion with female managers

Women’s Career Journey

To encourage female employees to take a proactive look at their careers and envision their next steps, Denka holds talk events where senior female employees share their career paths and thoughts on career development.
These events support opportunities for young employees to engage in dialogue with diverse role models and facilitate autonomous career development.

Action plan based on the Act on Advancement of Measures to Support Raising Next-Generation Children and the Act on the Promotion of Women's Active Engagement in Professional Life

Action Plan based on the Next Generation育成支援対策推進法 (Updated April 3, 2023) (PDF/349KB)

Action Plan for General Employers Based on the Act on Promotion of Women's Participation and Advancement in the Workplace (Updated April 1, 2025)

Information disclosure based on the Act on Promotion of Women's Participation and Advancement in Society (Updated on July 15, 2026) (PDF/163KB)