Supporting Women's Empowerment
Our Approach to Women’s Empowerment
The Milbon Ethics and Code of Conduct stipulates that we will respect the diversity, dignity, and individuality of employees and that we will provide fair treatment and create safe work environments where each employee can continue to demonstrate their fullest potential.
Looking ahead to future turning points in the structure of the industry, we recognize that respecting diverse perspectives and values in human resource recruiting will be an essential element for both Milbon and the beauty market to achieve sustainable growth.
In particular, appointing more women in management positions is an important issue for the company. Accordingly, we set a target of 20% ratio of female in management positions by FY2030 and we are actively creating systems and a culture to achieve this target.
Target: Female Management Ratio of 20% by FY2030
Promotion of Women’s Empowerment and Related Achievements
Performance of Indicators Relating to Promotion of Women’s Empowerment
The ratios of female employees and female managers are increasing.
At present, there is a disparity in the wages of men and women primarily attributed to factors such as more men having longer service terms, a higher percentage of women making use of the Company’s reduced working hours program, among others. Nevertheless, our wage systems do not discriminate based on gender, and all employees are treated equally.
Item |
2019 |
2020 |
2021 |
2022 |
|---|---|---|---|---|
Ratio of female employees |
43.6% |
45.8% |
46.7% |
48.3% |
Ratio of female new graduates hired |
61.3% |
63.5% |
64.5% |
51.4% |
Ratio of female managers |
6.7% |
9.5% |
9.0% |
10.3% |
Gender wage ratio |
66.0% |
66.4% |
66.6% |
68.6% |
Gender wage ratio |
92.8% |
92.9% |
96.2% |
91.7% |
Reference: Personnel Distribution of Milbon Employees
The number of female employees hired has steadily increased as our business has expanded. Consequently, there is a relatively high proportion of female employees in the 25 to 34 age group, resulting in an average workforce age of 35.5 years and an average length of service of 10.8 years.
As of December 31, 2022
Specific Measures That Contribute to Women’s Empowerment
1. Implementation of DE&I Project
We launched the company-wide DE&I Project in January 2023 to promote Diversity, Equity, and Inclusion at Milbon.
The project focuses on empowering female employees and their career continuity, working to foster a culture and create mechanisms for eliminating invisible barriers that impede fulfilling work based on equal opportunity.
2. Enhancement Programs that Support the Work-Life Balance
Milbon programs that support the work-life balance relating to childcare include implementation of employee interviews with the participation of the employee’s department and human resources before the employee takes leave and before returning to work and the development of work styles tailored to individual conditions. We also offer a program of reduced working hours after returning to work and that can be combined with flextime or telework, supporting flexible and independent employee work styles.
Changes in Ratio of Employees Taking Childcare Leave |
2019 |
2020 |
2021 |
2022 |
|---|---|---|---|---|
Ratio of female employees taking childcare leave |
100.0% |
100.0% |
100.0% |
100.0% |
Ratio of male employees taking childcare leave |
0.0% |
12.5% |
19.3% |
20.0% |
