DEI

President’s Message on DEI Promotion

As Metal One works to fulfill our corporate purpose, “Empower the Global Metal Supply Chain,” we engage with a wide range of industries through businesses built around domestic and global steel supply chains.

As a company operating globally, our foundation for creating new value, building trust, and fostering co-creation is the ability to understand, respect and leverage differences in culture, business practices and values across countries and regions.

At a time when international politics and economics—as well as business environments and structures—are becoming increasingly complex and uncertain, as an organization we must strengthen the “power of co-creation,” where diverse values, perspectives and ideas come together, so that we can respond flexibly to change and achieve sustainable growth.

Metal One’s three pillars of corporate philosophy, “global citizen,” “honesty and virtue,” and “aspirations and creativity,” are closely aligned with the ideas of respecting diversity and pursuing value creation with fairness and integrity.

Guided by these principles, we will promote DEI and build an organization in which each employee recognizes and respects individual differences and can turn those individual strengths into organizational strength.

Diverse human resources come together, recognize one another, and create together.

Through that collective strength, Metal One will continue to create the value needed to solve the challenges facing society and industry.

Yoshiyuki Watanabe
President & CEO, Director

Policy and Basic Approach

The Metal One Group regards DEI (diversity, equity and inclusion) as one foundation of our corporate activities. Under our DEI Promotion Activity Policy, we are creating a workplace in which everyone can take on challenges with confidence while respecting each individual’s diversity. By providing fair opportunities and fostering an organizational culture that encourages mutual understanding, the Group’s goal is to build an organization in which employees can work dynamically and fully demonstrate their abilities.

DEI Promotion Activity Policy

We strive to be an organization with an unbiased environment in which diverse human resources make the most of one another’s strengths, fully demonstrate their individual abilities, and continue creating new value.

Definition of DEI

Diversity

People with different attributes and a wide range of values, experiences and skills come together.

Equity

Providing the opportunities, environment and support each person needs to fully demonstrate their abilities, based on their individual strengths and circumstances

Inclusion

An environment in which each person is respected, differences and individuality are valued and put to use, and everyone feels they are making a contribution

Initiatives

Metal One promotes diversity in our workforce through a range of initiatives so that people from diverse backgrounds can draw on their experiences in their respective fields, fully demonstrate their abilities, create new value and results, and contribute to sustainable growth.

Support for Balancing Work and Family Responsibilities

We have established systems to ensure that employees can continue working with confidence and fully demonstrate their abilities even when they reach life stages involving childrearing or caregiving, and at levels that go beyond legal requirements.  In addition to childcare and caregiving leave systems, we have introduced systems to shorten and stagger working hours. We have even posted a guide to childbirth, childrearing and caregiving on our intranet. Our goal is to foster a culture that embraces diverse ways of working to support the balance of work and family responsibilities.
Support for Balancing Work and ChildrearingWe are expanding various systems that can be used by both men and women, with the goal of supporting employees across the company in balancing childbirth, childrearing and work.
<Overview of Childbirth and Childrearing Support Systems>

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Support for Balancing Work and CaregivingTo help employees continue to display their abilities while balancing work and caregiving, we have expanded systems for the latter, such as limited caregiving leave, a flextime system to accommodate caregiving, and caregiving leaves of absence. We also provide a range of support programs, including seminars on balancing work and caregiving, opportunities for employees to deepen their understanding of caregiving, and access to consultation services through external organizations. This establishes a solid framework for employees to seek advice on caregiving concerns.
<Overview of Caregiving Support Systems>

              Caregiving leave (paid)

              5 days per year for each person requiring care, or 10 days if there are two or more such persons; may be taken in one-day or hourly units

              Caregiving leave of absence (unpaid)

              For each person requiring care, may be taken up to three times within a cumulative total of 12 months (with partial wage benefits available through employment insurance)

              Caregiving flextime

              A system under which the core time, in principle 10:30 a.m. to 3:30 p.m., can be set for each day of the week as either 1) 9:15 a.m. to noon or 2) 2:45 to 5:30 p.m.

                For each person requiring care, this may be used up to twice within three years from the start of use, within a cumulative total of 12 months

              Exemption from work outside prescribed hours

              For each instance, exemption from overtime and holiday work for a period of at least one month, and no more than one year

              Restrictions on overtime and holiday work

              For each instance, overtime and holiday work is limited to 24 hours per month and 150 hours per year for a period of at least one month, and no more than one year

              Exemption from late-night work

              For each instance, exemption from work during the late-night hours of 10 p.m. to 5 a.m. for a period of at least one month, and no more than six months

              Caregiving NPO

              Consultation regarding caregiving

              Employee welfare services

              Subsidies for the purchase of caregiving supplies, subsidies for the use of home-care services, caregiving e-learning, etc.

Introduction of a Reemployment ProgramWe have introduced rehiring program for employees with at least three years of service who had to resign due to childbirth, childcare, caregiving, or a spouse’s job transfer. This program provides an opportunity for former employees to return and reapplly their valuable skills and experience they have gained, allowing them to contribute to our continued growth.
Promoting the Advancement of Women As part of our efforts to create an organizational culture and environment in which diverse human resources can thrive, we are creating an environment in which female employees can fully and proactively demonstrate their abilities.
Promoting the Active Participation of Senior Human ResourcesWe have introduced an extended employment program to ensure that senior employees can continue putting their extensive knowledge and experience to use even after retirement age if they wish to continue working. In addition, through career design training and other programs, we also support post-retirement workstyles and financial planning.
Diverse Employment Opportunities for People with DisabilitiesWe strive to employ persons with disabilities. We actively support the participation of disabled persons in society, and help to build workplaces in which every employee can work with confidence and fulfillment, in greater comfort, and fully demonstrate their abilities.
Promoting Active Participation by National StaffAs part of our measures to promote growth overseas, we also emphasize the active participation of national staff members overseas. We introduced a system under which employees at overseas locations and business investment affiliates are seconded to the Tokyo headquarters for a set period, for example, during which they gain practical experience through OJT and other training. Through this, we are building a framework to develop talented human resources and enable them to contribute in roles suited to their abilities.

Caregiving leave (paid)	5 days per year for each person requiring care, or 10 days if there are two or more such persons; may be taken in one-day or hourly units
Caregiving leave of absence (unpaid)	For each person requiring care, may be taken up to three times within a cumulative total of 12 months (with partial wage benefits available through employment insurance)
Caregiving flextime	A system under which the core time, in principle 10:30 a.m. to 3:30 p.m., can be set for each day of the week as either 1) 9:15 a.m. to noon or 2) 2:45 to 5:30 p.m. For each person requiring care, this may be used up to twice within three years from the start of use, within a cumulative total of 12 months
Exemption from work outside prescribed hours	For each instance, exemption from overtime and holiday work for a period of at least one month, and no more than one year
Restrictions on overtime and holiday work	For each instance, overtime and holiday work is limited to 24 hours per month and 150 hours per year for a period of at least one month, and no more than one year
Exemption from late-night work	For each instance, exemption from work during the late-night hours of 10 p.m. to 5 a.m. for a period of at least one month, and no more than six months
Caregiving NPO	Consultation regarding caregiving
Employee welfare services	Subsidies for the purchase of caregiving supplies, subsidies for the use of home-care services, caregiving e-learning, etc.

Sustainability