We are advancing and strengthening DEI with the aim of being a corporation that creates innovation through mutual respect and acceptance among diverse human resources, and that maximizes the unique potential of each employee.
Empowerment of Female Employees
In April 2014, we established the Section for the Promotion of Women Employees to foster a corporate culture and environment where women can further demonstrate their abilities. In April 2022, the office was renamed the D&I Promotion Office, and in January 2025, it was reorganized into the DEI Promotion Department to further advance and strengthen diversity, equity, and inclusion (DEI) initiatives.
In March 2016, we formulated the Action Plan for Empowering Female Workers and disclosed information on the empowerment of women. Rengo was recognized for its initiatives and received "Eruboshi" certification (level 2) from the Minister of Health, Labour and Welfare in May 2016 for complying with standards as a general business enterprise in accordance with the Act on the Promotion of Women’s Active Engagement in Professional Life.
We have dedicated ourselves to hiring, actively promoting, and expanding the areas of responsibility of women. As a result of these efforts, in November 2020, our certification level was raised one level (to level 3).
We achieved all of the targets in our action plan for the FY3/2017 to FY3/2021 period, and in our five-year action plan starting from FY3/2022, we have set targets with the aim to further accelerate our efforts. We are working to raise the percentage of female employees throughout the company and strengthen and enhance initiatives related to education and career development for them. We are actively working to expand women’s areas of responsibility by promoting the recruitment and placement of women in field sales positions and manufacturing sites, areas where the female ratio has traditionally been low. We also hold exchange sessions for women by job category to provide opportunities for exchanging information and building networks aimed at addressing challenges.
We will also actively promote female employees to managerial positions, leading to the appointment of female officers.
Message from the Top Management: "Rengo Is Committed to Creating a Workplace Where Women Can Thrive and Shine."
Rengo has been actively establishing systems to promote work-life balance, and these systems have led more women to continue their careers after childbirth or childcare. We believe that it is essential for the growth of both the individual and the company to make efforts to break the conventional idea of gender roles and make the most of individual strengths and unique qualities so that women can challenge themselves further on their own initiative and fully demonstrate their abilities.
Also, innovation is driven by different values, ways of thinking, and creativity when diverse talent works together. The active participation of women is essential to the further enhancement of our corporate value.
We will continue to develop our corporate culture and improve work environments to create a workplace where women can thrive and shine.
Goals stated in the action plan (Period of plan: Five years starting from April 1, 2021)
- Achieve an employment rate of 30% or more for female employees in career-path positions
- Achieve an employment rate of 20% or more for female employees assigned to office and production staff positions
- Achieve 1.5 times or more of the number of female employees in managerial positions (from 40 in FY3/2021 to 60 or more)
- Achieve a percentage of 80% or more of male employees taking childcare leave
Action Plan for Empowering Female Workers
Information on Female Employee Empowerment
Information on Female Employee Empowerment for FY3/2025
(Rengo, non-consolidated basis)
| FY3/2021 | FY3/2022 | FY3/2023 | FY3/2024 | FY3/2024 | ||
|---|---|---|---|---|---|---|
| Number of employees | 4,132 | 4,180 | 4,251 | 4,344 | 4,370 | |
| Number of females | 480 | 513 | 556 | 596 | 610 | |
| Percentage of females | 11.6 | 12.3 | 13.1 | 13.7 | 14.0 | |
| Average age | 40.5 | 40.9 | 41.3 | 41.7 | 41.9 | |
| Males | 40.9 | 41.4 | 41.9 | 42.4 | 42.6 | |
| Females | 37.7 | 37.6 | 37.5 | 37.4 | 37.7 | |
| Average employment tenure (years) | 15.3 | 15.7 | 16.1 | 16.4 | 16.6 | |
| Males | 15.8 | 16.3 | 16.8 | 17.2 | 17.4 | |
| Females | 11.5 | 11.5 | 11.5 | 11.4 | 11.6 | |
| Number of new employees (career-path positions) | 77 | 90 | 84 | 83 | 84 | |
| Number of females | 20 | 28 | 26 | 25 | 29 | |
| Percentage of females | 26.0 | 31.1 | 31.0 | 30.1 | 34.5 | |
| Number of new employees (office and production staff) | 128 | 122 | 137 | 138 | 115 | |
| Number of females | 19 | 26 | 40 | 34 | 25 | |
| Percentage of females | 14.8 | 21.3 | 29.2 | 24.6 | 21.7 | |
| Number of employees in managerial positions | 754 | 764 | 789 | 832 | 863 | |
| Number of females | 40 | 39 | 46 | 49 | 56 | |
| Percentage of females | 5.3 | 5.1 | 5.8 | 5.9 | 6.5 | |
| Rate of taking childcare leave | Percentage of males | 93.2 | 82.4 | 97.6 | 106.3 | 100.0 |
| Percentage of females | 100.0 | 107.1 | 88.2 | 105.3 | 112.5 | |
| Mid-career employment rate (%) | 38.0 | 50.5 | 54.8 | 51.6 | 50.3 | |
| Employment rate of persons with disabilities (%) | 2.3 | 2.3 | 2.4 | 2.6 | 2.6 | |
Information on past results
- Information on Female Employee Empowerment for FY3/2024
- Information on Female Employee Empowerment for FY3/2023
- Information on Female Employee Empowerment for FY3/2022
- Information on Female Employee Empowerment for FY3/2021
- Information on Female Employee Empowerment for FY3/2020
We have received Eruboshi certification based on the Act on Promotion of Women's Participation and Advancement in the Workplace
We have received Eruboshi certification from the Minister of Health, Labour and Welfare for complying with standards as a general business enterprise in accordance with the Act on Promotion of Women's Participation and Advancement in the Workplace.
This certification is awarded to enterprises that have formulated an action plan for empowering female workers and disclosed information on the empowerment of women, and whose implementation of measures promoting the empowerment of female workers has been evaluated as excellent.
Promoting the Employment and Expanding the Roles of Women
In order to be a company where diverse human resources can thrive, we actively employ female workers and are expanding the areas where women can play an active role. We are also actively assigning and promoting women in workplaces where they have traditionally been underrepresented, particularly in sales and manufacturing.
Promotion of Women to Managerial Positions
Positioned as one of our key measures, we are making company-wide efforts with the goal of increasing the number of female employees in managerial positions by 1.5 times or more by FY3/2026.
Career Development Support for Women
We provide training to female employees so that they can independently take on challenges with five-year and ten-year career plans.
In addition, recognizing that the role played by superiors who provide day-to-day guidance, training and follow-up is important for women to demonstrate their abilities and become more actively involved, we are strengthening and enhancing company-wide understanding for the promotion of female employees as well as education and career development support, including by providing training for superiors.
Meetup for female employees
We have organized informal gatherings for women working in sales or manufacturing. Through interacting with each other, they take opportunities not only to share their ideas and concerns particular to their jobs and exchange information about their own working styles and how to resolve issues, but also to build up their networks of mentors and colleagues.
Building networks
One reason why women worry about their future careers and why superiors struggle challenges with management responsibilities is the lack of information and networking inside and outside the company. In order to build networks where people can take initiative and engage proactively in the workplace and surroundings through exchanging information and interacting with each other, we are striving to create opportunities for people to gather freely, regardless of gender, occupation or position.
Main Initiatives to Date
- March 13, 2026 Received the Outstanding Female Leaders Award (Blue Rose Award).
- July 7, 2025 Published Information on Female Employee Empowerment (FY3/2025).
- March 10, 2025 Received the Outstanding Female Leaders Award (Blue Rose Award).
- June 28, 2024 Published Information on Female Employee Empowerment (FY3/2024).
- March 25, 2024 Received the Outstanding Female Leaders Award (Blue Rose Award).
- June 30, 2023 Published Information on Female Employee Empowerment (FY3/2023).
- March 10, 2023 Received the Outstanding Female Leaders Award (Blue Rose Award).
- May 31, 2022 Published Information on Female Employee Empowerment (FY3/2022).
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Encouragement of Employment of Older Workers
To further encourage employment of older workers, Rengo increased the retirement age from 60 to 65 years in April 2019. In addition, in regard to the national government's Measure to Secure Working Opportunity for employees up to the age of 70, prior to the requirement for companies to make efforts for this measure, in April 2020, we changed our previous reemployment program for employment up to 65 years to allow workers to continue working up to a maximum age of 70 years if they wish to do so and agree to our proposal for the working conditions. In FY3/2023, we also established a system to continue the employment of retirees who will reach the mandatory retirement age of 65 in FY3/2025. Approximately 70% of employees who reached the mandatory retirement age of 65 in FY3/2025 have been rehired in the form of continued employment.
We are raising productivity and creating congenial workplaces so that all employees can work with enthusiasm and determination and uphold "lifetime careers" while maintaining good health and high motivation.
Encouragement of Employment of Persons with Disabilities
Rengo is actively working to employ more persons with disabilities and expand their areas of responsibility, while creating congenial work environments for all employees. As of March 2025, the employment rate of persons with disabilities was 2.6%, satisfying the statutory requirement.
Furthermore, since FY3/2019, we conduct universal manner certification training to empower employees with a proper understanding of disabilities and a stakeholder awareness. This training covers basic knowledge to appropriately support and communicate with persons with disabilities. This includes the definitions of disabilities and ways of speaking to persons with disabilities. Using case studies, they also learn about specific mentalities and actions necessary for putting the training into practice. In FY3/2025, employees in managerial positions and new employees took the training in order, bringing the total number of participants who have completed the program to approximately 800. We will continue to develop work environments where people can thrive in their job for a long time, regardless of any disabilities.