Toward the Realization of a Diverse andInclusive Society [Outline]

May 16, 2017
Keidanren

I. The Importance of Diversity and Inclusion
1. Revolutionary socioeconomic change
The arrival of Society 5.0 (Super(Super‐‐smart society)As we move into a new era, it is essential to replace
the oneone‐size‐fits‐allsize fits all approach to human resources andorganizations that was appropriate in an earlier age ofindustrialization. It is important to use the creativity
that comes from collaboration among diverse people
qualities and talents to drive innovation.
with different q

Deepening Globalization

Living to Be 100

Globalization of corporate activities
makes it crucial to make effective use ofhuman resources with diverse national,religious, and cultural backgrounds.
There is increasingg concern for humanrights issues around the world.

Falling birth rates and a declining
population are coinciding with agraying society. It is more vital thanever to make optimal use of humanto age.
resources without regard
gg

2020 Tokyoy Olympics
y pand Paralympics

To respond to these changes and achieve sustainable economic growth, it isessential to tap the skills and talents of a diverse range of human resources
and thus boost the productivity of the entire economy and society.
copyright©Keidanren

1I. The Importance of Diversity and Inclusion
2. Basic concept
p of diversityy and inclusion
GenderAge

ダイバーシティ

Diversity is open
to accepting awide range ofhuman resources

Other(Nationality,etc.)

IInclusionl i allows
llallllhuman resources todevelop and use theirabilities to themaximum

Diversity andinclusion together
contribute to
greater vitality
within companies

Disability

3. Initiatives by companies and the business community to encourage
g diversity and inclusionCompanies/Business Community
Carrying out various measures to bring about adiverse and inclusive culture within companies

Keidanren Promoting fuller participation by women (Committee on Gender Diversity)
 Supporting activities of the young and the elderly (Committee onE ltPli )EmploymentPolicy)
 Working style reforms （Committee on Labor Legislation)
 Promoting the acceptance into Japan of high‐quality foreign workers(Committee on Population Issues) Realizing a barrier‐free society (Committee on Consumer Goods andServices))

Keidanren made the first recommendations in the business community to focus on LGBT people (sexualminorities) as an important factor in achieving a diverse and inclusive society,society sharing correct information
and awareness and promoting understanding and efforts.
copyright©Keidanren2II. Trends on LGBT issues and direction of recent undertakings
1. What is LGBT?
t d forf llesbian,bi gay, bid transgender.
td It refers
f tto people
l regarded
d d as social
i l minorities
i iti becausebth i sexuall orientationi t ti orLGBT stands
bisexual,l andoff theirgender identity.
Some surveys suggest that around 7.6% of Japan’s population may fall into one of these categories. But it is often difficult to ascertain
numbers unless individuals themselves choose to “come out.” We should recognize that an invisible minority exists close to our daily lives andwork to achieve an LGBT‐friendly society that accepts these minorities as part of wider social diversity.

2. Undertakings in Japan and other countries
Developments around the world

Developments in Japan

Ad i i t ti
Administration,
parliaments,
lit legislationl i l ti

Political parties and the parliament• An EU directive introduced banning different treatment of employees
for reasons of sexual orientation or gender identity.
• Various European countries have recognized same‐sex marriage andintroduced legal measures to ban discrimination in the workplace.
• In the United States, the Supreme Court has recognized same‐sexmarriage, essentially making it legal in all states. A number of states
have banned discrimination in the workplace based on sexualorientation.

• The Liberal Democratic Party publishes paper outlining its approach toachieving a society accepting diversity of sexual orientation and identity.
• Launch of non‐partisan parliamentary group on LGBT issues.

International Bodies• United Nations Human Rights Council passes first resolution on thehuman rights of LGBT people.
• Olympic Charter adopts a clause banning discrimination on the groundsof sexual orientation or ggender identity.
yCorporations and Non‐Profit Organizations• Advertising and distribution of products supporting messages ofdiversity and inclusion.
• ”Comingg Out” announcements byy senior managersg• Non‐profits assessing the efforts of companies with numerical data.

copyright©KeidanrenAdministration• Clause on remarks and actions based on prejudice relating to sexual
orientation or gender identification added to National Personnel
Authority’s provisions on sexual harassment.
• Ministry of Education publishes advice on preventing discrimination
against LGBT children.
• Ministry of Labour includes measures on LGBT people in sexual
harassment guidelines and fundamental guidelines on equal hiring
evaluations.

Local governments• Shibuya and Setagaya district cities in Tokyo issue documentation
recognizing same‐sex partnerships.

Non‐Profit Organizations• NPOs including Good Aging Yells and Nijiiro (rainbow) Diversity carryingout community management and workplace improvements for LGBT
people.

3II. Trends on LGBT issues and direction of recent undertakings
3. Direction of undertakings by Japanese companies(1) Positive reasons to take steps
To attract workers from a wider
pool and encourage
pg their retention
To send messages as forward‐
thinking, pro‐LGBT companies andboost their brand value
To avoids the risk off legal cases
involving human rights infringements

To provide an environment whereall workers can develop their talents
and abilities to the maximum

To expand business(2) Examples of possible concrete measures
1. Include a clause in company regulations banning harassment based on
sexual orientation or gender identity.
(E.g., Stipulate the ban on discrimination based on sexual orientation orgender identification)

5. Provide unisex work environment, including toilets, etc.
(E.g., Install accessible toilets)

2 Revise HR systems for employees,
employees including wider applicability of2.
health and welfare benefits.
(E.g., Make same‐sex partners eligible for similar benefits as spouses[childcare, nursing care leave, etc.])

6. Take greater consideration to LGBT people in hiring（E.g., Omit need to provide gender on job application forms)

3. Arrange company training seminars
3（E.g., Provide training first to HR and organization managers and then toall employees)

7. Develop LGBT‐friendly
7
LGBT friendly products and services(E.g., Make changes to allow employees to designate same‐sex partners
as recipients of insurance payments)

4 Offer in‐house counseling for LGBT employees
4.
(E.g., Give advice and help from specially trained counselors)

8. Cooperate with external LGBT events(E.g., Sponsor events organized by Work with Pride and Tokyo Rainbow
Pride)

copyright©Keidanren

4

Results of Survey on Corporate Efforts on LGBT Issues
Q1. Do companies need to make efforts on LGBTissues?

Outline of Summary

Don’t know 8.2%

・Period・Responses

March 1 through 31, 2017

No
0.4%
04%

233 (Survey sent to 1,385 Keidanren
member companies and 156organizations)Yes 91.4%Q3. Is your company currently undertaking LGBTmeasures?

Q2. If yes, select all the measures you thinkcompanies should undertakeInnovation creation and improved
productivity based on diversity

81.0

Measures to deal with legal risk

No plans
23.2%

62.5

Increasing company’s attractivenessto potential employees

60.3

Improving company’s image
in society

Underconsideration
34.3%

56.5

OtherYes
42.1%

Three‐fourths ofcompanies are
already carrying out
or planning to startmeasures on LGBTissues

21.60

copyright©Keidanren

More thM
than 90% off
companies recognize
the need for efforts
on LGBT issues

1020304050

60708090 (%)

5Results of Survey on Corporate Efforts on LGBT Issues
Q4. (If you answered “Yes”
Yes or “Under
Under considerationconsideration” to Q3) Select all that apply.

Arrange company training seminars

91.9

Offer In‐house counseling for LGBT employees

81.3
65 0
65.0

Take greater consideration to LGBT people in hiring
Provide unisex work environment, including toilets, etc.

49.6

Revise HR systems for employees

33.3

Other

32.5

Cooperate with external LGBT events

23.6

Develop LGBT‐friendly
LGBT friendly products and services
1017.120 30405060708090* A list of concrete measures being taken by companies along with company names can be viewed on theKeidanren website:

http://www.keidanren.or.jp/policy/2017/039.html

copyright©Keidanren

6