The ENEOS Group aims to increase the motivation and creativity of each and every employee and enable them to maximize their abilities through the promotion of work-life management.
Moreover, the Group believes in actively incorporating diversity and inclusion, acknowledging differences pertaining to gender, age, nationality, race, ethnicity, skin color, culture, thought, religion, belief, political opinions, sexual orientation (LGBT), the presence or absence of disability, and any familial and personal circumstances, to create new value across the entire organization for our continued growth.
We have stipulated such norms in the ENEOS Group Code of Conduct, and have implemented a variety of initiatives for their advancement.

The Human Rights Promotion and Human Resource Development Committee, chaired by the officer (director) responsible for the Human Resources Department of ENEOS Holdings, has been established under the ENEOS Group CSR Council, which is chaired by the president of ENEOS Holdings.
The committee is responsible for deliberation on Group-wide policies and approaches to work-life management, diversity and inclusion. It confirms and evaluates the activities of each Group company and shares information.
Specifically, we are implementing measures such as workstyle reforms, workplace and career advancement initiatives for female employees and employees with disabilities, and the expansion of systems promoting work-life balance. We are also raising awareness about diversity and inclusion through in-house training for officers, including the president, and employees and other initiatives, and monitoring progress through the committee.

For more information about our structure, see Structure for Promoting Human Rights, Human Resource Development and Health.

To support the career planning and growth of our female employees, the ENEOS Group is working to change attitudes toward workstyle among both male and female employees, and has put various systems in place to support the work-life balance of all employees, both male and female.
Furthermore, our Group companies have created their own action plans for the advancement of women in the workplace in accordance with the Act on Promotion of Women's Participation and Advancement in the Workplace, enacted on April 1, 2016, and have implemented measures for the achievement of these plans.

For more information, see Major Systems Supporting Work-Life Balance.

Note:

• Data on number of female directors is from ENEOS Holdings; other data is from ENEOS Holdings and core operating companies.

• *Data on number of female directors only is as of June 26, 2019.

In accordance with the basic approach below, the ENEOS Group actively incorporates diversity and inclusion to create new value across the entire organization for our continued growth.

• We implement fair and equal hiring practices that ensure diversity.
• We endeavor to maintain a healthy work environment and carry out effective human resource development to maximize the talents of a diverse workforce.
• We work to foster a corporate culture where each and every employee understands the importance of diversity, and where employees respect each other, help each other, and grow together.

Ikuboss Corporate Alliance Membership and Activities

On September 21, 2017, JXTG Nippon Oil & Energy joined the Ikuboss Corporate Alliance, established by Fathering Japan.
The Ikuboss Corporate Alliance is a network of companies that recognize the importance of ideal bosses, or "ikubosses,"^* in an age of workforce diversity, which includes increased participation of women in the workplace and an increasing number of men who are actively involved in child-rearing. These companies are actively working to change management mindsets as part of their efforts to foster ikubosses in this new age.
In fiscal 2018, we held "ikuboss lectures" on three occasions for employees at the group manager position or higher. All of the 200 participants, including the president, declared their commitment to being ikubosses.

• *An "ikuboss" is a boss (executive or manager) who thinks about the work-life balance of staff under his or her supervision. Ikubosses support the careers and lives of their staff, while delivering results to the organization and enjoying their own work and private lives.

ENEOS Ikuboss Declaration

In view of the ikuboss objectives, ENEOS endeavors to maintain work environments where all employees in all stages of life can balance their work and private lives while maintaining motivation to work.

Initiatives for LGBT (Sexual Minorities)

ENEOS has implemented department- and rank-based training, e-learning and other activities as part of human rights awareness training in order to promote understanding towards sexual minorities among our employees in accordance with the ENEOS Group Code of Conduct. A contact point has also been established for consultation and inquiries.
In October 2018, ENEOS was awarded the Silver Award by work with Pride^* based on their "PRIDE Index 2018," an evaluation index on programs related to LGBT and sexual minorities within businesses and organizations.

• *A private organization that supports the promotion and instillment of diversity management concerning sexual minorities, including LGBT, within business organizations.

In accordance with the basic approach below, the ENEOS Group aims to reduce total annual working hours and encourage the taking of annual paid leave to increase the motivation and creativity of each and every employee, and enable them to maximize their abilities.

Corporate Culture Reforms

Wakuwaku Council

The ENEOS Group Philosophy cites taking on challenges and moving forward as important values for realizing a vibrant future. Therefore, in fiscal 2019 we launched the Wakuwaku Council to discuss and implement initiatives to foster and instill a corporate culture where employees understand and embrace the ENEOS Group Philosophy and business targets, and take on challenges with enthusiasm.
The council, which will meet biannually, comprises senior management from Group companies, including the presidents of ENEOS Holdings and the core operating companies.
Since its establishment in 2017, the ENEOS Group has implemented corporate culture reforms based on the PDCA cycle using employee awareness surveys. The council will discuss challenges and measures for boosting employee enthusiasm and continue efforts for corporate culture reform.
A dedicated webpage called Spring of Enthusiasm – Challenge and Transformation was established on our intranet. Here, we post meeting summaries of the Wakuwaku Council in an effort to increase understanding of the direction of reforms and improve internal communication.
We also post examples of challenges taken on by Group companies in order to foster a sense of unity and shared awareness. Furthermore, we announced a Declaration of Conduct for Group Management, which we are working to communicate throughout the Group. The effectiveness of these initiatives will be ascertained through ENEOS Group employee awareness surveys and dialogue sessions between senior management and employees.

Declaration of Conduct for Group Management

1. 1.Listen to proposals with an open mind and take the lead in trying new things rather than simply doing things as they have been done in the past.
2. 2.Make decisions promptly without demanding excessive documentation or groundwork.