Diversity, Equity and Inclusion (DEI)

Under the Canon Group's philosophy of Kyosei, the Canon Marketing Japan Group (hereinafter the "Canon MJ Group") has been seeking to realize a society where all people, regardless of culture, customs, language or ethnicity, harmoniously live and work together in happiness into the future. The Canon MJ Group has declared itself to be a MIRAI Marketing Company, a company that creates the future using the power of marketing to realize a sustainable society. It has established its Purpose, which states the significance of the Canon MJ Group's presence in society: Bringing together hopes and ideas with technologies to create a future beyond imagining. We aim to create a company that can grow, driven by diverse personnel with diverse characteristics and values who improve each other to achieve our Purpose, and we will work to increase people's awareness of the importance of diversity.

Canon MJ established an organization dedicated to promoting diversity in 2016. We implement the following initiatives so that our diverse employees can exchange opinions broadly and fairly and cooperate each other to contribute to the sustainable development of the company, regardless of their culture, customs, language, ethnicity, gender, personal circumstances such as their caring for children or other family members, disability, sexual orientation and gender identity.

Canon MJ has set targets for the percentage of managers and chiefs (deputy section chiefs) that are women. We aim to increase the percentage of eligible male employees who take childcare leave and the number of days of childcare leave that they take to increase their ability to balance work and childcare.

Through the development of a good workplace environment for all employees irrespective of differences in gender, the Canon MJ Group is committed to issues such as the promotion and recruitment of female managerial-level employees and balancing work with child or family care.
Canon MJ received a Two Star rating under the Eruboshi certification system in February 2022. In 2023, we launched the Empowerment Program, a training program for female chiefs (deputy section chiefs) under which various career development programs are offered to applicants.

The gender wage gap among regular employees is due to a higher percentage of men being managers than women, as shown in Table 1. Canon MJ defines women's advancement as one of its key issues. We are working to increase the percentage of people in managerial posts that are women to at least 10.0% by the end of 2030, and the percentage of people in chief or deputy section chiefs, which are positions held by prospective managers, who are women to at least 25.0% by the end of 2030.
Meanwhile, examining fixed-term employees, women in advanced professional positions push up the average wage per person. Their average wage is higher than that of men.
The gender wage gap for regular employees at the same level is shown in Table 2 below.

At Canon MJ, we are working to develop a corporate climate which permits diverse human resources with various characteristics and values to actively participate and achieve personal growth in a mutually supportive environment. Thus, we endeavor to "become a corporate group where employees work more energetically." In April 2021, we have acquired Platinum Kurumin Certification^* for excellence in offering childcare support.

The Canon MJ Group is establishing a comfortable workplace environment that enables all employees to leverage their capabilities and advance their careers, regardless of presence or absence of disability, guided by its corporate philosophy of Kyosei. We endeavor to facilitate the employment of people with disabilities and increase the number of employment opportunities they have.

For information on our employment of persons with disabilities, please refer to our ESG Data.

Canon MJ aims to establish a workplace environment that enables employees of any gender identity or sexual orientation to be themselves at work. We engage in activities to enable people to understand LGBTQ+ issues, including unconscious bias seminars, internal lectures taught by members of LGBTQ+ minority groups and SOGI harassment training programs for managers.