Diversity, Equity and Inclusion

The Sumitomo Metal Mining Group（hereinafter called "SMM Group").） upholds the principle of respecting for all individuals and recognizing each person’s dignity and value in our Corporate Philosophy. The SMM Group considers “Diverse Human Resources” and “Development and Participation of Human Resources” as key challenges to be an organization where diverse talent can gather, grow and thrive in "Vision for 2030" formulated as a milestone for achieving our long-term vision of “Becoming the World Leader in the Non-Ferrous Metals Industry”.
It is essential to realize our "Vision for 2030" by fostering a corporate culture where diverse talents recognize and trust each other, leverage their strengths, and collaborate under fair opportunities, acknowledging the various perspectives and ideas. This embodies Diversity, Equity and Inclusion (DE&I).
In addition to diversifying attributes such as gender, nationality, and age, The SMM Group promotes the diversification of abilities and experiences to generate new ideas, enhance organizational flexibility and competitiveness, and drive transformation through the creation of new value.

Declaration of the
SumitomoMetal Mining
Group on DE&I

Sumitomo Metal Mining Co., Ltd.
Nobuhiro Matsumoto
President and Representative Director

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Open and Vibrant Organizational Climate

We are working to create an open and vibrant organizational climate. We believe that under such a climate, every individual will respect the backgrounds of others regardless of differences and will engage in competitive hard work together with open discussion and generation of ideas to realize both individual and organizational growth.

DE&I Roadmap

Based on the position statement of the International Council on Mining and Metals (ICMM), we have developed a roadmap to 2030 for achieving gender balance and creating a better work environment for sexual minorities (LGBTQ+), which are high priority issues in DE&I in Japan.

Initiatives toward Gender Balance (women’s active engagement)

To realize our Vision for 2030 to create workplaces where diverse human resources can play vibrant and active roles, we have set “number and percentage of female SMM managers” and “number and percentage of female SMM employees” as KPIs. In FY2023, the percentage of female SMM managers was 3.2% (26 employees) and the percentage of female SMM employees was 13.0% (469 employees), both figures having increased from the previous year. We have formulated an action plan based on the Act on the Promotion of Women’s Active Engagement in Professional Life¹ and are working to achieve our goals. Furthermore, through various measures such as proactive recruitment, appointment to a wide range of positions, and training of female leaders, we are making efforts toward furthering the active engagement of women.

• 1Enacted in 2016 with the aim of realizing a society in which women can fully demonstrate their individuality and abilities, this law stipulates the responsibilities of the national government, local governments, and general business owners with regard to the promotion of women’s active engagement

■ Our Company’s Action Plan Based on the Act on the Promotion of Women’s Active Engagement in Professional Life (period of plan: April 1, 2024 to March 31, 2028)

■ Number and Percentage of Female Managers¹

• 1Reporting boundary: Sumitomo Metal Mining Co., Ltd. (including seconded employees)

■ Number and Percentage of Female Employees¹

• 1Reporting boundary: Sumitomo Metal Mining Co., Ltd. (including seconded employees)

Fair Systems of Evaluation and Treatment

Based on the Sumitomo Metal Mining Group Policy on Human Rights, we comply with laws and regulations concerning compensation, including the minimum wages established by countries and regions. In Japan, we have entered into an agreement with the Federation of Sumitomo Metal Mining Workers Unions on internal minimum wages that exceed region- and industry-specific minimum wages set under the Minimum Wage Act, as we work to improve the treatment of employees.
We have also introduced an evaluation and compensation system free of distinctions or difference based on gender and age, with compensation determined by individuals’ roles and achievements. The ratios of female-to-male compensation for non-limited-term employees in FY2023 were 100 : 169 for base salary and 100 : 153 for total compensation. We believe that this difference between male and female stems from the facts that the number of years of service is longer for male employees and the percentage of females in managerial positions is lower. To eliminate the difference, we will improve our retention rate for female employees and raise the percentage of female managers to an appropriate level.

■ Ratios of Female-to-Male Base Salary and Total Compensation (FY2023)

• 1Reporting boundary: Non-limited-term employees of Sumitomo Metal Mining Co., Ltd. (including short-time workers)
• 2Total compensation includes base salary, overtime pay, allowances for housing, family, commuting, etc., and excludes payments to employees who resigned

Training for the Development of Female Leaders

As the number of female managerial track employees in our Company is relatively small, in addition to training in line with our Company-wide human resource development program, we identify female employees who are expected to play future roles as leaders and send them to training in interactions of eight companies in different industries. Our aim is for the employees to encounter different corporate cultures, expand their horizons, and acquire the practical skills required of leaders by tackling issues together with female employees of the same generation from other companies.

Roundtable Discussions by Officers and Female Managers

To create workplaces where female employees can work comfortably and play active roles, we have been holding roundtable discussions with officers and female managers since FY2023. Going forward, we plan to reflect the opinions and ideas raised in these discussions in measures.

Promotion of Employment for People with Disabilities

In addition to career recruitment, every year since FY2019 we have been accepting students from special support schools near our workplaces to take part in workplace experiences. By deepening understanding of our workplaces and work through the experience, we are increasing the number of students who feel confident in joining our Company. To support retention, we arrange periodic meetings with human resource staff one, three, and six months after joining the company and then once a year to examine ways of eliminating job-related anxieties and problems and to strengthen linkage with our employment support. Every year since FY2020, we have been offering internships for university students with disabilities and actively recruit these students at workplaces that can make use of their expertise and characteristics.
From the standpoint of undertaking reasonable considerations, we install PATLITE lighting systems on all floors to enhance visual communication for deaf employees, make use of speech recognition software, hold in-house sign language classes and workshops allowing non-disabled employees to experience simulated disabilities, eliminate level differences inside facilities, and make improvements to restrooms. By acting under the idea of normalization to create environ- ments in which people with and without disabilities can work together, we are steadily increasing our percentage of employees with disabilities. As of June 2023, our percentage of employees with disabilities was 2.59%, which exceeds the statutory rate in FY2023 of 2.3%.

■ Number¹ and Percentage of Employees with Disabilities over the Past Five Years

• Data is as of June 1 for each fiscal year, covering employees of Sumitomo Metal Mining Co., Ltd.
• 1The number of employees with disabilities is calculated according to methods prescribed in the relevant laws

Increase in Foreign Employees

We believe that hiring foreign employees and promoting them as core personnel enhances the competitiveness of the organization and leads to improved adaptability to the global business environment, and therefore, we are taking measures to increase foreign employees. Foreign employees in managerial track positions numbered 13 at the end of FY2023. These employees are divided between technical occupations (research and development, engineering, manufacturing divisions, etc.) and clerical occupations (business divisions, corporate divisions, etc.), and are active in a range of workplaces and job categories.
In FY2023, we conducted a questionnaire to assess issues faced by foreign employees, along with interviews with those who wanted them. In FY2024, we will study measures to address the issues identified in FY2023 and will undertake initiatives to expand the number of foreign employees in managerial track positions.

Measures to Raise Understanding of Sexual Minorities (LGBTQ+)

Our Sumitomo Metal Mining Group Policy on Human Rights prohibits harassment and discriminatory treatment on the basis of sexual orientation. From FY2018 to FY2020, we held workshops aimed at deepening understanding of issues concerning sexual minorities. In FY2020, we began training for executive officers and managers aimed at promoting understanding of changes in the external environment and issues concerning sexual minorities, and have since been gradually expanding the target groups for the training. The Company’s Human Resources Department Diversity Promotion Section was certified by the Tokyo Metropolitan Government for issuing an LGBTQ Friendly Declaration as of March 8, 2024.