Diversity Management

■ Support System for Family Remaining in Japan during Overseas Assignment

In order to alleviate the burden on family members remaining in Japan when an employee is posted overseas and unaccompanied by his or her family, Sojitz provides access to subsidized housekeeping services, caregiving support, and childcare support services within a scope that is determined by the company.

■ Rehiring System

Sojitz has a mandatory retirement age of 60, however we offer continued employment for persons over 60 years of age in accordance with the Act for Stabilization of Employment of Older Persons.

We created a new job grade for rehired individuals in order to ensure opportunities for senior employees at retirement age and to promote diverse working styles and values. Each year, we review each employee’s performance, role expectations, and mission in order to increase motivation, build on capabilities, and support career autonomy.

■ Reskilling Program

Since 2023, Sojitz has been operating a reskilling program that provides professional development opportunities to mid-career and senior employees to ensure employees can proactively shape their careers and continue to excel professionally. The program helps to increase employee motivation and engagement by leveraging employees’ past experience and newly acquired skills, and in turn, this development leads to enhanced organizational capabilities.

■ Recurrent Education Support System

As we enter an era of 100-year lifespans, employees must enrich their extended working life by thinking proactively about their careers, continuing to educate themselves, and striving to increase the value they contribute as individuals.

Upon taking stock of career milestones and future goals, an employee may determine that they require recurrent education. Sojitz provides subsidies and extended leave to those mid-career employees seeking further education.

■ Sojitz Professional Share Co., Ltd.

Sojitz Professional Share Co., Ltd., is a platform established to support diverse working styles and encourage career autonomy. The company allows employees to work under Sojitz Group and enables the pursuit of entrepreneurial ventures, start-ups and side businesses. Sojitz Professional Share encourages reskilling and flexible working styles, and supports each employee in making ongoing contributions through new career paths.

■ Initiatives for Strengthening Recruitment and Development of Local Employees

There are approximately 1,700 total employees between Sojitz Corporation’s overseas subsidiaries, branches, and liaison offices. Of the 1,700, roughly 1,300 are locally hired staff, and 60 among that group are general managers (as of April 1st, 2026).

■ Opportunities for Locally Hired Staff at Overseas Bases

We provide locally hired staff with opportunities to transfer to different offices within their region and between regions, as well as to the head office in Tokyo, in order to help the best Sojitz talent around the world expand business utilizing their information and networks rooted in the local community. For example, locally hired staff from Sojitz Shanghai have been sent on assignment to Sojitz Corporation of America in the U.S. As of FY2023, 16 people have transferred between regions or moved to Tokyo HQ, and these individuals are working to create new customers and build new business.

■ Developing the Next Generation of Leaders for Overseas Offices

Sojitz aims to develop local staff overseas through the Global Professional Development (GPD) and Global Next Leaders Development (GNLD) programs. The GNLD began in 2011, and the GPD in 2012. The 491 total participants thus far have included people from 36 countries, in regions including the Americas, Europe, Asia, China, Oceania, and the Middle East.

The GPD is designed to deepen employees’ understanding of the Sojitz culture, with a focus on its corporate organization and history, to boost participants’ loyalty and help them better understand themselves as members of Sojitz Group. It also aims to help participants obtain management skills and experience so they can utilize the full capabilities of Sojitz Group in expanding business within their regions. The GNLD, on the other hand, targets local employees overseas who are management candidates in positions higher than GPD participants. It similarly focuses on deepening understanding of Sojitz’s culture, its corporate organizations and business divisions, and its history, but is also aimed at developing participants into leaders who can network with participants from different regions and business areas to generate create synergy throughout Sojitz Group, as well as take a company-wide perspective in creating “New way, New value.” From FY2020, the sessions have been conducted online due to the COVID-19 pandemic. Approximately 100 participants from 22 countries in Asia, Europe, the Middle East, and China have participated thus far. In addition to this Sojitz is offering other online training programs, including the Sojitz Orientation Program, Negotiation Training and Leadership Training. To date, 200 people have participated in these courses. In the future we will continue to provide further training opportunities.

■ Increasing Employment of Persons with Disabilities

As of the end of March 2026, Sojitz’s employment rate of persons with disabilities was 2.93% (exceeding the legal requirement of 2.50%). Sojitz partners with Sojitz Shared Service (recognized under Japanese law as a special subsidiary of the company in 2012) to create an environment that helps employees—each with different disabilities, skills, experiences, and career plans—be placed in a well-suited post and perform at the highest level.

Sojitz is also working to build awareness and understanding of persons with disabilities through the blind soccer simulation program.

• Sojitz concluded a partnership agreement with Japan Blind Football Association (JBFA) to provide support for its blind soccer activities and “Spo-iku” program. Sojitz employs two athletes, one from Japan’s blind soccer national men’s team and one from the women’s national team.

■ Opportunities for Employees with Disabilities: Sojitz Shared Service (Special Sojitz Subsidiary)

Sojitz Shared Service is a special Sojitz subsidiary established in accordance with the Act to Facilitate the Employment of Persons with Disabilities. Many employees with disabilities are exercising their full potential through their work at Sojitz Shared Service.

Sojitz Shared Service primarily handles general affairs-related work for Sojitz Corporation and Sojitz Group companies, as well as select human resource-related duties. The company’s general affairs-related work includes managing a document center (making business cards and printing and binding documents) and operating the Health Care Room, where it offers massage services by a licensed professional and creates videos on self-care techniques. Sojitz Shared Service handles a variety of tasks including: cleaning and refilling water and tea dispensers, managing office hand sanitizer, cleaning printers and replenishes paper supplies, managing visitor cards and taxi tickets, ordering rubber stamps and other stationary goods, handling mail services, and storing documents.

In addition to Sojitz Shared Service’s general affairs-related services, the company also proactively provides HR-related services including support for the operation of Sojitz Group trainings and payroll-related duties. Sojitz Shared Service will continue to expand its scope and provide its employees with further opportunities for success.

Sojitz Shared Service works to offer a comprehensive support system that enables each employee to enjoy a long career in a welcoming environment. The company employs qualified professionals with specialized knowledge who give employees guidance on their work tasks and offer mental health support. In an effort to support employees’ career development, Sojitz Shared Service is pursuing initiatives including strengthening communication between Sojitz Shared Service and Sojitz employees, fostering a culture of diversity at the company, and hosting seminars on disability led by blind soccer players working at Sojitz Shared Service. Moving forward, the company also aims to support the employment and retention of people with disabilities at Sojitz Group companies. Through these initiatives, Sojitz Shared Service is striving to create a supportive, flexible work environment in which every employee can fully exercise their unique abilities.

Company history as a special Sojitz subsidiary
March 2012 Sojitz Business Support Corporation established in accordance with the Act to Facilitate the Employment of Persons with Disabilities
April 2018 Establishment of Osaka office
July 2022 Merger with Sojitz Shared Service Corporation

■ Barrier-Free Facilities

Sojitz’s working spaces have been built with consideration for employees with disabilities. Accessible toilets are installed on every floor. On floors where visually impaired employees work, Sojitz replaced dark brown carpeting with a bright ivory color based on guidance from visually impaired employees. Moving forward, Sojitz will continue to incorporate the ideas and opinions of disabled employees as it creates a work environment that is comfortable and accommodating for all employees.

■ Trainings and Seminars

Employees are educated on differences in LGBTQ-related legal systems in other countries prior to assignment overseas. We also hold LGBTQ seminars and offer e-Learning courses to deepen awareness and support employees of all sexual orientations and gender identities to ensure all employees can excel.