DEI
Promotional aims
Innovation and continuous business growth
Dentsu continues to evolve and change as a true Integrated Growth Partner, as we seek to create sustainable growth and social vitality for all our clients and partners. In our journey of evolution and change, we are using fairness and reasonable consideration to address inequalities in the provision of information, opportunities, and resources available to all employees. In this way, we will create a work environment where all employees, regardless of gender, age, nationality, or any other attributes, can respect each other and speak up with confidence.
The integrated solutions will allow us to demonstrate our individuality and, at the same time, accept diverse viewpoints and issues in the Group. As a result, we will create better solutions for society.
DEI by the Numbers
1. Recruitment
Ratio of female among applicants hired
Hires by gender (applicants ÷ hires)
Ratio of female among all employees
2. Length of employment
Length of employment (by gender); average difference
3. Work–Life Balance
Percentage of male and female taking maternity leave and average number of days taken
4. Management
Ratio of female in management
Ratio of female in C-suite positions
About the General Business Owner Action Plan
- ■ Act on Promoting Measures to Support the Development of the Next-Generation
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Planned Period:
1/1/2025 - 12/31/2026 (2 years)-
Objectives:
- Establish and implement a system that facilitates a flexible balance between work life and childcare/caregiving, and make these measures better known to employees.
- Raise awareness of taking childcare leave among male employees, and create an environment that facilitates their involvement in childcare
(From January 2025) - Expansion of the scope of “Overtime Work Limitations”
(From January 2026) - Briefing session for employees returning to work after taking childcare leave. * Managerial and supervisory staff may also attend
(From January 2025) - Expand tools to increase awareness of taking childcare leave
(From October 2025)
Planned initiatives:
- ■ Act on Promotion of Women's Participation and Advancement in the Workplace
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Planned Period:
1/1/2025 - 12/31/2026 (2 years)-
Objectives:
- 15% of management positions to be filled by women in 2026, with the goal of reaching 30% by 2030.
- Continue to actively utilize systems that contribute to flexible work styles
(In principle, 100% application of flextime and remote work including working from home) - Accelerate change through strong commitment and leadership by top management and executives to encourage all employees to take an active role
(From January 2025) - Prioritize hourly labor productivity and reflect it in the personnel system
(From January 2025) - Organize career programs for women
(From June 2025) - Support the development and growth of the next generation, and provide management programs on bias awareness
(From March 2025)
[For Objective 2] - Create an environment in which flextime and remote work is, in principle, available to all employees, and ensure that employees are aware of its availability
(From January 2025)
Planned initiatives:
[For Objective 1]
