Our Focus (Materiality Assessment)
Our Focus (Materiality Assessment)
In addition to improving the productivity of our business customers by reforming the materials procurement network, we have had discussions within MonotaRO on the following issues from the standpoint of importance to MonotaRO and the expectations of society;
1. Cooperation with suppliers aiming at the development of an industrial society which considers
the environment and human rights
2. Reduction of CO2 emissions as a measure against climate change
3. Diversity and inclusion
4. Realization of a resource-recycling model through recycling activities and waste reductions
5. Proposal and development of environment-conscious products
We will set the initiatives for the issues on track and communicate further initiatives to society in the future.
1. Cooperation with suppliers aiming at the development of an industrial society which considers
the environment and human rights
2. Reduction of CO2 emissions as a measure against climate change
3. Diversity and inclusion
4. Realization of a resource-recycling model through recycling activities and waste reductions
5. Proposal and development of environment-conscious products
We will set the initiatives for the issues on track and communicate further initiatives to society in the future.
Materiality Identification Process
1. Recognizing social issues |
Project members and management examined the connections between "17 targets of SDGs and 169 targets" and "business," listed actions for the potential contributions to the realization of the SDGs goals and targets considering our business processes and value chain, and as a result, classified and organized 114 proposals. |
2. Priority setting |
Decided to organize issues based on the two axes of "expectation from society" and "importance to the company, and mapped and selected key issues based on the discussions among project members, management teams and outside consultants |
3. Identification |
Identified and determined the materiality ("Our Focus") through the approval of the board of directors. |
Materiality and Related SDGs
Goals and targets
Reduction of GHG emissions
The total amount of GHG emissions (Scope 1 + Scope 2) from business activities must be reduced to 50% of 2020 levels by 2030.
The total amount of GHG emissions (Scope 1 + Scope 2) from business activities must be reduced to 50% of 2020 levels by 2030.
Scope |
Category |
2020 |
2021 |
2022 |
2023 |
Scope1 |
mainly Fuel consumption |
10 |
2 |
15 |
32 |
Scope2(Market-base) |
mainly Electric & Heat usage |
2,687 |
3,919 |
3,817 |
718 |
Scope2(Location-base) |
mainly Electric & Heat usage |
3,107 * |
4,042 * |
6,086 * |
7,015 |
Total(Market-base) |
2,697 |
3,921 |
3,832 |
750 |
|
Total(Location-base) |
3,117 * |
4,044 * |
6,101 * |
7,047 |
- * The CO₂ emissions calculation results are independently assured by The Association for NFI-Assurance (ANFIA). Figures marked with an asterisk (*), based on location criteria (Scope2 from 2020 to 2022), are reference verified in-house.
- * The calculation data is based on MonotaRO Co., Ltd. (Japan), which accounts for most of our group's sales.
- * Scope 1 mainly covers direct emissions from fuel consumption at distribution centers,offices and by goods transferring among distribution centers.
- * Scope 2 mainly covers emissions from the use of electric power and air-conditioning heat at distribution centers and offices.
- * In addition to an increase in shipment volume due to business expansion, electricity usage increased with the start of operations at Ibaraki Central SC in 2021, Inagawa DC Phase 1 in 2022, and Inagawa DC Phase 2 in 2023.
- * The use of renewable energy has been applied in Kasama DC and Ibaraki Central SC from July 2022 (changed to a renewable energy plan with tracking). From January 2023, this was also applied in Inagawa DC (by purchasing non-fossil certificates with tracking).
・Promotion of Women's Advancement
As part of our Diversity & Inclusion (D&I) initiatives, our company aims to increase the percentage of female manager-class leader to 25% by 2030, recognizing the importance of employing and nurturing diverse talents. To achieve this goal, we are enhancing our internal systems and hosting various seminars to further embrace diversity. Additionally, we are actively communicating our initiatives externally to strengthen our recruitment pool.
As part of our Diversity & Inclusion (D&I) initiatives, our company aims to increase the percentage of female manager-class leader to 25% by 2030, recognizing the importance of employing and nurturing diverse talents. To achieve this goal, we are enhancing our internal systems and hosting various seminars to further embrace diversity. Additionally, we are actively communicating our initiatives externally to strengthen our recruitment pool.
Items |
2020 |
2021 |
2022 |
2023 |
| % of Female Employees |
61.5% |
60.0% |
60.6% |
60.9% |
| ・% of Regular Employees Female |
38.8% |
37.8% |
38.0% |
37.8% |
| % of Female Leaders |
29.6% |
30.2% |
27.9% |
26.3% |
| ・% of Assistant-Manager-Class Female Leader |
41.0% |
43.7% |
37.5% |
32.7% |
| ・% of Manager-Class Female Leader |
14.0% |
17.9% |
16.3% |
19.6% |
Links to other initiatives
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