ESG data
Environmental
CO₂ Emissions(t-CO₂)
Scope |
Category |
2020 |
2021 |
2022 |
Scope1 |
Fuel consumption |
10 |
2 |
15 |
Scope2 |
Electric & Heat usage |
2,687 |
3,919 |
3,817 |
Total |
2,697 |
3,921 |
3,832 |
- * We have received third-party assurance from The Association for NFI-Assurance (ANFIA).
- * The calculation data is based on MonotaRO Co., Ltd. (Japan), which accounts for most of our group's sales.
- * Scope 1 covers direct emissions from fuel consumption at distribution centers,offices and by goods transferring among distribution centers.
- * Scope 2 covers emissions from the use of electric power at distribution centers and offices.
Social
HR: Employee Composition
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 Part-Time Employee Female |
71.6% |
71.5% |
73.6% |
75.5% |
| ・% of Temporary Staff Female |
56.6% |
52.6% |
50.9% |
43.7% |
| % of Female Leaders |
29.6% |
30.2% |
27.9% |
26.3% |
| No. of Female Leaders |
40 |
45 |
57 |
57 |
|
41.0% |
43.7% |
37.5% |
32.7% |
|
32 |
31 |
42 |
36 |
|
14.0% |
17.9% |
16.3% |
19.6% |
|
8 |
14 |
15 |
21 |
| % of Female Executive including Executive Officer |
14.3% |
15.4% |
21.4% |
23.1% |
| No. of Female Executive including Executive Officer |
2 |
2 |
3 |
3 |
| Average Length of Service (Year) (Regular Employee) |
5.0 |
4.9 |
4.8 |
5.0 |
|
4.6 |
4.5 |
4.5 |
4.7 |
|
5.7 |
5.6 |
5.4 |
5.5 |
| Gender Pay Gap All Workers (%) *1 |
- |
- |
59.0% |
59.7% |
| ・Gender Pay Gap Regularly-Employed Workers (Regular Employees + Parmanently-Hired Part-Time Employees) (%) |
- |
- |
79.1% |
77.6% |
| ・Gender Pay Gap Non-Regularly-Employed Workers (Fixed-Term-Hired Part-Time Employees) (%) |
- |
- |
91.5% |
91.2% |
- * The figures are on a non-consolidated basis in Japan. Unless otherwise noted, figures cover the period from January 1 to December 31 of each year.
- * 1: Calculated in according to the provisions of the "Act on Promotion of Women's Participation and Advancement in the Workplace" (Act No. 64 of 2015). Our company conducts evaluations and promotions based on individual abilities, regardless of attributes such as gender. The existing wage gap between male and female workers is due to the employment status and the number of people in each position.
Working Hours and Leave
Items |
2020 |
2021 |
2022 |
2023 |
| Monthly Average Overtime Hours (Regular Employee) |
16.5 |
15.5 |
16.5 |
16.2 |
| % of Annual Paid Leaves Taken *2 |
81.0% |
85.6% |
84.2% |
92.5% |
|
71.5% |
73.7% |
79.7% |
80.8% |
|
85.4% |
91.3% |
86.8% |
99.2% |
| % of Childcare Leaves Taken * 3 |
59% |
63% |
55% |
86% |
|
20% |
31% |
36% |
89% |
|
91% |
90% |
76% |
84% |
- * The figures are on a non-consolidated basis in Japan. Unless otherwise noted, figures cover the period from January 1 to December 31 of each year.
- * 2: Percentage of acquisition within the grant for the relevant fiscal year (not including the acquisition of the grant for the previous fiscal year.
- * 3: Childcare leave taken (%) Accordance with the disclosure of maternity leave take-up rate guided by Ministry of Health, Labor and Welfare.
Health Maintenance
Items |
2020 |
2021 |
2022 |
2023 |
| % of Employees Taking Medical Checkups * 4 |
97.4% |
95.6% |
98.9% |
100.0% |
| % of Employees Taking Stress Check (%) |
ー |
66.8% |
75.1% |
69.5% |
- * The figures are on a non-consolidated basis in Japan. Unless otherwise noted, figures cover the period from January 1 to December 31 of each year.
- * 4: The period covered is from April of the current year to March of the following year.
Links to other initiatives
( As of Sept. 03 2024 )