Promotion of DEIB（Diversity, Equity, Inclusion, Belonging）

Toshiba group promotes DEIB based on the belief that a corporate culture in which people channel the differences (diversity) of each and every employee into strengths and feel fulfilled and grow through various challenges while demonstrating their abilities will lead to innovation that will lead to Basic Commitment of the Toshiba Group, "Committed to People, Committed to the Future.".
In accordance with the International Labor Organization (ILO) Convention No. 111, "Discrimination (Employment and Occupation) Convention, " Toshiba Group prohibits discrimination and exclusion in employment for any reason, including race, color, sex, religion, political opinion, national extraction, or social origin.

Toshiba Group’s definition of the elements of DEIB is as below.

Diversity
The individuality and differences found in people and groups.　They are the source of new ideas and the driving force behind Toshiba Group ‘s growth. We respect the diversity of our people, including their race, nationality, age, gender, sexual orientation and gender identity, religion, creed, culture, disability, values, skills, experience and lifestyle. We do not and will not tolerate discrimination on the basis of individual characteristics.

Equity
The fair provision of opportunities that allow all employees to take on challenges and flourish. Each of us has our own characteristics and situations, and it is important to provide appropriate support. Toshiba Group develops structures and environments and provides opportunities, so that all of our employees are able to maximize their abilities and contribute to the organization.

Inclusion
The determination to make the most of individuality and differences within an organization. Each individual is respected as a person, and able to feel that they are contributing to day-to-day business activities. Unconscious bias impacts on individuality and difference. Aware of this, we actively listen to opinions that differ from our own. People can be themselves, share diverse opinions and grow together only in a work environment and corporate culture where people show mutual respect, and where psychological safety is guaranteed.
Toshiba Group is committed to co-creating value while respecting the diversity and wide-ranging opinions of the people who make up society, with the aim of realizing a better world.

Belonging
The situation where each individual feels that, “As a member of the organization, I am in a place where I can make the most of myself.” This perception occurs naturally, unforced, in a corporate culture and work environment where all employees are respected as individuals and given fair opportunities to meet challenges and grow. It is achieved through the promotion of Diversity, Equity, and Inclusion. Toshiba Group is committed to a corporate culture and work environment where a diverse range of employees embrace the desire and intention to contribute to "Committed to People, Committed to the Future.”
Toshiba Group aims to be an attractive and valuable workplace and corporate Group where all kinds of people can continue to take on challenges and realize their ambitions and intention to contribute to "Committed to People, Committed to the Future.”

In 2004, we at Toshiba established our Kirameki Life & Career Promotion Office, an organization under the President and CEO’s direct control, to promote gender equality. After that, we expanded the scope of our activities to include non-Japanese and people with disabilities. As diversity became the very core of our human resources policy, the office was reorganized as a structure under the umbrella of the Human Resources and Administration Division in FY2013, to advance diversity measures as part of a general human resource policy. The office was once again reorganized into the Human Resources and Administration Division, Human Resources Management Dept. 1, Organization & Talent Development and Diversity Group in April 2020. The new office promotes policies and measures to expand the role of women in the workforce in Japan, proactively appoint women to managerial positions, support the active role of persons with disabilities, foster global-based human resources and establish an environment conducive to this in conjunction with key Group companies.

Toshiba Group strives to create an organizational culture where diverse individuality and employee values are accepted and respected and where each employee can fully demonstrate their capabilities and strengths. Our efforts include education programs on diversity and human rights for all employees.
Furthermore, we conduct awareness surveys targeted at Toshiba Group employees in Japan, and monitor the level of diversity awareness throughout the workplace. Where improvements are called for, we take actions as necessary, including additional surveys, training, and interviews, and strive for better work environments.

Toshiba Group has set up an intranet web page about DEIB for employees in Japan, which features useful information on support for employees in balancing their child-raising and nursing care duties with their work, a portal site to support non-Japanese employees and their workplace, support for employees with disabilities. We are also strengthening information dissemination activities using our internal social networking tools to help employees better understand the activities to promote DEIB.

In December 2020, we launched an internal volunteer-based community dedicated to diversity and inclusion, the Chameleons Club. The Chameleons Club is an online platform on our intranet in Japan. It has four channels, including LGBT+ Allies^*, for employees to hold seminars and exchange information. In this community, employees are learning from one another about diverse languages, cultures, and ideas, regardless of nationality, religion, age, position, sexual orientation, or gender identity. We believe that enhancing employees’ language and communication skills and promoting their understanding and awareness of diversity will facilitate inclusion in the entire workplace. We also hope that this community helps deepen the bonds and understanding among employees and create an organizational culture that is more respectful and accepting of individuality.

• Supporters of LGBT+ regardless of their own sexual orientation

Toshiba is promoting measures to accelerate the success of female employees. The Act to Advance Women’s Success in Their Working Life was enacted in FY2016. The Act defines the obligations of national and local governments and private business owners to advance women’s careers to realize a society that enables women to fully develop their creativity and abilities. Based on the Act, Toshiba developed an action plan. In the second-term action plan formulated in 2021, Toshiba and key Group companies^* set a target percentage of female exempt employees at 8% to be achieved by the end of FY2025 through systematic human resource development and mid-career employment. To achieve these targets, we are implementing measures, including training female manager candidates, offering awareness raising seminars for supervisors and workers, and providing support for employees who are on childcare leave or those returning after childcare leave.

• FY2012 through FY2016: figures for Toshiba
  From FY2017 onward: Sum of the figures for Toshiba Corporation, Toshiba Energy Systems & Solutions Corporation, Toshiba Infrastructure Systems & Solutions Corporation, Toshiba Electronic Devices & Storage Corporation, and Toshiba Digital Solutions Corporation

• Sum of the figures for Toshiba Corporation, Toshiba Energy Systems & Solutions Corporation, Toshiba Infrastructure Systems & Solutions Corporation, Toshiba Electronic Devices & Storage Corporation, and Toshiba Digital Solutions Corporation

Toshiba had one female director (8% of all directors) and two corporate officers (15% of all corporate officers) as of the end of FY2022.

Number and Percentage of female recruits (Toshiba and key Group companies)

The number of new female graduates to join Toshiba and key Group companies in April 2023 was 32 for business administrative positions and 45 for R&D/engineer positions.
And the ratio of new female graduates to join Toshiba and key Group companies in April 2023 was 40% for business administrative positions (target 50%) and 14% for R&D/engineer positions (target 25%). 
As of the end of FY2022, the percentage of female employees was 27% for business administrative positions and 9% for R&D/engineer positions.

• WEoT : Woman Empowerment of Toshiba

In addition to improving employees’ motivation to work, reforming work-styles, and fostering varied values, Toshiba encourages male employees to take childcare leave and is taking a wide range of measures towards this, aiming to foster a culture in which both male and female employees can balance their child-raising with their work. The second-term action plan formulated in April 2021 based on the Act to Advance Women’s Success in Their Working Life sets a target for Toshiba and key Group companies^* to achieve 15% of male employees taking childcare leave by the end of FY2025. In FY2022, we conducted seminars and e-learning to promote male employees to take childcare leave, in addition to sending the President's message, with the aim of promoting better understanding among employees.

Toshiba Group actively recruits non-Japanese employees as part of its policy to promote diversity and inclusion as well as to secure talent in fields where hiring is difficult in Japan (as of the end of FY2022, the percentage of non-Japanese employees at Toshiba and its key Group companies was 1.5%).
In FY2006, in addition to employing non-Japanese students who have studied in Japan as exchange students, we started our Global Recruitment Program in an effort to directly recruit graduates of universities overseas. By FY2022, more than 400 global recruits have joined Toshiba and they play active roles in various fields such as sales, R&D and design. In FY2022, we strengthened our approach to global recruitment, such as revising our structure, internal system, and training system. Other efforts include testing indexes that measure the readiness for globalization and environmental arrangement of workplaces to support departments working with non-Japanese employees. We also worked on creating a mechanism that helps non-Japanese employees succeed in their workplaces. As an example, we have started career advisory interviews for non-Japanese employees with the aim of supporting their career development.
We support global recruits so they can start a new life in Japan smoothly and assign mentors to each new non-Japanese employee to give guidance based on a personalized job skill improvement plan. In addition, we accept global recruits upon confirming that their status of residence is in compliance with the Immigration Control and Refugee Recognition Act. To obtain and confirm their residence qualification, we cooperate with outsourced service providers with specialized teams. Besides, we provide in-house export control training for non-Japanese employees to understand Japan’s requirements.
We introduce non-Japanese employees to the Chameleons Club, an internal community designed to promote diversity and inclusion, and encourage them to connect with other employees.

Since FY2013, we have designated prayer rooms and prayer spaces at the headquarters and some of our offices, to provide a work environment where Toshiba Group employees from diverse cultural backgrounds can work comfortably.

We established a portal site for non-Japanese employees and their workplace, which can be utilized by all Toshiba Group’s employees. The site provides information for non-Japanese employees themselves on the company and public services as well as useful information on life in Japan in English. For their Japanese colleagues, the site provides basic information, knowhow and more on the subject of employing non-Japanese employees, training on understanding other cultures, and testimonials and case studies that facilitate smooth onboarding at workplaces. We strive to provide enough information to cultivate work environments where non-Japanese employees can work comfortably.

• FY2012 through FY2016: figures for Toshiba
  From FY2017 onward: Sum of the figures for Toshiba Corporation, Toshiba Energy Systems & Solutions Corporation, Toshiba Infrastructure Systems & Solutions Corporation, Toshiba Electronic Devices & Storage Corporation, and Toshiba Digital Solutions Corporation

• Careers

Toshiba Group is actively working to employ people with disabilities and support their active participation. As of June 1, 2023, the percentage of employees with disabilities has become 2.6% at Toshiba (including a special subsidiary company). In FY2010, we established a network of seven departments, including the Human Resources and General Affairs Departments and the Design Department, that are involved in supporting people with disabilities, and are working to develop and implement comprehensive support measures. In addition, in September each year, we hold a seminar to promote understanding of employment of people with disabilities, and in the second half of each fiscal year we conduct communication training with hearing-impaired employees in efforts to deepen understanding of disabilities. Since FY2021, we have been implementing training for the counselors (HR personnel) to persons with disabilities concerning their work and life so that they can become more aware of their roles and have opportunities to share information and build networks. Starting from FY2022, we expanded this training to include Toshiba Group employees (general personnel, exempt employees, and healthcare workers), and conducted it as a “seminar to deepen understanding of employees with disabilities.”

Toshiba With Corporation was established in February 2005 as a special subsidiary company, which, in accordance with Toshiba’s basic policy, aims to employ people with disabilities in order to support the independence of people with disabilities, particularly those with intellectual disabilities. It was named With in the hope of creating an environment where people with and without disabilities can live and work together. Currently, 58 employees, most of whom have intellectual disabilities, are working at five business sites of Toshiba Group. Core work revolves around cleaning, collecting and delivering in-house mail, a health keeper (in-house therapist), and the conversion of documents to PDF files inside Toshiba Group, and through these tasks, employees learn the significance of working and rules and manners as a member of society. In addition, in order to promote the independence of people with intellectual disabilities, we believe that support for daily life and health is also important, and we are creating a system that is integrated with families and local support organizations. In FY2013, Toshiba With Corporation was awarded the Toshiba Corporate Citizenship Award in the Social Contribution by Business category for its contributions to society through business.Toshiba With Corporation will continue to support independence through the development and utilization of human resources, so that each and every employee can be more active by raising awareness and understanding of disabilities, as well as fostering a sense of self-reliance among employees.

• Toshiba With Corporation (Japanese)

In 2001, amidst the backdrop of the declining birthrate and aging of society, Toshiba established a system to extend the employment of older employees until they reach age 65, to give them a place to play an active role. Under this system, wage levels are determined according to skills and abilities and employees are fully deployed as seasoned professionals and expected to hand down skills and expertise after mandatory retirement at 60. According to the revised Act on Stabilization of Employment of Elderly Persons enforced in April 2013, we have decided to extend employment opportunities to all full-time employees reaching age 60 in April 2013 or thereafter if they so desire.
Toshiba will continue to promote the activities of elderly employees in accordance with the needs of their working styles and their individual skills and abilities.

In the Standards of Conduct for Toshiba Group, the code of conduct for executives and employees of Toshiba Group, it clearly states that human rights shall not be violated, prohibiting discriminatory speech or behavior based on sexual orientation.
In addition, we aim to create a workplace in which employees with diverse values can work comfortably by being considerate of names used in the company and the gender noted on the insurance card.
In addition, in May 2020, we formulated the Toshiba Group Basic Policy on Prohibition and Elimination of LGBT+ Discrimination and made it available to all employees to eliminate discrimination against sexual minorities.

Participation in external events

In FY2022, we participated in external events "Ally Project" pertaining to LGBT+ issues three times, and presented our internal efforts for these issues online. We also exchanged opinions with other companies participating in those events, expanding the circle of LGBT+ Allies among companies.

In November 2022, Toshiba won a gold award in the PRIDE Index 2022, an award system developed by work with Pride, a voluntary group, to evaluate the LGBT+ related efforts of companies and organizations.
It was our third time to apply for this award. The award again recognized the various efforts that we had made, including (1) establishment and dissemination of the Basic Policy on Prohibition and Elimination of LGBT+ Discrimination; (2) operation of the Toshiba Hotline and the Harassment Consultation Center; (3) promotion of understanding and awareness through our various training programs; and (4) our social contribution and public relations activities facilitated by participating in an online Ally Project hosted by OUT JAPAN Co., Ltd., a company that offers comprehensive support for LGBT-related efforts of companies and organizations. Toshiba Energy Systems & Solutions Corporation, Toshiba Infrastructure Systems & Solutions Corporation, Toshiba Electronic Devices & Storage Corporation, and Toshiba Digital Solutions Corporation, which have participated in this project since FY2021, each won the bronze award for the second consecutive year.

Toshiba Group receives reports and consultations concerning DEIB by email, postal mail and FAX through points of contact for employees (including temporary employees) and business partners.
The Toshiba Hotline, Harassment Consulting Center, and Audit Committee Hotline, which form the whistleblower system and consulting service for employees for matters other than DEIB, are described in the whistleblower system and consulting service under Respect for Human Rights.

• Respect for Human Rights