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.We also ensure equal opportunities for each and every employee.

Toshiba Group’s policy on diversity, equity, inclusion and belonging (DEIB) provides definitions and objectives for the benefit and understanding of all stakeholders. Toshiba Group companies promote specific initiatives to realize this policy in the counties and regions where operate, while respecting the laws, culture and customs of those countries and regions. 

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

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.

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.

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.

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 and supporting the active participation of 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 FY2024, we also created and released a pamphlet for employees titled Everyone's DEIB Guidebook.

Toshiba Group actively recruits non-Japanese employees as part of its policy to promote DEIB as well as to secure talent in fields where hiring is difficult in Japan (as of the end of FY2024, the percentage of non-Japanese employees at Toshiba and its key Group companies was 2.0%). They play active roles in various fields such as sales, R&D and design.

• 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

We offer Japanese language training to non-Japanese employees who wish to participate. In addition, we have prepared Japanese and English versions of the company-wide e-learning program (the Essence of Toshiba and Standards of Conduct for Toshiba Group Company-wide Compliance Education) for all Toshiba Group employees.

This program is aimed at middle management and key employees at our overseas subsidiaries and is designed to develop “good bridge builders” who can communicate smoothly with Japanese employees as well as feel proud and loyal to working for Toshiba Group by deepening their understanding of Toshiba Group and Japanese culture. The program began in 2006, and more than 490 people have participated to date.

• Fair Evaluation and Talent Development

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.

Starting in FY2024, we have designated September as a promotional month for intercultural cohesion and are implementing related initiatives. In FY2024, we held two internal online seminars with the goal of fostering an inclusive mindset and promoting a workplace where everyone can maximize their abilities. These seminars (one featuring non-Japanese employees and another featuring Japanese employees stationed overseas) shared internal case studies on how people with diverse cultural backgrounds and values can achieve results as a unified organization.

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 April 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.

• 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 two female corporate auditors (20% of all directors and corporate auditors) and zero corporate officer as of the end of FY2024.

The number of new female graduates to join Toshiba and key Group companies in April 2025 was 36 for business administrative positions and 53 for R&D/engineer positions.

And the ratio of new female graduates to join Toshiba and key Group companies in April 2025 was 36% for business administrative positions (target 50%) and 14% for R&D/engineer positions (target 25%). 
As of the end of FY2024, the percentage of female employees was 28% for business administrative positions and 10% for R&D/engineer positions.

• WEoT : Woman Empowerment of Toshiba

We held this seminar to create an opportunity for Toshiba Group employees to focus on their mental and physical well-being and to gain insights for working in a healthy, vibrant manner, as well as to promote a workplace where employees can maintain their health through mutual support among supervisors, subordinates, and colleagues. In FY2024, we invited an external lecturer who spoke on the theme of “Supporting the Balance Between Work and Treatment for Women-Specific Health Issues, with a Focus on Female Cancers.”

We held the Toshiba Women’s Empowerment Forum to encourage employees of Toshiba Group to think about the gender gap and to provide each employee with a new opportunity to reflect on their own work style and future career.

The opening included a video message from the CEO and an introduction of Toshiba Group’s initiatives about DEIB and closing gender gap.

Part 1 featured an external lecturer who spoke on the theme: “How to Create a Workplace Where Everyone Can Thrive: Rethinking Communication with Hints from the #Dictionary of Useless Words.” The speaker discussed the importance of addressing the gender gap based on data and provided objective analysis and insights of workplace communication, including examples of “useless words”  -statements based on unconscious bias and assumptions.

Part 2 was a panel discussion featuring two female leaders from within Toshiba Group and their direct supervisors, moderated by the General Manager of the Human Resources & Administration Division. They discussed turning points in their careers and their personal approaches to work.
The event concluded with a closing message for all attendees from a female member of the corporate auditor board.

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. In FY2024, we conducted e-learning and other programs to promote male employees to take childcare leave with the aim of promoting better understanding among employees.

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. Measures to achieve this include accommodating the use of preferred names at work, providing consideration for the gender marker on health insurance cards, and installing multipurpose restrooms that are not designated for a specific gender.
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.

With the aim of realizing a workplace where each and every employee, with diverse values and backgrounds, can work with motivation, we have established rules on same-sex partnerships and other matters in our employment regulations and other rules. Even if a marriage has not been registered with the government, we will treat a same-sex partner recognized by the Company at the employee’s request as a spouse and the partner’s family as the spouse’s family. In addition, a person who is in a de facto marriage relationship recognized by the Company as requested by said individual will also be treated as a spouse.

June has been designated as “Toshiba Group Pride Month,” which is an educational campaign period that aims to help all Toshiba Group employees acquire and improve their basic knowledge about sexual minorities. The following initiatives were implemented in FY2025.

We created and internally distributed virtual backgrounds for online meetings, profile picture frames, and ally stickers with LGBT+ symbols.

We held an LGBT+ Ally Seminar titled “What Makes a Workplace Inclusive for Everyone? A Consideration from the Perspective of LGBT+ and SOGIE.” In this seminar, we learned the fundamentals of LGBT+ issues and the challenges faced by the community, and we considered what each of us can do to create a workplace where everyone can thrive.

In December 2020, we launched the Chameleons Club, a voluntary community within the Company that aims to promote diversity and inclusion, and it has been conducting “LGBT+ and Allies” activities as one of its channels. In 2024, we launched a new community for LGBT+ people and allies. The new community uses our internal social network to facilitate communication and information sharing among community members as well as to disseminate information about internal and external seminars and events.

Tokyo Pride 2025 participants

Toshiba Group is actively working to employ people with disabilities and support their active participation. As of June 1, 2025, the percentage of employees with disabilities has become 2.57% at Toshiba (including a special subsidiary company). Each year, we hold a seminar to promote understanding of employment of people with disabilities in efforts to deepen understanding of disabilities. In FY2024, training was conducted for human resources staff (including vocational life counselors for persons with disabilities), managers, and healthcare professionals. Participants learned key strategies to improve the hiring process by fostering mutual understanding between the company and candidates with disabilities, and they engaged in activities such as interview role-playing.
Since FY2023, we have been distributing “On-Demand Teaching Materials on Employment of People with Disabilities” so that supervisors and colleagues who work with people with disabilities have an always-available reference for learning how to support them according to the characteristics of their 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. Now celebrating its 20th anniversary, 55 employees, most of whom have intellectual disabilities, are working at six 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.

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, The Toshiba Group Overseas Hotline and the Corporate Auditor Hotline, which are whistleblower systems and consulting services for employees other than DEIB, are listed in the Whistleblowing, Consultation, and Remedies under Risk Management and Compliance.
And the Harassment Consultation Center are listed in the Whistleblowing, Consultation, and Remedies under Respect for Human Rights.

• Risk Management and Compliance (Whistleblowing, Consultation, and Remedies)
• Respect for Human Rights (Whistleblowing, Consultation, and Remedies)