Promotion of Diversity and Inclusion

“Diversity” refers to the differences between individuals in attributes ranging from race, nationality, age, gender, sexual orientation, gender identity to religion, beliefs, culture, disability, career and lifestyle.
“Inclusion” means the state that the abilities and skills of individuals with different and varied values and ideas are recognized and each and every person is provided the opportunity to take on an active role in the organization.
Toshiba Group will promote diversity and inclusion (D&I) that will lead to sound and sustainable growth by respecting, accepting, and optimizing individual differences among employees, thereby generating new values and ideas so that the company, organization, and employees with differing backgrounds thrive in their respective levels of operation.
We also aim to create a work environment and foster a culture in which all employees feel that their personalities are respected, and their existence is valued.

Toshiba Group believes that promoting diversity and inclusion and equal opportunity leads to greater corporate value in areas such as securing workforce and creating innovation, and aims to establish a corporate culture that enables diverse employees to play active roles irrespective of gender, nationality, or whether they have disabilities or not.
We are working to enhance our systems and initiatives, especially for female employees, non-Japanese employees, employees with disabilities, and LGBT+ employees.

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 give guidance as necessary, and strive for better work environments.

Toshiba Group has set up an intranet web page about diversity and inclusion 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 diversity and inclusion.

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 two female directors (25% of all directors) and three corporate officers (20% of all corporate officers) as of the end of FY2021.

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 2022 was 27 for business administrative positions and 41 for R&D/engineer positions.
And the ratio of new female graduates to join Toshiba and key Group companies in April 2022 was 38% for business administrative positions (target 50%) and 14% for R&D/engineer positions (target 25%). 
As of the end of FY2021, the percentage of female employees was 28% for business administrative positions and 9% for R&D/engineer positions.

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 FY2021, we used our in-house communication magazine to publish records of the experience of male employees who have taken childcare leave, and details of revisions to the Act on Childcare Leave, Caregiver Leave, and Other Measures for the Welfare of Workers Caring for Children or Other Family Members (“the Act on Childcare Leave, etc.”). Our efforts also included holding e-learning programs to promote deeper understanding of the issues. In addition, we also discussed proposals for the measures for FY2022 onward and established specific measures.

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 FY2021, 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 FY2021, more than 400 global recruits have joined Toshiba and they play active roles in various fields such as sales, R&D and design. In FY2021, 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.
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

As of June 1, 2022, the percentage of employees with disabilities has become 2.52% at Toshiba (including a special subsidiary company).
We have also been making efforts to improve work environments for employees with disabilities. 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, since FY2021, we have been implementing training for the counselors 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.

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. It was named With in the hope of creating an environment where people with and without disabilities can live and work together. Currently, 56 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, and a health keeper (in-house therapist) inside Toshiba Group. 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 (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 FY2021, we participated in external events 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.

Toshiba Group has been promoting work-style reform since April 2019 to resolve social issues as an infrastructure services company and contribute to the further development of society. By encouraging flexible work styles, business reform and health and productivity management, we aim to reduce long working hours and deliver work with high added value so that each and every employee can work safely, happily and in health. In addition, since April 2020, to cope with the spread of COVID-19, we have applied working from home to all employees who can, and promoted online meetings. In order to make working from home a common practice and improve its productivity, we distribute videos on how to communicate properly and even better when working remotely and provide online IT skills training. We increased the number of lines used to access our internal systems from outside to 50,000 lines in April 2020, which is five times more than before, as a means to improve the working environment.

In the post-COVID-19 era, we will aim to achieve an improved work-life balance by creating a worthwhile time away from work for our employees, such as the time for improving their health, the time spent with their family, the time to participate in child-raising and nursing care, and the time for themselves to study again. To do so, we will opt for a hybrid work system in which employees can combine working at the office with remote work, allowing them to work from home or use satellite offices during a business trip. In this way, employees will be able to effectively use the time that would have otherwise been used for commuting or traveling.

We have set goals customized to factors particular to the business sector for hours of overtime work and are aiming to gradually reduce overtime work to rectify the long working hour situation and enable work with high added value. Toshiba is striving to transition to a style of work that does not depend on overtime work, so that more diverse personnel can be deployed and work-style reform is promoted.

In Toshiba, in FY2021, the average total annual actual working hours per employee was 1,999 hours, and the average annual overtime working hours per employee was 310 hours.

In response to the rapid adoption of remote work since the onset of the COVID-19 pandemic, we will continue to seek new work-styles to maintain or improve productivity and achieve a better work-life balance even after the pandemic subsides.

Although Toshiba Group had implemented measures to ensure the health and safety of employees, a labor issue arose in FY2019. We have taken this seriously and implemented the following measures to prevent recurrence.
Specifically, top management regularly sent out messages on health and safety. At the same time, we took measures to prevent overwork and to encourage communication within the workplace. We are also working to improve employees’ self-care and implemented initiatives to maintain and promote their physical and mental health.
In accordance with the Toshiba Group Occupational Health and Safety (OHS) Management Policy and the Toshiba Group OHS Management Declaration, preventing the recurrence of labor issues continues to be the top management priority. We remain fully committed to creating an environment where Toshiba Group employees, including non-regular employees, can work with peace of mind.

Since the 1990s, Toshiba Group has been supporting employees to balance their work and personal life. Starting in 2005, in accordance with the Law for Measures to Support the Development of the Next Generation, we have implemented various measures and systems, which surpass the legal standards, and continue to make them more adaptable and flexible.
In FY2014, we revised our Hourly-Unit Annual Leave System. Now employees can take leave on a quarterly hour basis instead of hourly when they take a leave over an hour.
In accordance with the Act on Childcare Leave, etc., revised in April and October 2022, we started in April 2022 confirming with employees their intention to take childcare leave with the aim of encouraging them to take the leave, and began improving our environment by setting up a consultation center. In October 2022, we are planning to start reviewing the number of times employees can take childcare leave separately, and also discussing the creation of the childcare leave system at the time of birth.

• Available for childbirth by an employee’s spouse, marriage, and bereavement. (In FY2022, we added the reasons of attending school events for children and receiving fertility treatment.)
  

• 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

In order to spread the concept of work-style reform and put it into practice, we raise awareness through various means such as training programs and distributing brochures.

Toshiba Corporate Pension Plan: For full-time employees at Toshiba Group in Japan, we provide the Toshiba Corporate Pension Plan (defined benefit plan) and the defined contribution pension in addition to the old-age pension from Japan’s welfare pension insurance scheme to support their lives after retirement. Currently, around 62,000 employees from 84 business sites have subscribed to the Toshiba Corporate Pension Plan (defined benefit plan) and around 65,000 employees from 80 business sites to the defined contribution pension.

Health Insurance Association: Toshiba Group in Japan operates the Toshiba Health Insurance Association to which 165 business owners and approximately 188,900 people (including retirees and dependents) have subscribed. The Association strives to prevent illness and enhance the health and physical strength of the Group employees as well as supports medical expenses and provides benefits in the event of illness, injury, childbirth, etc. for Group employees and their families.

Teatime, a Selective Welfare System: Toshiba offers a selective welfare system called Teatime under which full-time employees can make choices according to their needs and receive support from a wide range of welfare benefits. This system has been introduced at 22 companies of Toshiba Group in Japan (approximately 40,000 employees). In addition to reimbursement for spending on self-development programs and health support, the system also covers support for childcare and nursing care, including costs for day-care centers, child-rearing, education, and nursing care, among others. Our wide-ranging support caters to the various needs of employees.

Other Welfare Programs: Toshiba Group in Japan has a program for medical, accident and life insurance for its employees that takes advantage of the Group’s scale to provide a range of insurance policies at low premiums, as a means for life with reassurance for Group employees. We also provide programs in Japan to support the financial independence of Group employees such as an accumulation scheme for purchasing homes and funding life after retirement.