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Toshiba Group Standards of Conduct, from the standpoint of regard for human rights, accords respect to diverse values and individuality as well as supports realization of an environment where creativity and efficiency can be enhanced and work-life balance be achieved.
Fiscal 2009 Targets concerning Respect for Diversity and Inclusion
- Support activities of female employees
Systematically, have women participate in training prior to promotion to managerial positions, and implement measures to cultivate a culture where everyone can bring their capabilities into full play regardless of gender- Increase employment of non-Japanese citizens and support them
Expand recruitment activities, conduct training before assignment and follow up after assignment- Increase employment of people with disabilities
Achieve the ratio of employment of people with disabilities exceeding the statutory ratio (1.8%) at all targeted group companies- Provide elderly people with greater opportunities to work
Appropriately apply the employment extension system
With the aim of providing an environment where individual employees can bring their capabilities into full play, Toshiba established the Gender Equality Office in October 2004, which directly reported to the President, and implemented various measures for achieving work-life balance, supporting career development of female employees, and reforming corporate culture.
In April 2007, Toshiba renamed this division as the Diversity Development Division and expanded its mission from not just the promotion of gender equality but also nurture of diverse values and work styles in order to achieve a workplace where diverse human resources can work well together. Diversity Development Division is working toward the planning of personnel treatment systems so as to accelerate utilization of capabilities of diverse human resources
This division is also spearheading initiatives such as, work style innovation, by linking work-life balance with innovation, nurturing diversity and inclusion and reforming corporate culture.
Toshiba Solutions Corporation has established the department, “Diversity Program Promotion and Implementation Project”, an organization to promote and implement specific measures to respect the individuality and diverse values of its employees and to increase creativity. The company is engaged in activities focused on raising awareness and changing the corporate climate, such as launching an intranet and holding forums.
Toshiba Group is striving to create an organizational culture in which the individualities and values of employees worldwide are accepted and respected and where everyone can maximize his or her aptitude and capabilities. In fiscal 2008, we organized information-sharing meetings at 13 sites for managers who have woman subordinates. Similarly, we held 60 interviews with foreign nationalities and their managers. In addition, as a part of training for newly appointed managers, "diversity education" with a view to promoting respect for diverse values was conducted.
Each year, Toshiba Group dispatches about 200 employees on assignments to group companies overseas. We conduct pre-assignment training on a monthly basis as well as cross-cultural team building training, a full-day program.
In addition, Toshiba offers on-the-job training programs at overseas subsidiaries, language training and on-the-job training programs in emerging markets to foster human resources capable of understanding the business culture of each region.
For non-Japanese employees, Toshiba provides Japanese language training, in addition to introductory training prior to assignment in order to equip them with the basic knowledge necessary for their work. After assignment, follow-up training is conducted.
As of April 1, 2009, about 467 employees with disabilities are working in Toshiba, thus forming an employment ratio of 1.89%. In Japan, 160 out of 167 companies within the Group, which are subject to the Law for Employment Promotion, etc. of the Disabled, have met the employment ratio requirements of people with disabilities while the rest are striving to achieve it. We are committed to improving the workplace environment in order to expand the opportunities for employees with disabilities at Toshiba Group.
| June 2007 | June 2008 | June 2009 | ||
|---|---|---|---|---|
| Toshiba Corp. | No. of people | 454 | 464 | 467 |
| Employment ratio | 1.96% | 1.91% | 1.89% | |
| Toshiba Group in Japan (Including Toshiba Corp.) | No. of people | 1672 | 1833 | 1782 |
| Employment ratio | 1.97% | 2.15% | 2.22 | |
| No. of companies meeting the ratio | 122 | 168 | 160 | |
With the aim of providing greater opportunities for elderly people, Toshiba has introduced an employment extension system, which allows employees to continue to work till they reach the age of 65.
| 2006 | 2007 | 2008 |
|---|---|---|
| 123 | 181 | 66 |
Toshiba is proactively involved in the employment of non-Japanese citizens as an aspect of the creation of workplaces rich in diversity.
At the end of fiscal 2006, Toshiba employed about 100 non-Japanese citizens. Toshiba newly hired about 130 non-Japanese citizens in fiscal 2007 & 2008; at the end of fiscal 2008, the total number was 230. Toshiba will continue to proactively hire non-Japanese citizens, in collaboration with the human resource departments of overseas subsidiaries.
Furthermore, Toshiba is fostering global business sense among Japanese employees by systematically providing opportunities to study languages overseas, dispatching employees to overseas subsidiaries, and conducting overseas internships.
Kirameki Juku leadership training for women
Toshiba Group was among the first enterprises in Japan to fairly assess employees based on skills and achievements regardless of age or sex, and over the years has developed human resources systems to ensure fair treatment.
Since establishing the Gender Equality Office in October 2004, Toshiba has increased the number of female recruits and training to promote more female employees to managerial positions. Based on the achievements of these activities, we aim to increase employment opportunities for female, promote education and development for female managers, accept employee opinions and suggestions in the intranet, etc., and redouble our efforts to promote women.
| Toshiba | Toshiba Group in Japan | |||||
|---|---|---|---|---|---|---|
| Male | Female | Total | Male | Female | Total | |
| Regular employees | 29,511 | 3,753 | 33,264 | 102,304 | 14,291 | 116,595 |
| Managers | 5,695 | 170 | 5,865 | 20,283 | 294 | 20,577 |
| Non-managerial employees | 23,816 | 3,583 | 27,399 | 82,021 | 13,997 | 96,018 |
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