Promotion of Diversity

Promotion Structure for Nurturing Diversity

President Sasaki, advocating diversity as a management strategy at the Kirameki Forum

The maximization of the capabilities and strengths of diverse employees is critical for active innovation and corporate growth. Based on this belief, Toshiba Group has positioned the promotion of diversity as one of its management strategies. The president has, in his start-of-term addresses to employees and at “Kirameki Forum” for employees (which also features experts from outside the company), spoken directly on the importance of diversity.

We have established a dedicated division, the Diversity Development Division, with the aim of promoting diversity by taking measures including improvement of the personnel management system.

Education and Training on Respect for Diversity

Toshiba Group strives to create an organizational culture where the individuality and values of employees worldwide are respected and where each employee is provided the opportunity to maximize their capabilities and strengths. As part of efforts to enhance employee understanding of diversity so that employees have respect for it, diversity training is also incorporated into the training program called training by grade. We have also enhanced the diversity training by providing training with a view to improving communication with employees with impaired hearing.

Also, Toshiba has set up a mail address for counseling related to workplace grievances. Based on the opinions and requests from employees, special forums are organized to provide opportunities for interactions among various employees.

Recruiting more non-Japanese employees

As part of our diversity promotion program, we are increasing the recruitment of non-Japanese employees. Since 2006, we have conducted our “global recruitment” program in an effort to directly recruit students graduating from foreign universities. To facilitate their adaptation to life and work in Japan, we provide a wide range of life-related assistance as well as work-related support such as providing each non-Japanese employee with a mentor who provides them with guidance based on a tailor-made job skill improvement plan.

Beginning in FY2011, we conduct regular assessment of job duties and workplace environments in order to further improve training and education.

Employment of People with Disabilities

As of April 1, 2012, Toshiba Corp. had 511 employees with disabilities, accounting for 1.96% of the overall workforce. Of the 137 Group companies, 134 have already achieved the statutory employment ratio of people with disabilities. We are striving for Group-wide achievement of this statutory target. We have also been making efforts to improve work environments for employees with disabilities. In FY2010, we established a network connecting seven divisions engaged in supporting people with disabilities, including the Human Resources and Administration Division and the Design Center. This network has enabled us to devise and implement comprehensive measures to support such employees.

Employment Ratio of People with Disabilities

		June 2010	June 2011	April 2012
Toshiba Corp.	No. of people	474	503	511
	Employment ratio	1.86%	1.93%	1.96%
Group companies*	No. of people	1,319	1,284	1,162
	Employment ratio	2.21%	2.13%	2.17%
	No. of companies meeting the ratio	146	137	134
Group as a whole*	No. of people	1,793	1,773	1,673
	Employment ratio	2.10%	2.08%	2.12%
	No. of companies meeting the ratio	147	138	135

* In Japan

Extending employment of older employees

In order to promote diversity and counter the declining birth rate and aging population in Japan, we have established a system to extend employment of older employees. Under this system, any employee wishing to continue working for Toshiba Group (in Japan) even after the retirement age of 60 can remain employed up to the age of 65. This system has provided many older employees with opportunities to continue their jobs.