Promotion of Diversity, Equity, and Inclusion

• Yamaha Group DE&I Policy
• Promotion Systems and Action Plans
• Support for Women’s Careers
• Global Human Resource Utilization
• Utilization of Senior-Citizen Employees
• Employment of People with Disabilities
• Understanding and Support for LGBTQ+ Individuals
• External Recognition

Yamaha Group DE&I Policy

The Yamaha Group believes that diversity in human resources is a major contributor to the creation of new value. Based on this belief, we have established the Yamaha Group DE&I Policy, which guides us in advancing diversity, equity, and inclusion (DE&I) initiatives. In addition, information is provided through Companywide events and intranet sites and unconscious bias and other training sessions are arranged to raise employee awareness and foster a culture committed to DE&I.

Promotion Systems and Action Plans

At Yamaha Corporation, the Working Group for Human Rights, DE&I has been established under the Sustainability Committee, which is chaired by the president. Chaired by an executive officer, this working group is tasked with deciding directives for Groupwide DE&I visions, medium- to long-term targets, and measures and with monitoring the status of promotion of these measures throughout the Yamaha Group. Moreover, three-year DE&I action plans have been established on an individual company basis at all domestic and overseas Group companies. These plans are used to guide DE&I initiatives founded on indicators and targets chosen based on the conditions and cultures of the respective companies and on regional cultures. They are also instrumental in sharing best practices among companies to support a more Groupwide approach toward DE&I.

Support for Women’s Careers

The Yamaha Group strives to develop a workplace environment and systems that are more conducive to the careers of women and that encourage them to take part in making important decisions. The Working Group for Gender Equality has been established under the Human Resources Development Committee as an advisory body to the president. This working group is tasked with offering advice regarding various initiatives for diversifying management through the ongoing cultivation of female leaders, guiding the implementation of these initiatives, and periodically discussing these matters with management. We are implementing an action plan targeting a Groupwide average of 24% for the ratio of female employees in management positions to be accomplished by fiscal 2028, and progress toward this target is monitored through dialogue with Group companies. Initiatives toward this end have included joining the 30% Club Japan,^*1 announcing our endorsement of the goals of the Women’s Empowerment Principles,^*2 and other measures advanced based on the commitments of senior management. The status of efforts on this front is reported to the Board of Directors.

• 1 The 30% Club is a global campaign founded in the United Kingdom in 2010 with the goal of increasing the representation of women in boards of directors and other corporate decision-making bodies. This organization has branches in 17 countries worldwide. The Japanese branch, 30% Club Japan, is membered by senior managers of Japanese companies and has set the goal of having women represent 30% of corporate officers at TOPIX 100 companies by 2030.
• 2 The Women’s Empowerment Principles were established jointly by the United Nations (UN) Global Compact and the UN Development Fund for Women (currently the UN Entity for Gender Equality and the Empowerment of Women). These principles serve as a code of conduct for the empowerment of female employees with practical guidelines for investigating and analyzing current corporate practices, standards, and actions.

Action Plan

Yamaha Corporation is endeavoring to support the careers of female employees through the proactive recruitment and promotion of women, the provision of an expanded array of opportunities for developing skills, and the cultivation of a comfortable workplace environment. We are also implementing training on unconscious bias and other education programs to support these efforts. The Company is currently in the process of advancing a new three-year action plan that was launched in April 2025 and is based on the Act on Promotion of Women’s Participation and Advancement in the Workplace. Domestic Group companies are also developing and implementing action plans based on the aforementioned law.

Major Initiatives

Development of Female Leaders

Yamaha Corporation continues to implement the mentoring programs introduced in 2022. We have also enacted programs based on rank, including programs for new and mid-rank employees and managers, for the purpose of raising awareness and promoting skill development among female employees. Group companies are also rolling out initiatives for cultivating female leaders.

Increasing of Ratio of Women among New Recruits

Yamaha Corporation has confirmed that its hiring standards are blind to gender and has taken steps to ensure that interviewers do not make decisions based on unconscious bias. In our recruitment activities, we are increasing the presence of female employees at recruitment events and in our recruiter staff with the goal of encouraging female job seekers to hold higher career ambitions and to apply for positions at Yamaha.

Development of Workplace Environment that Supports Working While Experiencing Life Events

Yamaha Corporation’s Human Resources Division provides support based on the findings of discussions with and surveys of workplaces and employees. Under the current three-year action plan, we are investigating potential measures for developing a workplace environment and systems that are conducive to flexible workstyles in order to grant peace of mind to employees at periods in their lives when they experience a number of life events. Moreover, all employees are given training regarding unconscious bias as part of our ongoing efforts to foster a more inclusive corporate culture as the foundation for these efforts.

Establishment of Work-Life Balance Support Systems

Yamaha Corporation has established work-life balance support systems that surpass legal requirements in order to ensure that employees are able to continue their careers even after childbirth and other life events.

Indicators and Results Associated with the Empowerment of Female Employees

Ratio of Female Employees in Management Positions

We have set the targets of achieving a ratio of female employees in management positions at 9.5% for Yamaha Corporation and 19.0% on a Groupwide basis by fiscal 2025. In fiscal 2025, the respective figures for this ratio were 9.4% for Yamaha Corporation and 19.0% for the entire Group.^*3

The targets for the fiscal 2028 are 12.0% for Yamaha Corporation and 24.0% on a Groupwide basis.

Ratio of Female Employees in Management Positions of Yamaha Corporation (Left) and Yamaha Group (Right)

Note: Figures are as of March 31 of the respective fiscal years.

• 3 Certain Group companies are excluded from the aggregation due to legal or regulatory constraints.

Average Number of Years of Continuous Employment for Female Employees and Ratio of Female Employees Returning to Work after Childcare Leave

Yamaha Corporation’s efforts to enhance work-life balance support systems and improve workplace enablement and engagement have resulted in a growing number of women who choose to continue their career after childbirth and other life events. There is no material difference in the average number of years of continuous employment between men and women, and the average number of years of continuous employment for women for the Company is longer than the average for Japan. Moreover, Yamaha Corporation has maintained rates of employees acquiring maternity and childcare leave and returning to work thereafter of 100%.

Average Number of Years of Continuous Employment (Yamaha Corporation^*4,5)

• 4 Nationwide numbers are from results of the 2024 Basic Survey on Wage Structure.
• 5 Statistics for Yamaha Corporation are as of March 31, 2025.

Global Human Resource Utilization

The development and utilization of organizations and human resources capable of driving global business development is imperative to the Yamaha Group. For this reason, locally hired employees are appointed to important positions at bases around the world. To promote the global utilization of human resources, we are managing important positions that are integral to management in a globally integrated manner while developing rules for international relocations along with frameworks that optimally position human resources regardless of nationality. The Company has also put forth a medium-term target of increasing the representation of non-Japanese individuals among corporate officers. In addition, we are systematically cultivating personnel capable of practicing global management through the strategic development of candidates for core positions, including future managers, as well as through succession planning.

Furthermore, Yamaha Corporation is hiring employees from outside Japan, and as of March 31, 2025, 66 non-Japanese employees were employed by the Company. The Company is striving to acquire a wide range of human resources by setting a target for hiring non-Japanese individuals (ratio of non-Japanese individuals among new hires of more than 5%) and disseminating recruitment information in English. In fiscal 2025, the ratio of non-Japanese individuals among new hires was 4.2%. In recognition of these initiatives, Yamaha Corporation has received certification under the Hamamatsu City Certification for Businesses with an Active Global Workforce program, an award program that recognizes companies promoting the inclusion of non-Japanese nationals and Japanese of foreign descent in Hamamatsu City, where the Company’s headquarters is located.

Utilization of Senior-Citizen Employees

Yamaha Corporation and its domestic subsidiaries offer a system that provides willing employees with the opportunity to continue working beyond age 60. Through this program, employees can continue working until they are 65 (345 individuals were using this system as of March 31, 2025).

Yamaha Corporation revised this program in April 2020 to make for a more focused system emphasizing ambition and roles. In addition to establishing several work ranks and definitions based on employee roles, the Company introduced goal management, evaluation, and bonus systems and renewed benefit and leave systems in line with those available to standard employees. Recently, approximately 80% of employees have chosen to take advantage of this program after mandatory retirement.

Employment of People with Disabilities

Yamaha Corporation is promoting employment for people with disabilities while also developing working conditions conducive to active participation by these employees. The Company strives to encourage independence for people with disabilities and to achieve a society of coexistence, and works to increase the skills of such employees and raise awareness within the Company. As of March 1, 2025, 111 people with disabilities were employed at Yamaha Corporation, of which 53 were assigned to Yamaha Ai Works Co., Ltd. (a special-purpose subsidiary^*6 of Yamaha Corporation). The employment ratio of people with disabilities on March 1, 2025, was 2.78%, surpassing the level of 2.5% stipulated by the revision to the Act to Facilitate the Employment of Persons with Disabilities implemented in April 2024. Moreover, we are implementing initiatives for promoting the employment of people with disabilities including the arrangement of joint, Groupwide liaison committee meetings.

Employment Ratio of People with Disabilities ^{*7, 8, 9}

• 6 Special-purpose subsidiaries are subsidiaries that meet the definition of the Act to Facilitate the Employment of Persons with Disabilities. These subsidiaries must meet certain criteria, including those pertaining to the number and ratio of employees with disabilities. People with disabilities employed by such subsidiaries are counted as employees of the parent company when calculating its employment ratio.
• 7 As of March 1 of each year
• 8 Scope: Yamaha Corporation, Yamaha Corporate Services Corporation, and Yamaha Ai Works Co., Ltd.
• 9 Employment ratio of people with disabilities calculated using formula described by the Act to Facilitate the Employment of Persons with Disabilities

Understanding and Support for LGBTQ+ Individuals

The Yamaha Group is promoting understanding of and offering support for members of the LGBTQ+ community as an ally in Japan in order to build a better place to work for LGBTQ+ individuals and other sexual minorities and ensure that our business activities respect diversity. These efforts have been highly evaluated, and Yamaha Corporation (headquarters in Japan) has been awarded the highest rating of gold in the PRIDE INDEX, an index designed to recognize the initiatives of companies and other organizations for supporting sexual minorities such as members of the LGBTQ+ community, for seven consecutive years.

Furthermore, in November 2022 Yamaha Corporation declared its support for the Business for Marriage Equality campaign, which promotes marriage equality for same-sex couples via legal recognition. Yamaha also participated in Tokyo Rainbow Pride, one of Asia’s largest LGBTQ+ pride events, in April 2024. Our exhibit included opportunities to play musical instruments, documents that promote understanding of the conditions of the LGBTQ+ community from the perspective of music, and messages from LGBTQ+ artists and artists who are an active LGBTQ+ ally. In these manners, Yamaha is contributing to the realization of a more equal and inclusive society to offer greater support for members of the LGBTQ+ community and create workplace environments that are conducive to contributions from diverse employees.

External Recognition