Promotion of Diversity, Equity, and Inclusion
Yamaha Group DE&I Policy
The Yamaha Group is advancing diversity, equity, and inclusion (DE&I) initiatives based on the following policy.
Promotion Systems and Action Plans
Since 2016, the Company’s Human Resources Division has led efforts to promote DE&I through the establishment and implementation of three-year DE&I action plans for individual domestic Group companies and the sharing of examples of best practices between companies. In addition, the Working Group for Human Rights, DE&I was established under the Sustainability Committee, an advisory body to the president, in 2021. 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. Overseas Group companies have been establishing and implementing action plans since fiscal 2023. These plans are used to guide DE&I initiatives that are founded on the conditions and cultures of the respective companies and on regional cultures.
In addition, information is provided through intranet sites and unconscious bias and other training sessions are arranged to raise employee awareness and foster a culture committed to DE&I.
For more information on Yamaha’s DE&I initiatives, please refer to the following website.
Support for Women’s Careers
As one facet of its diversity management efforts, the Yamaha Group strives to develop a workplace environment and systems that are conducive to the careers of women.
In 2021, the Working Group for Gender Equality was 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 19% for the ratio of female employees in management positions to be accomplished by fiscal 2025, and progress toward this target is monitored through dialogue with Group companies. Recent initiatives 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 to support the careers of female employees 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 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.
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 implementing the third phase of the three-year action plan established based on the Act on the Promotion of Female Participation and Career Advancement in the Workplace in March 2022. Domestic Group companies are also developing and implementing action plans based on the aforementioned law.
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.
Development of Female Leaders
Yamaha Corporation introduced mentoring programs in August 2022 for the purpose of raising awareness and promoting skill development among female employees. These programs have generated high levels of satisfaction and inspired self-leadership among participants. We are therefore advancing plans for bolstering the number of mentors in the future.
Enhancement of Awareness and Fostering of Corporate Culture
To develop a workplace environment that encourages women to develop their skills and make greater contributions, the Human Resources Division arranges meetings with division heads and offers support based on the findings of said meetings. Moreover, dialogue-based workshops, buddy meetings, and other programs are implemented to ensure that division heads can advance initiatives with full commitment. In addition, unconscious bias training was provided to all managers over the period from August to September 2022. Post-training surveys indicated clear benefits, prompting the Company to arrange such training for all employees in November of the same year.
Establishment of Work-Life Balance Support Systems
The Yamaha Group 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. For more information on Yamaha’s efforts to establish and enhance work-life balance support systems, please refer to the following link.
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% on a Groupwide basis by fiscal 2025. In fiscal 2023, the respective figures for this ratio were 7.6% for Yamaha Corporation and 17.3% for the entire Group.
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.
Average Number of Years of Continuous Employment and Ratio of 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 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 approximately 10 years longer than the average for Japan. Moreover, Yamaha Corporation has maintained rates of employees acquiring maternity and childcare leave of 100%.
Average Number of Years of Continuous Employment (Yamaha Corporation*3, 4)
- *3 Nationwide numbers are from results of the 2023 Basic Survey on Wage Structure.
- *4 Statistics for Yamaha Corporation are as of March 31, 2023.
International Women’s Day Initiatives
As part of its initiatives to celebrate International Women’s Day on March 8, 2023, the Yamaha Group has launched "Women Who Make Waves 2023," an interview project on its website to introduce the voices of women engaged in music education activities worldwide. This interview series features 34 female educators and artists from around 20 countries and regions who share their perspectives on music and education, their ideas on diversity, and their messages for the women and girls who will lead the next generation.
Moreover, each year’s International Women’s Day sees the enactment of various campaigns for casting light on the benefits and challenges of promoting diversity and offering opportunities to think about gender equality. In 2023, messages from members of the Working Group for Gender Equality, based on their respective perspectives, were presented to Yamaha Group employees via the intranet and digital signage.
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 Group bases around the world. For example, the president of Yamaha Corporation of America is a U.S. citizen, and is also an operating officer of Yamaha Corporation. There are also presidents with German, French, Austrian, and U.S. nationality at companies that joined the Yamaha Group through acquisitions. 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, 2023, 45 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 employees from outside Japan and disseminating recruitment information in English. As a result of these initiatives, in 2022 Yamaha Corporation 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.
Information on the number of non-Japanese employees is available on the ESG Data page.
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 (188 individuals were using this system as of March 31, 2023). (Data by year is shown on the ESG Data page.)
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.
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 it works to increase the skills of such employees and raise awareness within the Company. As of March 1, 2023, 78 people with disabilities were employed at Yamaha Corporation, of which 42 were assigned to Yamaha Ai Works Co., Ltd. The employment ratio of people with disabilities has remained at the level of 2.4%, as stipulated by the revision to the Act on Employment Promotion etc. of Persons with Disabilities scheduled to be implemented in March 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*5, 6, 7
- *5 As of March 1 of each year
- *6 Scope: Yamaha Corporation, Yamaha Corporate Services Corporation, and Yamaha Ai Works Co., Ltd.
- *7 Employment ratio of people with disabilities calculated using formula described by the Act on Employment Promotion etc. of Persons with Disabilities
Special Subsidiary*8Yamaha Ai Works
Established in 1989, Yamaha Ai Works is contracted by Yamaha Group companies to perform work tasks such as data processing, printing, filling and sealing envelopes, accounting, and benefit program and production-related tasks. Additionally, this company dedicates efforts to activities for informing and educating others about employing persons with disabilities, holding learning sessions regarding disabled employees and workplace tours both internally and externally.
- *8 Special subsidiaries are subsidiaries that meet the definition of the Act on Employment Promotion etc. 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.
Understanding and Initiatives 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 like members of the LGBTQ+ community, for five 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. Through this declaration, Yamaha reaffirmed its commitment to contributing to the realization of a more equal and inclusive society, to offering greater support for members of the LGBTQ+ community, and to creating workplace environments that are conducive to contributions from diverse employees.
Recognition as Best Workplace in D&I Award 2022
Sponsored and organized by JobRainbow, the D&I Award is Japan’s largest award program for certifying companies that promote diversity and inclusion. In the 2022 iteration of this award program, Yamaha received the highest honor of Best Workplace. This honor was only bestowed upon 128 of the 233 participating companies (547 companies when including jointly applying group companies).
Ranking among Top 10 Japanese Companies in Terms of Gender Equality by Equileap
In its 2022 Gender Equality Global Report & Ranking, Equileap ranked Yamaha Corporation No. 8 among Japanese companies in terms of gender equality. A total of 3,895 companies from around the world were surveyed in the compilation of this report.
Certification of Yamaha Corporate Services as a Platinum "Eruboshi" Company
Yamaha Corporate Services Corporation has maintained certification as a Platinum "Eruboshi"*9 company since 2021. Platinum "Eruboshi" is awarded to those "Eruboshi"-certified companies that have met requirements indicating excellence in terms of the accomplishment of general business operator action plan targets and of initiatives for promoting the participation and advancement of women in the workplace. Yamaha Corporate Services has also received Platinum "Kurumin" certification based on the Act on Advancement of Measures to Support Raising Next-Generation Children in recognition of its proactive efforts to develop an environment that is conducive to working while raising children.
- *9 "Eruboshi" is a program in which the Ministry of Health, Labour and Welfare certifies companies that have formulated action plans for the promotion of women’s participation and advancement in the workplace based on the Act on Promotion of Women’s Participation and Advancement in the Workplace enacted in April 2016 and that have conducted excellent initiatives in this area. Yamaha Corporate Services achieved Level 3 "Eruboshi" certification, the highest level, in July 2018.
Hamamatsu City Certification for Businesses with an Active Global Workforce
In November 2022, Yamaha Corporation 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.
Receipt of Gold Rating in PRIDE INDEX for Fifth Consecutive Year
For five consecutive years beginning with 2019, Yamaha Corporation has been awarded with the highest rating of gold in the PRIDE INDEX,*10 an index compiled by work with Pride to recognize the initiatives of companies and other organizations for supporting sexual minorities such as members of the LGBTQ+ community.
To date, the Company has advanced initiatives in support of the LGBTQ+ community including seminars for all Group employees, the production of a logo for its initiatives, the distribution of stickers to display that we are an ally of the LGBTQ+ community, and the production of tools for promoting understanding regarding the LGBTQ+ community in the workplace. In addition, we have established a consultation venue for LGBTQ+ issues included same-sex partners and their children in the definition of family members used for Company systems, and implemented other frameworks to aid members of the LGBTQ+ community.
Initiatives in fiscal 2023 specifically included the issuance of an official support statement on our corporate website in June, which has been designated as LGBTQ+ Pride Month and is seen as a time for activities and events for promoting education regarding the rights of members of the LGBTQ+ community. Other activities during the month include the release of interviews, music videos, and other content featuring LGBTQ+ artists. In this manner, we are actively working to empower sexual minorities.
The receipt of a gold rating in the PRIDE INDEX is thought to be a reflection of the evaluation of such initiatives.
- *10 Launched in 2016 by work with Pride, an organization that is assisting in the spread and popularization of diversity management pertaining to sexual minorities, the PRIDE INDEX is Japan’s first index for recognizing the initiatives of companies and other organizations for supporting sexual minorities such as members of the LGBTQ+ community. In this program, the ratings of bronze, silver, and gold are assigned through evaluations based on five categories: Action declarations, internal sexual minority communities, education activities, human resource systems and programs, and social contribution and public relations activities.