Promotion of Diversity and Inclusion

The Yamaha Group is advancing diversity, equity, and inclusion initiatives based on the following policy.

Yamaha Group Diversity & Inclusion Policy

The Yamaha Group believes that the diversity of people who differ in age, gender, sexual orientation, gender identity, disability, nationality, race, culture, values, life-style, and career background is the source of new value creation. It also seeks to further strengthen, grow, and develop its corporate competitiveness by respecting and using each individuality.*

  • * Due to the differences in legislation and customs in different countries, we respect every law and, above all, respect all cultures and customs

Since 2016, the Company’s personnel department has lead efforts to promote diversity, equity, and inclusion through the establishment and implementation of three-year diversity and inclusion 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, D&I (later renamed the Working Group for Human Rights, Diversity, Equity, and Inclusion) was established under the Sustainability Committee, an advisory body to the president, in 2021. This working group is tasked with deciding directives for Groupwide diversity, equity, and inclusion visions, medium- to long-term targets, and measures and with monitoring the status of promotion of these measures throughout the Group. Meanwhile, overseas Group companies will be expected to establish action plans starting from fiscal 2023. These plans will be used to guide diversity, equity, and inclusion initiatives that are founded on the conditions and cultures of the respective companies and on regional cultures.

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. We are moving ahead with measures for supporting the careers of female employees based on an action plan targeting a Groupwide average of 19% for the ratio of female employees in management positions to be accomplished by 2025.
In January 2021, the Working Group for Gender Equality was established under the Human Resource 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 and with guiding the implementation of these initiatives. Reports are issued to the president with regard to these efforts.
Also in 2021, Yamaha joined the 30% Club Japan, an international campaign aimed at promoting healthy gender balances in boards of directors, managements teams, and other corporate decision-making bodies, based on its support of the goals of this campaign. We also announced our endorsement of the goals of the Women’s Empowerment Principles and signed a statement pledging to act based on these principles. Such commitments by senior management shape our efforts to develop workplace environments that allow all employees to realize their full potential.


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 biases 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.

Action Plan of Yamaha Corporation

Yamaha Corporation will enact the following action plan in order to develop a corporate culture and workplace environment that allows all employees to exercise their talents.

1. Period
April 1, 2022–March 31, 2025
2. Challenges for Yamaha Corporation
Challenge 1: Recruitment of Female Employees
Low representation of women among engineers and employees in their late 30’s and early 40’s is creating a need to effectively recruit the female employees that can shape the future of the Company.
Challenge 2: Development of Female Leaders
Representation of women in management and corporate officer positions is low in comparison to men, and there is thus a need to increase this representation.
Challenge 3: Awareness Raising and Corporate Culture Reforms
Mutual understanding must be cultivated among female employees and their supervisors and workplaces in order to ensure that women do not face restrictions on their opportunities to contribute due to life events.
3. Targets for March 31, 2025 (figures in parentheses are as of March 31, 2022)
  • Ratio of women among new recruits 25.0% or more (15.3%)
  • Ratio of female employees in management positions 9.5% or more (7.1%)
4. Initiatives and Timing
Initiative 1: Increasing of Ratio of Women Among New Recruits
  • Broader candidates will be targeted and understanding for recruitment requirement will be promoted among interviewers (starting in April 2022).
  • Medium- to long-term internship programs will be provided to broaden the scope of recruitment avenues and increase recruitment of women with scientific backgrounds (starting in September 2022).
  • Post-recruitment training programs, including practical training programs based on specific work processes, will be enhanced (starting in June 2023).
Initiative 2: Support for Training and Career Development Based on Individual Circumstances
  • Internal mentoring programs will be introduced to foster female candidates for future management positions (starting in June 2022).
  • External mentoring and coaching programs for female managers will be utilized (starting in June 2022).
  • Frameworks will be installed for promoting the autonomous career development of all employees (starting in August 2022).
Initiative 3: Workplace Awareness Reforms and Support for Helping Women Network In-House
  • Workshops for workplace leaders and division heads will be arranged (starting in May 2022).
  • Unconscious bias training will be provided to all employees (starting in May 2022).
  • Support will be offered to female managers to help build and utilize in-house networks (starting in May 2022).
Intranet Website Disseminating Diversity and Work-Life Balance Information

Principal Indicators Related to Support for Women’s Careers

Ratio of Employees by Gender (Yamaha Corporation, FY2022)
  • Note: As of March 31, 2022

Average Number of Years of Continuous Employment (Comparison between Japan Average*1 and Yamaha Corporation*2)

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.

  • *1 Nationwide numbers are from results of the 2021 Basic Survey on Wage Structure.
  • *2 Statistics for Yamaha Corporation are as of March 31, 2022.

Rates of Female Employees Acquiring Childcare Leave Acquisition and Returning to Work After Childcare Leave (Yamaha Corporation)

Yamaha Corporation has maintained rates of female employees acquiring maternity and childcare leave and returning to work from said leave of nearly 100%. Moreover, the Company has maintained Platinum “Kurumin” certification, a system based on the Act on Advancement of Measures to Support Raising Next-Generation Children, in recognition of its efforts to develop systems and a workplace environment that are conducive to working while pregnant and after giving birth.

Rates in Fiscal 2022
[ image ] Rates of Female Employees Acquiring Childcare Leave Acquisition and Returning to Work After Childcare Leave (Yamaha Corporation)
Platinum “Kurumin” certification mark recognizing support for developing future generations
Ratio of Female Employees in Management Positions (Yamaha Corporation)*3
  • *3 As of March 31 each year

International Women’s Day Initiatives

In conjunction with International Women’s Day on March 8, 2022, Yamaha uploaded a brand promotion video entailed “Women Who Make Waves” onto its corporate website. This video was a celebration of the contributions of women to the music industry and placed a spotlight on the diverse range of women this industry is home to. In addition, the Yamaha Group enlisted three female artists, one for Japan, one from the United Kingdom, and one from Saudi Arabia, to provide messages on their passion toward music and their thoughts about being a woman in the music industry as part of a global project.

Meanwhile, Miki Oikawa, president of POLA Inc., was invited to take part as a guest in an online seminar based on the theme of sensitivity and gender in management strategies. At this seminar, Ms. Oikawa gave a presentation on the importance of empowering women as part of diversity management, initiatives that can be implemented toward this end, and POLA’s history of ambition to the roughly 300 attendees. After the presentation, the employees in attendance took part in an online discussion forum through which they shared their everyday thoughts regarding gender equality and diversity.

Online seminar by President Oikawa (right) of POLA Inc.
Online discussion forum

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 succession planning 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.

Furthermore, Yamaha Corporation is hiring employees from outside Japan, and as of the end of March 31, 2021, 44 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.
(Information on the number of non-Japanese employees is available on the Social Data page.)

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, 2022). (Data by year is shown on the Social 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.

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, 2022, 78 people with disabilities were employed at Yamaha Corporation, of which 41 were assigned to Yamaha Ai Works Co., Ltd. The employment ratio of people with disabilities has remained above 2.3% since fiscal 2015, exceeding the level mandated by the revised Act on Employment Promotion etc. of Persons with Disabilities instituted in March 2021.

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*8 Yamaha 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.

Special subsidiary workplace tour and learning session (held in 2019)
  • * 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.

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 three consecutive years.

Excerpt from the Handbook at Work
Yamaha LGBTQ+ logo

Receipt of Highest Rating of Gold in 2021 PRIDE INDEX

For three consecutive years beginning with 2019, Yamaha Corporation (headquarters in Japan) has been awarded with the highest rating of gold in the PRIDE INDEX,*9 an index compiled by work with Pride to recognize the initiatives of companies and other organizations for supporting sexual minorities like members of the LGBTQ+ community. The receipt of this rating was a reflection of the evaluation of initiatives such as the promotion of understanding within the organization through seminars for all Group employees, the production of a logo and 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. Other initiatives that contributed to the receipt of this honor include the establishment of a consultation venue for LGBTQ+ issues and revision of work and other regulations to include same-sex partners in the definition of family members used for Company systems. Initiatives in fiscal 2022 specifically included a global Groupwide campaign conducted 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. During this campaign we actively worked to empower sexual minorities through social media and other venues.

  • *9 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.
PRIDE INDEX gold rating mark

Certification of Yamaha Corporate Services as a Platinum “Eruboshi” Company Pursuant to the Act on Promotion of Women’s Participation and Advancement in the Workplace

Yamaha Corporate Services Corporation has maintained certification as a Platinum “Eruboshi”*10 company since 2016. 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.

  • *10 “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.
Platinum “Eruboshi” certification mark