Promotion of Diversity and Inclusion

The Yamaha Group is advancing diversity 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

Furthermore, individual Yamaha Group companies have developed three-year diversity and inclusion action plans, based on which they are advancing further initiatives.

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. A member of Yamaha Corporation*’s Human Resources Division has been designated as a dedicated representative for our efforts to support women’s careers, and this individual guides the formulation of Groupwide policies and action plans and their deployment at Group companies. Meanwhile, Group companies in Japan appoint individuals responsible for supporting women’s careers and monitor the establishment of action plans and the status of related activities. Furthermore, the Managing Council and the Board of Directors of the Company review the progress of our efforts to support women’s careers with regard to factors such as the rate of improvement of the ratio of female employees in management positions, which has been designated as a priority sustainability indicator.
Yamaha Corporation is ramping up its initiatives on this front in accordance with the phase 2 three-year action plan it established based on the Act on Promotion of Women’s Participation and Advancement in the Workplace in March 2019.

  • * Yamaha Corporation is a Japanese corporation with the Yamaha Group’s headquarters functions
Yamaha Corporation (headquarters in Japan) Action Plan (formulated March 2019)
Item Details
1. Planning period Three years: April 1, 2019–March 31, 2022
2. Yamaha’s issues Issue 1:
Work-life balance support systems have been developed, and now there is almost no difference in the average number of continuous years of employment for men and women. However, as the ratio of women in management roles is still low, greater initiatives for improvement in this are required.
Issue 2:
The Group is lacking in its ability to recruit female employees who can shape its future.
Issue 3:
There are managers not accustomed to circumstances where female employees develop their careers while giving birth and raising children, and there are challenges to overcome in managing and developing careers for female subordinates.
3. Goal Ratio of female employees in management positions of 7.2% or higher
4. Initiatives and implementation period Initiative 1: Increase the number of women hired for technical roles
(from April 2019)
  • Provide information on Yamaha initiatives for empowering women, assisting women with work-life balance support, etc. on the Company’s career website
  • Continue to provide opportunities for dialogue with women of different ages working in the Company to communicate to female students the appeal of a career after entering the Company and thereby secure new female employees
  • Increase opportunities for communication between women studying math and science and women working in technical roles in the Company
Initiative 2: Support development and career creation customized to individual needs
(from April 2019)
  • Continuously introduce various examples of role models and career paths via the intranet
  • Have all female employees, including those returning from maternity leave, share their own career plans with managers and create a development plan from a medium- to long-term perspective
    from May 2019)
  • Conduct training for managers so that they can show appropriate leadership and assign tasks according to individual circumstances
Initiative 3: Reduce total number of yearly working hours per person and persons working long hours; spread flexible working rules
(from April 2019)
  • Continuous enforcement of “All Go Home at the Same Time Day”
  • Promote use of paid holidays by employees eligible for special promotion holiday system
  • Aim for the effective utilization of working rules that have been systemized to make working easier; monitor usage status and strive for improvements
Major Measures
Goal Measure
Proactive hiring of female employees Increase the ratio of female new graduate hires
Conduct hiring activities that include information about the active roles played by female employees
Active promotion and expansion of opportunities to develop the abilities of female employees Set a 3-year target (by fiscal 2023) for increasing the ratio of female employees in management positions
7.2% or higher for Yamaha Corporation and 17.0% or higher for the Group
Enhance education and training programs
Execute selective training programs
Improve systems for supporting work-life balance Comply with the Act on Securing, Etc. of Equal Opportunity and Treatment between Men and Women in Employment, the Act on Childcare Leave, Caregiver Leave, and Other Measures for the Welfare of Workers Caring for Children or Other Family Members, the Act on Advancement of Measures to Support Raising Next-Generation Children, and the Act on the Promotion of Female Participation and Career Advancement in the Workplace
Create, promote, update work-life balance support programs
Launch trial of telework and flextime for short-hour work days for child-raising; prepare for systemization of such schemes
Improve workplace awareness and foster corporate culture Conduct educational activities (training, seminars, information provided through the intranet, etc.)
[ image ] Intranet Website Disseminating Diversity and Work-Life Balance Information
Intranet Website Disseminating Diversity and Work-Life Balance Information

Summary of Past Initiatives and Major Results and Achievements

  • Nearly equal average number of years of continuous employment for male and female employees
  • Almost 100% of women taking maternity/childcare leave and returning to work after maternity leave/childcare leave
  • Receipt of “Family Friendly Company Award” from the Ministry of Health, Labour and Welfare (2005)
  • Receipt of “Kurumin” mark certification (2008, 2014) and Platinum “Kurumin” mark certification (2016) based on the Act for Measures to Support the Development of the Next Generation
  • Recognized as “Company Friendly for Raising Children” by Shizuoka Prefecture (2017)

Principal Indicators Related to Support for Women’s Careers

Ratio of Employees by Gender (Yamaha Corporation)
[ graph ] Ratio of Employees by Gender (Yamaha Corporation)
  • Note: As of March 31, 2020
Average Number of Years of Continuous Employment (Comparison between Japan*1and Yamaha Corporation*2)
[ graph ] Average Number of Years of Continuous Employment (Comparison between Japan and Yamaha Corporation)
  • *1 Nationwide numbers are excerpted from results of the 2018 Basic Survey on Wage Structure
  • *2 Statistics for Yamaha Corporation are as of March 31, 2020
Ratio of Female Employees in Management Positions (Yamaha Corporation)*3, 4
[ graph ] Ratio of Female Employees in Management Positions (Yamaha Corporation)
  • *3 As of March 31 each year
  • *4 Includes promotions and hiring for managerial positions on April 1 of the following year (due to hiring schedule changing from March 1 to April 1 of the following year) from fiscal 2017

Data by year is shown on the Social Data page.

Group companies are advancing initiatives for supporting women’s careers in accordance with action plans established based on the Act on Promotion of Women’s Participation and Advancement in the Workplace.

As a conglomerate that engages in businesses in countries around the world, the Yamaha Group appoints locally hired personnel to important posts within the Group. President of Yamaha Corporation of America is a US citizen, who is the Operating Officer of Yamaha Corporation. There are also presidents with German, French, Austrian and US nationality, one of which is a woman, at companies which joined the Yamaha Group through acquisitions.
With a view to utilizing diverse human resources on a global scale, Yamaha Corporation (headquarters in Japan) is hiring employees from outside Japan, and as of the end of March 2020, 44 non-Japanese employees are employed. 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.

The Yamaha Group believes that enriching employees’ lives at work by providing employment opportunities matched to employees’ ambitions and ability will contribute to economic and social development. Based on this philosophy, Yamaha Corporation (headquarters in Japan) has augmented its vacation and leave programs with employment extension and rehiring programs that flexibly accommodate employee life events.

Senior Partner System (Rehiring Program for Retirees)

The Senior Partner System is a program at Yamaha Corporation and Japan subsidiaries that provides willing employees with the opportunity to continue working beyond age 60. Through this program, employees can continue working until they are 65 (224 individuals were using this system as of March 31, 2020). (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.

Rehiring Program for Family Members Accompanying Spouses on Overseas Assignment

In fiscal 2009, Yamaha Corporation introduced a system to rehire employees who left the Company in order to accompany a spouse on an overseas assignment after returning to Japan. The scope of this system, which was previously limited to individuals who spouses were Yamaha Corporation employees, was expanded in fiscal 2017 to include individuals who spouses were working for Yamaha Group companies. In addition, this system is available for employees whose spouses do not work for Yamaha Group companies, with a limit of five years from their retirement.
Since the program started in fiscal 2009, a total of 21 employees have submitted applications before retiring. Of that number, six (as of March 31, 2019) have been rehired after returning to Japan.

Rehiring Program for Workers Committed to Nursing Care

In July 2016, Yamaha Corporation introduced a system that allows an employee to be rehired if they retired to provide nursing care for a family member. In such cases, the valid re-employment period is within five years of said retirement date.

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 co-existence, and it works to increase the skills of such employees and raise awareness within the Company. As of March 1, 2020, 82 people with disabilities were employed at Yamaha Corporation, of which 41 were assigned to Yamaha Ai Works Co., Ltd. The employment rate of people with disabilities has remained above 2.3% since fiscal 2015, exceeding the level mandated by the Act on Employment Promotion, etc. of Persons with Disabilities from April 2018.

Employment Rate of People with Disabilities *5, 6, 7
[ graph ] Employment Rate of People with Disabilities
  • *5 As of March 1 of each year
  • *6 Scope: Yamaha Corporation, Yamaha Corporate Services Corporation, Yamaha Ai Works Co., Ltd.
  • *7 Employment rate of people with disabilities calculated using formula described by the Act for Promotion of Employment 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-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.

[ photo ] Special subsidiary workplace tour and learning session
Special subsidiary workplace tour and learning session
  • *8 Special subsidiaries are subsidiaries that meet the definition of the Act for Promotion of Employment of Persons with Disabilities. Special 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 in Japan is promoting understanding of and offering support for the LGBT community as an ally. We do so with the goal of building a comfortable workplace environment for members of the LGBT community and other sexual minorities and of ensuring that our business activities are respectful toward diversity. In fiscal 2020, we held LGBT sensitivity seminars for all Japan Group employees, produced a logo and stickers to display that we are an ally of the LGBT community, and published the Workplace LGBT Handbook to promote understanding within the organization. In addition, we took steps to make our workplace environment more accommodating to members of the LGBT community by setting up a consultation venue for addressing and alleviating the issues such individuals face and including same-sex partners in the definition of family members used in work and other regulations.
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 LGBT community.

[ photo ] Yamaha Diversity and Inclusion Seminar in Japan— Building a Better Understanding of the LGBT Community (LGBT sensitivity seminar)
Yamaha Diversity and Inclusion Seminar in Japan— Building a Better Understanding of the LGBT Community (LGBT sensitivity seminar)
[ logo ] Yamaha LGBT Ally logo
Yamaha LGBT Ally logo

Receipt of Highest Rating of Gold in 2020 PRIDE INDEX

In October 2020, Yamaha Corporation (headquarters in Japan) was 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 LGBT community. The receipt of this rating was a reflection of the evaluation of initiatives such as the promotion of understanding within the organization through LGBT sensitivity seminars for all Group employees and the production of a logo to display that we are an ally of the LGBT community. Other initiatives that contributed to the receipt of this honor include the establishment of a consultation venue for LGBT issues and revision of work and other regulations to include same-sex partners in the definition of family members used for Company systems.

  • *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 like members of the LGBT 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.
[ logo ] PRIDE INDEX gold rating mark
PRIDE INDEX gold rating mark

Certification of Yamaha Corporate Services Corporation as an “Eruboshi” Company

In July 2018, Yamaha Corporate Services Corporation (then Yamaha Business Support Corporation) was certified as level three, the best rank, “Eruboshi,” by the Minister of Health, Labour and Welfare. This certification is given to companies who have excelled in initiatives for the promotion of women’s participation and advancement in the workplace.
In this program, the Minister of Health, Labour and Welfare certifies companies that have formulated an action plan 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. There are three levels of “Eruboshi” certifications, and levels are decided based on the number of achieved criteria.*10 Yamaha Corporate Services received the highest certification because it fulfilled the criteria in all categories. Yamaha Corporate Services also received certification for “Kurumin” certification based on the Act on Advancement of Measures to Support Raising Next-Generation Children because it is proactively engaged in efforts to create an environment in which it is easy for people raising children to work.

  • *10 Five criteria categories are hiring, continuous employment, overtime, ratio of female employees in management, and career development
[ logo ] “Eruboshi” certification mark
“Eruboshi” certification mark